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A Separation Certificate is your official proof of employment ending in Hong Kong, documenting when and why you left a job. Companies provide these certificates to departing employees, showing key details like employment dates, job title, and the nature of separation - resignation, termination, or mutual agreement.

This document plays a vital role when applying for new jobs, processing MPF claims, or handling employment-related matters with government departments. Under Hong Kong labor practices, employers must issue these certificates within 7 days of an employee's request, helping both parties maintain clear records of their professional relationship's conclusion.

Request your Separation Certificate right after leaving a job in Hong Kong - it's a crucial document for your next career steps. You'll need it when applying for new positions, as many employers ask to verify your previous employment details and departure circumstances.

The certificate becomes especially important for claiming MPF benefits, applying for work visas, or handling employment disputes. Having this document ready speeds up background checks, simplifies visa processing, and provides clear evidence of your work history. Hong Kong employers must provide it within 7 days of your request, so don't hesitate to ask for it during your exit process.

• Standard Employment Records: Basic Separation Certificates show job title, employment dates, and reason for leaving
• Enhanced Performance Certificates: Include additional details about job responsibilities and achievements during employment
• Service Recognition Certificates: Special versions for long-term employees highlighting years of service and contributions
• Project Completion Certificates: Tailored for contract workers, focusing on specific project involvement and outcomes
• MPF-Ready Certificates: Formatted specifically to support MPF claims, including relevant contribution details

• Employers: Must prepare and issue Separation Certificates within 7 days of request, ensuring accuracy of employment details and reason for separation
• HR Departments: Handle the actual drafting, maintain records, and ensure compliance with Hong Kong labor regulations
• Departing Employees: Request and receive the certificate, using it for future job applications and MPF claims
• New Employers: Review certificates during hiring processes to verify employment history and separation circumstances
• MPF Trustees: Process retirement fund claims using information from these certificates

• Employee Details: Gather full name, HKID number, job title, and department information from HR records
• Employment Dates: Confirm exact start and end dates, including any position changes during employment
• Separation Information: Document the specific reason for departure (resignation, termination, or mutual agreement)
• MPF Details: Include relevant MPF scheme information and contribution period
• Company Information: Add official company name, business registration number, and authorized signatory details
• Final Review: Check all details against employment contract and HR records for accuracy before issuing

• Company Details: Full registered name, business address, and registration number
• Employee Information: Legal name, HKID number, last position held, and department
• Employment Period: Precise start and end dates of employment relationship
• Separation Details: Clear statement of separation type and effective date
• MPF Declaration: Statement confirming MPF participation and contribution status
• Authorization Section: Company chop, authorized signatory details, and signing date
• Statutory Compliance: Statement confirming adherence to Employment Ordinance requirements

A Separation Certificate differs significantly from a Separation Agreement in both purpose and scope. While both documents relate to employment endings, they serve distinct functions in Hong Kong's legal framework.

• Legal Nature: A Separation Certificate is a formal record of employment termination, while a Separation Agreement is a negotiated contract outlining mutual obligations and terms of departure
• Timing: Certificates are issued after employment ends, whereas Agreements are typically negotiated before or during the separation process
• Content Scope: Certificates focus on factual employment details and dates, while Agreements cover complex terms like severance, confidentiality, and non-compete clauses
• Negotiability: Certificates are standardized documents with little room for negotiation, but Agreements are highly customizable based on both parties' needs
• Legal Requirements: Employers must provide Certificates upon request within 7 days, while Agreements are voluntary arrangements between parties