Hiring with the GEP & ASMTP: Requirements & Process in Hong Kong

Basic Eligibility Requirements for the GEP & ASMTP

The GEP and ASMTP are designed for employers in Hong Kong who need to hire skilled talent from outside the local market. Both routes require a genuine job offer, a credible business sponsor, and a candidate whose background clearly matches the role. In most cases, you’ll also need to show that the job and the candidate aren’t easily replaceable through the local labour market.

Employee Requirements

• A confirmed, full-time job offer from a Hong Kong employer
• Relevant qualifications and/or professional experience that match the role
• Salary and employment terms that are consistent with Hong Kong market standards
• A clean immigration and criminal record (general “good character” requirement)
• Eligibility under the correct scheme: GEP for non-mainland candidates; ASMTP for mainland China residents

Required Documents for Employees

• Valid passport or travel document
• CV/resume and proof of relevant experience
• Education certificates and professional qualifications
• Recent passport-style photo(s)
• Signed employment contract or formal offer letter (role, salary, benefits, and start date)

Required Documents for Employers

• Business registration certificate and incorporation details
 
• Proof of active operations (e.g., office address, financials, contracts, organisational chart)
 
• Detailed job description and justification for hiring a non-local candidate
 
• Employment terms showing the role is genuine and paid at a market-appropriate level
 
• Sponsor declarations and completed immigration forms

Step-by-Step Process for Sponsoring a GEP or ASMTP Visa in Hong Kong

 
1. The employer confirms which route applies: GEP for non-mainland candidates or ASMTP for mainland China residents.
 
2. The employer prepares a market-aligned job offer and employment contract (role, salary, benefits, and start date).
 
3. The employer gathers corporate documents and proof of active operations to support the sponsorship.
 
4. The employer submits the application to the Hong Kong Immigration Department with the employee’s credentials and full supporting pack.
 
5. Immigration reviews the case and may request clarifications or additional documents (often about role justification, business activity, or compensation).
 
6. Once approved, the employee completes the visa formalities and enters (or remains in) Hong Kong under the approved conditions to start work.

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Costs & Fees Employers Are Responsible For to Sponsor a GEP or ASMTP Visa in Hong Kong

Hong Kong’s government visa fees are typically modest compared to many other jurisdictions, but the true “cost” is often the time and documentation effort needed to build a strong, complete application. Budget for both government fees and internal administrative time.

Government Fees & Who Pays What

• Application/visa issuance fee: Typically paid by the applicant, though many employers cover it as part of the relocation package.
 
• Renewal/extension fees: Paid at extension stages; again, employers may cover these as part of ongoing support.
 
• Dependent visas (if applicable): Additional fees may apply if the employee relocates with family.

Employer Costs vs. Employee Costs

Costs Born By the Employer

 
• Time and internal resources to prepare business documents and role justification
 
• Operational proof preparation (financials, org charts, commercial contracts)
 
• Legal or immigration advisor fees (if you use external support)
 
• Relocation support (if included in the offer)

Costs Born by the Employee

 
• Government visa fees (if not covered by the employer)
 
• Document preparation costs (e.g., certified copies if needed)

Costs Covered by Both

 
• Onboarding compliance and employment administration (often shared between HR and the employee for forms and record-keeping)

Renewal/Extension Fee

Employment visas under the GEP/ASMTP are typically granted for an initial period and can be extended as long as the employment remains genuine and compliant. Renewal involves updated documents, and fees apply at each extension stage.

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Employer Responsibilities to Ensure Compliance

Once your employee is in Hong Kong under the GEP or ASMTP, compliance becomes an ongoing responsibility. Here’s what matters most:

• Ensure the employee works only in the sponsored role and for the sponsoring employer; material changes usually require immigration approval.
 
• Keep the employment terms aligned with what was approved (especially role scope and compensation).
 
• Track visa expiry dates and start renewal preparation early to avoid gaps in work authorisation.
 
• Maintain accurate records: signed contracts, payroll details, and proof the role is genuine and ongoing.
 
• Be aware of consequences of non-compliance: visa cancellation, fines, reputational impact, and potential restrictions on future sponsorship.

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Hire Global Talent Your Way with Playroll

Borders shouldn’t hold you back from hiring the right person. Playroll gives you two seamless options to hire globally. If relocation is the goal, our visa sponsorship services support you through the GEP or ASMTP process – applications, documentation, and compliance guidance end-to-end.

If moving isn’t needed, skip the visa admin and immigration timelines with Playroll’s Employer of Record. We employ the candidate in their home country on your behalf, handling payroll, taxes, benefits, and compliance so you can onboard quickly and stay fully compliant: no relocation required. Wherever your next great hire is based, we make it easy to bring them onto your team.