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Undoubtedly, payroll is a critical aspect of any organization. The pay cycle is a notable feature that provides a sense of accountability for an employee to be paid consistently for their work.

The frequency cycle in Macau is Monthly.

In Macau, it is not common to have a 13th, 14th, or 15th-month salary cycle. Instead, employers often provide other benefits and bonuses, such as an annual bonus or end-of-year payment, which can vary depending on the company and industry.

The minimum wages have been revised in the Macau Special Administrative Region with effect from January 01 2024. The national minimum wage is increased from MOP6,656.00 to MOP7,072.00 per month.

All hours exceeding the standard 48 hours are paid as overtime and are regulated by employment contract/collective agreements. In general, overtime is paid at 120% of the standard salary rate or according to the agreement with the employer where it is common to pay 150%.

In Macau, the Data Retention Policy is governed by the "Law No. 8/2005 on Personal Data Protection" and its supplementary regulations. This legal framework sets out the guidelines and requirements for organizations handling personal data, including the retention and disposal of such data.

Macau's Labor Relations Law governs the relationship between employers and employees, outlining their respective rights and obligations. It covers topics such as employment contracts, working hours, wages, and termination procedures.

Macau's legal framework prohibits discrimination in hiring based on factors such as gender, race, religion, or disability. Employers must ensure equal opportunities during the recruitment and selection process.

In Macau, when hiring new employees, there are several key documents that are typically required as part of the onboarding process. Here is a list of common onboarding documents for employees in Macau:

• Name 
• Address 
• Contact information
• Emergency contact information
• Proof of Identity
• Proof of Qualifications
• Identity and Work Permit Documentation
• Employment Contract

There is no clear provision in labor laws on the duration of the probation period in Macau, though generally it’s 30 days for a fixed-term contract and 90 days for an indefinite contract.

The dates below can be modified if there are any changes in the gazette.

• 1 January  New Year's Day
• 9 February - Lunar New Year Eve (Half Day for Public Employees)
• 10 February -Lunar New Year (First Day)
• 11 February -Lunar New Year (Second Day)
• 12 February - Lunar New Year (Third Day)
• 13 February - Lunar New Year Holiday (Holiday for Public Employees)
• 14 February -Lunar New Year Holiday (Holiday for Public Employees)
• 29 March - Good Friday
• 30 March - Holy Saturday
• 1 April - Holy Saturday Holiday (Holiday for Public Employees)
• 4 April - Cheng Ming Festival
• 1 May - Labor Day / May Day
• 15 May -Buddha's Birthday
• 10 June - Dragon Boat Festival
• 18 September - Day after the Mid-Autumn-Festival
• 1 October - National Day of the People's Republic of China
• 2 October -Day after PRC National Day
• 11 October - Chong Yeung Festival (Festival of Ancestors)
• 2 November - All Souls' Day
• 4 November - All Soul's Day Holiday (Holiday for Public Employees)
• 8 December - Feast of the Immaculate Conception
• 9 December - Feast of the Immaculate Conception Holiday (Holiday for Public Employees)
• 20 December - Macau S.A.R. Establishment Day
• 21 December - Winter Solstice
• 23 December - Winter Solstice Holiday (Holiday for Public Employees)
• 24 December - Christmas Eve
• 25 December - Christmas Day
• 31 December - New Year's Eve Afternoon (Half Day for Public Employees)

Employees in Macau are entitled to a minimum of six days of paid annual leave after completing one year of service. Those with less than one year but more than three months of service receive three days of paid leave. Leave should typically be used within the allotted year, but it can be carried over for up to two years by agreement.

Employees who have completed their probationary period are entitled to six days of paid statutory sick leave per year, as per the Macau Labour Law (Article 53).

Employers can terminate a fix term contract by giving the following reasons – business, personal, or employees misconduct. It requires notice and a written explanation for the termination.

• 15 days in the case of rescission on the initiative of the employer
• 7 days in the case of rescission on the initiative of the employee
• In the case of termination with a just cause, the initiating party is not required to serve a previous notice

According to Labour Law (Article 70) in Macau, termination payment is applicable if rescission is without just cause on the initiative of the employer. The employer may rescind the contract at any time irrespective of just cause, in which case the employee is entitled to compensation for an amount equivalent to:

• Seven days of the basic remuneration if the labor relation has a duration above the probationary period, but also up to one year.
• Ten days of the basic remuneration per year of service if the labor relation has a duration above one year, but also up to three years.
• Thirteen days of the basic remuneration per year of service if the labor relation has a duration above three years, but also up to five years.
• Fifteen days of the basic remuneration per year of service if the labor relation has a duration above five years, but also up to seven years.
• Sixteen days of the basic remuneration per year of service if the labor relation has a duration above seven years, but also up to eight years.
• Seventeen days of the basic remuneration per year of service if the labor relation has a duration above eight years, but also up to nine years.
• Eighteen days of the basic remuneration per year of service if the labor relation has a duration above nine years, but also up to ten years.
• Twenty days of the basic remuneration per year of service if the labor relation has a duration of more than ten years.

Non-residents of Macau must have a work permit that is issued by the Labor Affairs Bureau. Before any work permit is issued, the employer should obtain authorization from the Chinese government to hire non-resident workers. This permission is granted from either the Macau SAR’s chief executive or another delegated government body.

Hiring non-resident workers should be limited to circumstances where local employees are unable to meet work objectives. The employment of non-resident workers should not result in the termination of resident employees or a decline in working conditions for resident workers. The process to obtain a work permit often takes three to four months from the initial request to hire non-resident workers.

In Macau, legal and background checks are an essential part of ensuring compliance with the law and maintaining a safe and secure environment for individuals, businesses, and the community. Here are some key aspects of legal and background checks in Macau:

• Identity and Work Permit Verification
• Identity Verification
• Education and Qualification Verification
• Employment History and Reference Checks
• Health Examinations