NoticePayCheck

Question

One-Month Payment in Lieu of Notice in Hong Kong

Short answer

For notice expressed in months, the Hong Kong Labour Department framework is average monthly wages × the number of notice months. For one month, use one unit of the applicable average monthly wages—not a self-made 30-day conversion. The statutory average can require up to 12 months of wage and leave records, with specified periods and wages disregarded; a shorter period applies if employment lasted less than 12 months. NoticePayCheck does not reconstruct that record, so preserve the one-month scenario but treat the amount as Needs confirmation / Manual review unless the official average is confirmed.

Review one-month payment in lieu

Independent planning worksheet. Not a government calculator or legal advice.

Official rule

The Labour Department formula for notice expressed in months is average monthly wages earned in the relevant period × the number of months specified in the notice period. The average-wage calculation includes statutory disregarding provisions for certain periods and wages.

Key points

  • Keep the notice unit as months throughout the task.
  • Do not replace the official framework with a self-made 30-day conversion.
  • The 12-month average may include more than basic salary and may require disregarding adjustments.
  • The current NoticePayCheck engine does not reconstruct the statutory average-wage record.

Worked example

Labour Department one-month example

In the Labour Department’s published example, adjusted wages of HK$598,500 are divided by 11.5 included months, producing average monthly wages of HK$52,043. The one-month payment in lieu is therefore HK$52,043.

Official illustrative example only—not a NoticePayCheck calculation or an estimate of your entitlement.

What changes the answer

  • • The wages earned in the relevant 12-month period, or the shorter period if employed for less than 12 months.
  • • Periods and corresponding wages that must be disregarded under the official framework.
  • • Whether the contractual notice period is expressed in months rather than days or weeks.

What to confirm with HR

  • • Which 12-month or shorter wage period did payroll use?
  • • Which wage components were included in average monthly wages?
  • • Which periods and wages were disregarded?
  • • Can payroll provide the average-wage calculation in writing?

Calculator

Hong Kong one-month notice review

Opens the existing calculator with one month preserved and the scenario set to unknown so an unsupported amount is not inferred.

Open related calculator

Official Source Cards

These sources informed the page cautions and calculator assumptions. Always open the official guidance before relying on a final pay decision.

Verifiedgovernment guide

Employment Ordinance FAQ: Termination of Contracts of Employment

Hong Kong Labour Department

Used for Hong Kong notice and payment in lieu context, including average wage cautions.

Last checked
2026-09-09
Used for
payment in lieu of notice, notice period, terminal payment cautions
Open official source
Verifiedgovernment guide

Concise Guide to the Employment Ordinance

Hong Kong Labour Department

Used for broad Hong Kong employment ordinance context and official calculator cross-reference.

Last checked
2026-09-09
Used for
Employment Ordinance overview, terminal payment context
Open official source

Last reviewed:

FAQ

Is one month payment in lieu just one basic monthly salary?
Not necessarily. The official framework uses applicable average monthly wages, which may require wage components and disregarding adjustments from the relevant record period.
Why does the NoticePayCheck CTA use Manual review?
The current engine does not reconstruct Hong Kong’s statutory 12-month average-wage record. The preset preserves the one-month unit without guessing an amount.

Related Links

Payment in lieu of notice Hong KongHong Kong one-month notice calculator

General estimates only. This calculator provides a general estimate based on public information and the details you enter. It is not legal advice and does not replace your employment contract, award, enterprise agreement, collective agreement, company policy, HR advice, or official government guidance. Rules can change and special circumstances may apply. Always verify your final pay with your employer, HR, a qualified advisor, or the relevant government authority.

Need the jurisdiction overview? Review the Hong Kong guide.