Two parallel pathways, based on the applicant's status

Among Hong Kong’s employment visas, there are two programs with similar structures but different eligibility criteria:

• Admission of Mainland Talents and Professionals Scheme (Professionals) — For Mainland Residents
• General Employment Policy (GEP) — For non-residents outside mainland China

According to official statistics from the Hong Kong Immigration Department, the General Employment Policy was approved in the first quarter of 2026. 6,974 cases...and, among the major talent programs during the same period, it was second in scale only to the High-Talent Pass.

For applicants who hold a foreign passport or have obtained permanent resident status overseas, the GEP is generally a more manageable path than the High-Talent Pass—because itNot based on income thresholds or lists of the top 100 universities...but is based on a real job in Hong Kong.

Eligibility and Basic Requirements

The core requirement of the GEP is that applicants must be employed by a Hong Kong employer in a position related to their educational background or work experience, and that their salary and benefits must be broadly in line with Hong Kong market standards.

Common basic requirements include:

1. Applicants must have the relevant educational background or professional experience and be qualified for the position in question.
2. The position must be one that is needed in Hong Kong, and for which the employer has genuine difficulty recruiting a suitable candidate locally.
3. Compensation and benefits must be comparable to market rates for similar positions in Hong Kong.
4. The applicant has no adverse record.

During the approval process, the following factors are typically considered comprehensively: whether there is a shortage of relevant talent in Hong Kong, the skills and knowledge required for the position, the applicant’s educational background and work experience, and the terms of employment.

Specific eligibility requirements and approval criteria are subject to the official announcements of the Hong Kong Immigration Department.

Actual Differences from the Specialists Program

The frameworks are very similar, but there are a few practical differences worth noting:

• They are intended for different groups of people. Mainland residents should apply under the Special Talents Program, while non-mainland residents should apply under the GEP. For individuals who hold overseas permanent residency but retain their mainland Chinese household registration, the applicable program must be determined based on their specific circumstances.
• Linkage of talent lists. For applicants in fields listed on the talent list (which currently includes 60 fields across multiple industries), employers are not required to demonstrate difficulties in recruiting locally when submitting the relevant applications. This represents a substantial reduction in the burden on employers.
• Quota Arrangements. There are generally no limits on either of them.

What Are an Employer's Responsibilities?

GEP isEmployer-Drivena process in which the employer bears the primary burden of proof:

1. Explain why it is necessary to hire non-local talent
2. Provide job descriptions, compensation structures, and company background information
3. Evidence of efforts to recruit locally (unless an exemption under the Talent List applies)
4. Commitment to Comply with the Terms of Employment

For newly established Hong Kong companies, the Immigration Department typically conducts a more thorough review of their business substance: whether they have actual office space, the number of employees, business turnover, and future hiring plans. The approval rate for visa applications submitted by shell companies on behalf of their employees is very low.

Accommodations and Family Arrangements

The initial period of stay granted is typically linked to the term of the employment contract and generally lasts for several years; renewals follow a set procedure, and at the time of renewal, the individual must still be in the original position or working in a related field.

With regard to family members, the principal applicant may generally bring their spouse and unmarried dependent children under the age of 18 to Hong Kong. According to publicly available information, the length of stay for dependents is generally tied to that of the sponsor; during this period, they are typically unrestricted in terms of employment or enrollment in educational institutions in Hong Kong. After seven years of continuous ordinary residence in Hong Kong, they may apply to become permanent residents of Hong Kong in accordance with the law.

This is particularly important for core team members who need housing arrangements.

Three Frequently Asked Questions

Q: If I switch to a different job, will my visa still be valid? Generally, you must report the new employment relationship to the Immigration Department or submit a new application; you cannot simply carry over the existing one.

Q: Can I use the GEP program to start a business? GEP is intended for employed individuals. Those starting their own businesses should generally consider other, more appropriate pathways; this approach should not be applied directly.

Q: Can the GEP and Gaocaitong programs be combined? A person may generally stay in Hong Kong under only one status at a time. If you qualify for multiple entry channels simultaneously, you should make your choice based on your long-term plans rather than submitting multiple applications.

The official announcement by the Hong Kong Immigration Department shall prevail; no organization may make any promises regarding the outcome of the application.

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