Effortlessly handle payroll, compliance, and benefits for your team in Macau with our comprehensive Employer of Record (EOR) service.
Our solutions in Macau are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Effortlessly handle payroll, compliance, and benefits for your team in Macau with our comprehensive Employer of Record (EOR) service.
Our solutions in Macau are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Hiring in Macau means navigating the Labour Relations Law (Law No. 7/2008), registering employees with the Social Security Fund (FSS), withholding professional tax, and--for foreign hires--securing a non-resident worker quota and Blue Card through the Labour Affairs Bureau (DSAL). As your Employer of Record, Glints legally employs your team on your behalf, handling employment compliance, payroll, and benefits administration so you can focus on building and managing your team smoothly in Macau, all without setting up a local entity.
Under Law No. 7/2008, employment in Macau can be open-ended or fixed-term. A contract may be verbal, but fixed-term and non-resident-worker contracts must be in writing. A written bilingual agreement--in Chinese and Portuguese, the official languages--is strongly recommended so both parties clearly understand the terms.
Probation is set by law: typically up to 90 days for open-ended contracts (up to 180 days for leadership or highly technical roles) and up to 30 days for fixed-term contracts, letting both parties evaluate the employment fit before it becomes permanent.
Salaries in Macau are typically paid monthly in Macanese patacas (MOP). Employers withhold professional tax (imposto profissional) at progressive rates up to 12% and remit it to the Financial Services Bureau (DSF), with employees first registered via the M2 form.
For local workers, employers and employees make an obligatory Social Security Fund (FSS) contribution of MOP 90 per month (MOP 60 employer, MOP 30 employee). For each non-resident worker, the employer also pays a monthly employment fee (MOP 200, reduced to MOP 100 for manufacturing).
Macau law caps normal working hours at 8 per day and 48 per week, with at least 24 hours of uninterrupted weekly rest. Employees are entitled to 10 mandatory public holidays each year and must be compensated for work performed on those days.
Employees are entitled to a minimum of 6 working days of paid annual leave per year once they have completed the qualifying period of service, with many employers offering more as a competitive benefit.
Macau recognizes several types of special leave, including 70 days of paid maternity leave and 5 days of paid paternity leave (subject to eligibility), supporting a balanced work environment.
Employees are entitled to paid sick leave under Law No. 7/2008, generally up to 6 days per year, reflecting Macau's commitment to worker welfare.
To end an open-ended contract without just cause, the statutory notice is at least 15 days when the employer initiates and 7 days when the employee initiates. Termination with just cause requires no prior notice, ensuring fair treatment and compliance with local regulations.
Are you ready to enhance your team management in Macau? Explore how our comprehensive EOR and PEO services can simplify your workforce operations, ensuring both efficiency and adherence to local regulations.
Learn more about the benefits of partnering with Glints for your EOR and PEO needs in Macau!
