Employment Ordinance Update: From “418” to “468” Rule

** New Rule Expands Protection for Part-Time and Casual Employees Effective Date: January 18, 2026

The Employment (Amendment) Ordinance 2025, which introduces the new “468 rule,” was officially gazetted on June 27, 2025. This legislative update will redefine the criteria for continuous employment contracts, with particular implications for part-time and casual workers.

Key changes

Under the existing “418 rule,” an employee is deemed to be under a continuous contract if they have worked at least 18 hours per week for four consecutive weeks. This classification determines eligibility for a range of statutory employment benefits.

Effective January 18, 2026, the “468 rule” will supersede the current provision. Under the new framework, employees will qualify for continuous contract status by working a cumulative total of 68 hours across any four consecutive weeks—regardless of how those hours are distributed weekly.

Why This Matters

The revised rule is designed to extend statutory protections to a broader segment of the workforce, particularly those whose working hours may fluctuate week to week. Many part-time and casual employees who previously fell short of the 18-hour weekly threshold will now be eligible for benefits under the new criteria.

Statutory Benefits Under the 468 Rule

Employees who meet the revised threshold will be entitled to the same statutory benefits as those under the previous rule, including:

• paid statutory holidays
• annual leave
• sick leave and rest days
• maternity and paternity leave
• severance and long service payments

Employer Action Points

Employers are advised to:

• review and update HR policies and human resources systems to align with the new requirements
• ensure accurate tracking of employee working hours
• communicate changes clearly to affected staff
• prepare to administer statutory entitlements accordingly