The Admission Scheme for Mainland Talents and Professionals (ASMTP) is an immigration scheme designed specifically for Chinese Mainland nationals to work in Hong Kong. While it operates similarly to the General Employment Policy, it was created as a separate stream to facilitate and regulate the entry of Mainland Chinese professionals into Hong Kong’s workforce under the “One Country, Two Systems” framework. Like the GEP, ASMTP allows Hong Kong employers to import talent from the Mainland when local talent is not available, and it has no sectoral restrictions or quota. Successful applicants receive an employment entry permit very much akin to a work visa.
Overview and Eligibility Criteria
The eligibility criteria under ASMTP mirror those of the General Employment Policy, with the distinction that the applicant must be a Mainland resident (who does not hold any Hong Kong special status such as residence or study visa). Key requirements for ASMTP include :
• Genuine Job Offer in Hong Kong: The Mainland professional must have a confirmed offer of employment in Hong Kong. The job must be relevant to the person’s qualifications or expertise and not easily filled by local Hong Kong talent . Essentially, the hiring company needs a skill set or knowledge that the Mainland applicant possesses and which is in short supply locally.
• Qualifications and Experience: The candidate should have a solid educational background (usually a university degree) or proven professional expertise. Technical qualifications or demonstrable experience can satisfy this requirement if formal education is not as strong . Hong Kong employers often target Mainland candidates who have experience or knowledge in industries where Mainland China is strong or who have China-market expertise.
• Salary and Employment Conditions: The terms of employment – including salary, benefits, etc. – must be commensurate with the prevailing market rate in Hong Kong for that role . This ensures Mainland hires are not brought in at below-market pay. The employment conditions should be comparable to what a local hire would receive, upholding fair competition.
Additionally, applicants must be of good character (background checks with no serious criminal record) and have any required professional licenses if applicable (for example, doctors or lawyers from Mainland would still need Hong Kong registration to practice). There is no quota limit under ASMTP; each application is assessed on its own merits.
Application Process and Duration
Applications under ASMTP are submitted to the Hong Kong Immigration Department, often via a sponsor (the employer). The process and documentation are akin to the GEP: the employer provides details of the company, the role, and why the candidate is needed; the applicant provides proof of education, experience, etc. One procedural difference is that Mainland residents usually must apply from Mainland (through the assistance of the Immigration Division of the Beijing Office or HK Government offices in Guangdong) unless they are already in Hong Kong under some permissible status. Once approved, the applicant obtains an entry permit (effectively a work visa) to enter Hong Kong for employment.
The duration of stay granted is typically the same pattern as GEP. Initially, it might be up to two or three years (recently often 3 years on first grant) , tied to the employment. Extensions are possible as long as the employment continues, usually on a “3+3+2” years pattern like GEP (3 years initial, then 3, then 2) . After 7 years of continuous residence, the person can apply for permanent residency. Dependants (spouse and children) can accompany the applicant under Dependant Visas with the same rights to live, study, and (for spouse) work in Hong Kong.
Hong Kong has also introduced the same enhancement measures for ASMTP as for GEP . If the job position is on the Talent List of shortages or carries an annual package of HK$2 million or above, the employer is exempted from having to prove local recruitment difficulties . This streamlines hiring of top-tier Mainland talent or filling acute shortage roles. The limit of stay pattern was also relaxed from “2+3+3” to “3+3+2” for ASMTP to make Hong Kong a more attractive option for Mainland professionals .
Significance
ASMTP is significant in that it recognizes the vast pool of talent in Mainland China and provides a mechanism for Hong Kong to access that talent while safeguarding local employment opportunities. Many Hong Kong companies, especially those doing business with or in China, find it advantageous to hire Mainland experts (for language skills, market knowledge, or technical skills). ASMTP provides the legal avenue for such hires. It’s part of Hong Kong’s strategy to maintain competitiveness by tapping Mainland talent, and it complements other schemes (like GEP and various talent admission schemes). The scheme’s existence separately also underscores immigration control considerations – Hong Kong maintains its own immigration system separate from the Mainland, hence Mainland Chinese need a special route to work in Hong Kong.
In summary, the Admission Scheme for Mainland Talents and Professionals allows Hong Kong employers to employ Mainland Chinese nationals in skilled roles, under essentially the same criteria and benefits as the general foreign work visa policy. It has become a commonly used route, given Hong Kong’s integration and business ties with Mainland China.
