Minimum Wage Reference Calculator
This Minimum Wage Reference Calculator programme is a simple tool to assist employers and employees to speedily compute the minimum wage for the more common work patterns for preliminary reference purpose. After entering all basic information on working hours and wages as required and pressing the ‘Generate Report’ button at the bottom, the calculator programme will work out the amount of minimum wage and compare it with the wages payable to see if the minimum wage requirement is met.

NOTE
Please note that this calculator programme works according to the data you have entered and is based on certain assumptions on wage calculations. The computation results generated by the calculator programme are for quick and preliminary reference only. Accurate calculations would require consideration of other factors like the terms under the employment contract and the actual hours worked/leave taken in the month etc. Since these factors would vary from case to case, they may not be able to be reflected in the computation results. The Labour Department accepts no liability for any loss arising from or related to the use of the information. The information generated by this calculator programme should neither be used in any legal proceedings nor be regarded as evidence in pursuing any claim.

For details of minimum wage calculations, you may refer to the Statutory Minimum Wage: Reference Guidelines for Employers and Employees or call Labour Department’s 24-hour enquiry hotline 2717 1771 (the hotline is handled by the 1823 Call Centre).
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Minimum Wage Reference Calculator
Note: This page is for data input and not suitable for printing out as reference because calculations are incomplete. For report-printing, please input all required information and then press "Generate Report" button at the bottom of this input screen.
Computations in this calculator programme are based on the following assumptions:
  • the wage period is a calendar month;
  • wage rate for each working day is the same;
  • the employee has worked on all working days (i.e. has taken no statutory holiday, annual leave, maternity leave, sick leave or other paid leave in the relevant month); and
  • there is no payment for time that is not hours worked in the month other than payment for rest day/day-off and meal break, if any.
Hours worked
Days worked per week
No. of calendar days in the month Days  
Which day of the week is the first day of the month?    
Is the first Saturday of the month a day-off?
 
   
Net hours worked on normal working day
(include meal break if it is considered hours worked) [Notes 1 & 2] 		Hours  
Net hours worked on Saturday
(include meal break if it is considered hours worked) [Notes 1 & 2] 		Hours  
Overtime that is considered hours worked in the month [Note 1] Hours  
Other adjustment to the no. of hours worked in the month (+/-)
(e.g. taken no pay leave/swopped Saturday-off etc) 		Hours  
No. of rest days / day-offs taken in the month
(NOT to include statutory holiday, annual leave, maternity leave, sick leave)		 Days  
Total no. of hours worked in the month Hours  
Minimum wage for the month
(Total no. of hours worked X $) 		$0.00      Calculate  
 
Wages paid        
Amount of wages for the month
(should include employee's contributions to Mandatory Provident Fund, if applicable) [Note 3] 		$     
Rest day/day-off pay [Note 4]        
Are rest days/day-offs with pay?
 
   
No. of paid rest days/day-offs in the month
(NOT to include statutory holiday, annual leave, maternity leave, sick leave)		 Days  
Are rest days/day-offs paid at normal daily rate?
(if yes, daily rate for paid rest days/day-offs = monthly wages ÷ (no. of working days + no. of paid rest days/day-offs))
 
   
Basis for calculation of rest days/day-offs pay



 
 
 
   
Monthly wage rate for calculation of rest days/day-offs pay $     
Daily rate for rest days/day-offs $     
Total amount of payment for rest days/day-offs in the month
(manual input allowed)		 $     
Meal break pay [Note 4]    
Are meal breaks with pay?
 
   
Are meal breaks considered hours worked? [Note 2]
 
   
No. of days with paid meal breaks in the month Days  
Daily rate for meal break $     
Total amount of meal break pay in the month
(manual input allowed)		 $     
Total payment for time that is not hours worked $0.00      
Wages payable for the month after exclusion of payment for time that is not hours worked [Note 5] $0.00      Calculate  
 
 
Reset             Generate Report
Note 1:
Under section 4 of the Minimum Wage Ordinance, for the purpose of computing minimum wage, hours worked (including any part of an hour) include any time during which the employee is, in accordance with the contract of employment or with the agreement or at the direction of the employer:
  • in attendance at a place of employment, irrespective of whether he is provided with work or training at that time; or

  • travelling in connection with his employment, excluding travelling (in either direction) between his place of residence and his place of employment other than a place of employment that is outside Hong Kong and is not his usual place of employment.
A place of employment means any place at which the employee is, in accordance with the contract of employment or with the agreement or at the direction of the employer, in attendance for the purpose of doing work or receiving training.

Apart from the circumstances expressly mentioned in section 4 of the Minimum Wage Ordinance, any hours (including any part of an hour) which are regarded as hours worked under the employment contract should also be included as "hours worked".
 
Note 2:
If an employee is, during his meal break, in accordance with the employment contract or with the agreement or at the direction of the employer, in attendance at a place of employment, irrespective of whether he is provided with work or not, such time should be included in the hours worked for computing minimum wage.  On the contrary, meal break falling outside the provisions on hours worked in the Minimum Wage Ordinance is not included in the hours worked for computing minimum wage.  Besides, if a meal break is regarded as hours worked according to the employment contract, it should also be regarded as "hours worked" in computing minimum wage.
 
Note 3:
Wages means all remuneration, earnings, allowances including travelling allowances, attendance allowances, commission, overtime pay, tips and service charges, however designated or calculated, capable of being expressed in terms of money, payable to an employee in respect of work done or to be done.  Certain payments e.g. end of year payment, employer's contribution to any retirement scheme etc are not regarded as wages.  The definition of wages for statutory minimum wage is aligned closely with that under the Employment Ordinance.  For details, please refer to the Concise Guide to the Employment Ordinance (Chapter 3 of the Concise Guide (PDF)).

For the purpose of calculating statutory minimum wage, deductions from the wages of an employee made under the specified provisions of the Employment Ordinance must be counted as part of the wages paid e.g. deductions for employee's contributions for Mandatory Provident Fund, deductions for repayment of loan with the employee's written consent etc.  For details, please see Chapter 4 Part C of the Statutory Minimum Wage : Reference Guidelines for Employers and Employees.
 
Note 4:
Neither the Minimum Wage Ordinance nor the Employment Ordinance prescribes whether meal break and rest days are paid or not.  Whether meal break and rest days are with pay or otherwise, the calculation method, the rate and amount of these payments, if any, are matters to be agreed between employers and employees.
 
Note 5:
Minimum wage is derived by multiplying an employee's total number of hours worked in a wage period and the statutory minimum wage rate.  Since the calculation of minimum wage excludes the time that is not hours worked, payment made to the employee for any time that is not hours worked (e.g. rest day pay, holiday pay, annual leave pay, maternity leave pay, sickness allowance, etc) must not be counted as part of the wages payable to the employee for computing minimum wage.