Employment relationships in Macau are primarily governed by the Labour Relations Law (Law No. 7/2008), supported by rules on social security, occupational safety, and the engagement of non-resident workers. The law applies to private-sector employees, whether under fixed-term or open-ended contracts.

The Labour Relations Law sets the minimum standards that every employer must meet, covering areas such as:

• Working hours, rest periods, and overtime
• Payment of wages and mandatory holidays
• Annual leave and other leave entitlements
• Termination, notice, and compensation

Employers may offer terms more generous than the statutory minimum, but any contract clause that falls below these standards is unenforceable. Non-compliance can lead to fines and back-pay orders. A separate regime under Law No. 21/2009 governs the hiring of non-resident (imported) workers, which is common in Macau given its small local labour pool.

An employment contract in Macau may be concluded in writing or verbally, but a written contract is strongly recommended to document job scope, salary, working hours, benefits, and termination terms. Legal documents in Macau are frequently prepared bilingually in Chinese and Portuguese.

The Labour Relations Law does not impose a single fixed probation period; probation is generally set by agreement in the contract. In practice, a probation of around 90 days is common for open-ended contracts (shorter for fixed-term roles, and longer—up to about 180 days—for senior, leadership, or highly technical positions). During a validly agreed probation, either party may generally end the relationship on shorter notice. These practical ranges should be confirmed against the current law and the specific contract.

The Labour Relations Law sets clear limits on working time:

• Normal working hours may not exceed 8 hours per day and 48 hours per week.
• Employees are entitled to a rest interval of at least 30 consecutive minutes during the working day so that they do not work for long unbroken stretches.
• Employees are entitled to a weekly rest period of at least 24 uninterrupted hours in each seven-day period, in principle without loss of pay.

Hours worked beyond the statutory limits count as overtime and attract a pay premium. The commonly cited rates are shown below; because the exact surcharge depends on whether the overtime was arranged in advance, employers should confirm the figures against Law 7/2008 and any applicable agreement.

The Labour Relations Law guarantees several categories of leave. Employers may offer more, but not less, than these statutory minimums.

Macau observes a set of obligatory (mandatory) public holidays each year—commonly counted as around 10 days—on which employees are entitled to paid time off. These typically include New Year's Day, the first three days of Chinese New Year, Ching Ming Festival, Labour Day (1 May), the Chong Yeung Festival, National Day (1 October), and Macau SAR Establishment Day (20 December), among others.

Where an employee is required to work on an obligatory holiday, the employer must provide additional pay and/or a compensatory rest day in line with the Labour Relations Law. The exact list is set annually and should be confirmed.

Employment can end by resignation, mutual agreement, expiry of a fixed term, or dismissal. For rescission without just cause, advance notice is generally required—commonly cited as 15 days by the employer and 7 days by the employee—with payment in lieu of notice permitted. Notice is not required where there is just cause (such as serious misconduct or breach of contract).

An employee dismissed without just cause is entitled to compensation based on length of service. The indicative schedule below applies, and total compensation is capped at 12 times the employee's basic monthly pay (with a statutory ceiling applied to the monthly base used in the calculation). These tiers should be reconciled with the current statutory schedule.

Hiring in Macau requires careful adherence to the Labour Relations Law (Law No. 7/2008) and, where imported labour is involved, the non-resident worker regime. Meeting the statutory minimums on working hours, leave, holidays, and compensation—while tracking recent changes such as the maternity- and annual-leave amendments—builds a strong, compliant foundation for your workforce. Consider working with an HR partner experienced in Macau labour law to ensure a smooth and compliant hiring process.

Book a call with us today to learn how we can support your hiring needs in Macau.