Annual Leave Pay on Termination Hong Kong Guide

Use this Hong Kong guide as a practical worksheet before or after resignation. It explains the annual leave pay on termination questions employees commonly ask, shows the calculation approach used by NoticePayCheck, and keeps the result framed as a general estimate that must be checked against your contract, HR records, and official guidance.

The calculator is useful when you know your resignation date and want to understand the practical shape of your final pay conversation. It can estimate the notice start date, notice period end date, last working day, daily rate, payment in lieu where the selected scenario supports it and you enter a clear payable-day basis, and unused leave or vacation payout from the days you enter.

It does not decide whether you qualify for a statutory payment, whether a contract clause is enforceable, or whether HR must use a different formula. The estimate is best used as a structured checklist: what date did you give notice, what notice period applies, what salary rate is being used, how many unused leave or vacation days are in the record, and which official source should you read before sending a question to HR.

Monthly salary uses this worksheet rate: monthly salary × 12 ÷ annual working days. Weekly salary uses weekly salary ÷ working days per week. Daily salary is used directly. Payment in lieu is only estimated when a clear payable-day basis is entered.

These formulas are intentionally labelled as worksheet logic, not jurisdiction-wide legal formulas. For Hong Kong, the important caution is: Hong Kong terminal payments may include components not calculated here, including statutory holiday pay, severance payment, long service payment, and other wages.

The date estimate uses the jurisdiction’s existing selectable notice-start assumption. Days and weeks use calendar days, and months use calendar-month handling. Public holidays, rostered days, approved leave during notice, payroll cut-off dates, deductions, tax, and special contract terms remain review items where relevant.

The page also keeps complex items out of scope. It does not compute severance, redundancy, long service payment, unfair dismissal, wrongful dismissal, collective agreement outcomes, award-specific rules, enterprise agreement outcomes, or contractor disputes. If a rule is complex, the calculator shows a warning or not-calculated status instead of guessing.