January 2026 issue of "Hong Kong Monthly Digest of Statistics" now available
The Census and Statistics Department (C&SD) published today (January 15) the January 2026 issue of the "Hong Kong Monthly Digest of Statistics" (HKMDS).
Apart from providing up-to-date statistics, this issue also contains a feature articles entitled "Marriage and Divorce Trends in Hong Kong, 1991 to 2024".
"Marriage and Divorce Trends in Hong Kong, 1991 to 2024"
This feature article provides an overview on the marriage and divorce trends in Hong Kong from 1991 to 2024.
There has been an increasing tendency towards marriage postponement or non-marriage in both genders. In 2021, 30.9% of males and 27.0% of females had never been married (figures excluding foreign domestic helpers). The median ages at first marriage for males and females increased from 29.1 and 26.2 in 1991 to 32.6 and 31.0 in 2024 respectively. The number of registered marriages in Hong Kong decreased from 42 568 in 1991 to 32 825 in 2001 and gradually rebounded to 60 459 in 2012. A general downward trend resumed afterwards, with 44 196 registered marriages in 2024. On the other hand, Hong Kong females marrying Mainland males has become more common. The proportion of such marriages to all cross-boundary marriages increased significantly from 6.1% in 1991 to 40.0% in 2024. Furthermore, the number of divorces increased in the past 3 decades or so, with the crude divorce rate (per 1 000 population) increased from 1.11 in 1991 to 2.52 in 2024.
For enquiries about this feature article, please contact the Demographic Statistics Section (1) of the C&SD (Tel: 3903 6933; email: population@censtatd.gov.hk).
Published in bilingual form, the HKMDS is a compact volume of official statistics containing about 130 tables. It collects up-to-date statistical series on various aspects of the social and economic situation of Hong Kong. Topics include population; labour; external trade; National Income and Balance of Payments; prices; business performance; energy; housing and property; government accounts, finance and insurance; and transport, communications and tourism. For selected key statistical items, over 20 charts depicting the annual trend in the past decade and quarterly or monthly trend in the recent two years are also available. Users can download the Digest at the website of the C&SD (www.censtatd.gov.hk/en/EIndexbySubject.html?pcode=B1010002&scode=460).
Enquiries about the contents of the Digest can be directed to the Statistical Information Dissemination Section (1) of the C&SD (Tel: 2582 4738; email: gen-enquiry@censtatd.gov.hk).
The Census and Statistics Department (C&SD), Photo source: reference image
Employers and employees should make work arrangements in times of rainstorm warnings
The Labour Department (LD) today (August 27) reminded employers to make prior work arrangements for employees during and after rainstorm warnings and extreme conditions as early as possible. These arrangements not only can ensure the safety of employees and smooth operation of organisations, but also are conducive to maintaining good labour relations.
Formulate work arrangements
Employers should make prior work arrangements and contingency measures which are reasonable and practical. In drawing up and implementing the relevant arrangements, employers should give prime consideration to employees' safety and the feasibility of employees travelling to and from their workplaces, etc. To avoid unnecessary disputes between employers and employees, employers should ensure that all employees are informed of and agree to the relevant work arrangements in advance. The work arrangements should cover the following areas:
* arrangements in respect of reporting for duty;
* arrangements in respect of early release from work;
* arrangements in respect of work resumption (e.g. the number of hours within which employees should resume duty after the relevant warning signal is cancelled or when extreme conditions come to an end, and when safety and traffic conditions allow);
* arrangements in respect of remote work (if applicable);
*arrangements regarding wages and allowances (e.g. calculation of wages and allowances in respect of reporting for duty); and
* arrangements for staff required to report for duty in times of adverse weather or extreme conditions.
"Employers should conduct an early and realistic assessment of whether there is any need for staff to report for duty at workplaces when rainstorm warning or extreme conditions are in force. In making the assessment, employers should take into account the safety of employees, the business nature, operational needs and urgency of service of their organisations, with due regard to the manpower requirements, staffing establishment and circumstances of individual employees, and keep the number of staff required to report for duty at workplaces to the minimum as far as possible," a spokesman for the LD said.
Work arrangements in times of adverse weather and extreme conditions
If a Red or Black Rainstorm Warning Signal is issued within working hours, employees working indoors should continue to work as usual unless it is dangerous to do so. Supervisors of employees working outdoors or in exposed areas should suspend outdoor duties as soon as practicable. They should arrange for their employees to take shelter temporarily and resume duty only when weather conditions permit. If the Black Rainstorm Warning Signal is still in force at the end of working hours, employees should stay in a safe place until the heavy rain has passed. Employers should also make available to employees a suitable area in the workplace as temporary shelter from wind and rain.
If the Government makes an extreme conditions announcement, except for those required to report for duty at workplaces according to prior agreements made with employers, employees should stay where they are or in safe places, instead of heading for work. Employees already on duty at workplaces could continue to work as usual in a safe manner. If the workplaces are in danger, employers should arrange to release staff from work early where practicable and safe to do so or arrange for them to take temporary shelter in a safe place. If working time ends while extreme conditions are still in force, employers can release employees from workplaces in a safe manner or provide a suitable area as temporary shelter for those still at workplaces.
If it is necessary for employees to report for duty at workplaces under adverse weather or extreme conditions, employers should discuss and agree with them in advance the duty arrangements and contingency measures. If public transport is suspended or only maintains a limited service when the Black Rainstorm Warning Signal or extreme conditions are in force, employers should provide safe transport services for employees travelling to and from workplaces, or grant them an additional travelling allowance.
The spokesman also reminded employers to observe the statutory liabilities and requirements under the Employment Ordinance, Occupational Safety and Health Ordinance, Factories and Industrial Undertakings Ordinance, Employees' Compensation Ordinance and Minimum Wage Ordinance.
Comply with requirements of legislation
"Tropical cyclones and rainstorms are natural calamities. If employees are not required to report for duty, or are released from workplaces early, or are unable to report for duty at workplaces or resume work on time, etc due to adverse weather, extreme conditions or other environmental factors beyond their control, employers should not deduct their wages, good attendance bonus, or allowances, nor require employees to compensate subsequently for the loss of working hours in response to the aforementioned situations, or reduce employees' entitlements to annual leave, statutory holidays or rest days under the Employment Ordinance to compensate for the loss of working hours resulting from the issuance of adverse weather warnings or the extreme conditions announcement," the spokesman said.
Employers have an obligation to provide and maintain a safe working environment for their employees under the Occupational Safety and Health Ordinance and the Factories and Industrial Undertakings Ordinance. If employees are required to work in times of tropical cyclone warnings, rainstorm warnings or extreme conditions, employers should ensure that the risks at work are reduced as far as reasonably practicable. Moreover, under the Employees' Compensation Ordinance, employers are liable to pay compensation for injuries or deaths incurred when employees are travelling by a direct route from their residence to their workplace, or from their workplace back to their residence after work, four hours before or after working hours on a day when Tropical Cyclone Warning Signal No. 8 or higher, a Red or Black Rainstorm Warning Signal or extreme conditions are in force.
The LD's latest revised "Code of Practice in Times of Adverse Weather and 'Extreme Conditions'" sets out the relevant guidelines in a reader-friendly and concise manner, reiterating the three major principles for formulating work arrangements under adverse weather and extreme conditions, including formulating work arrangements in advance, giving prime consideration to employees' safety, and complying with requirements of labour legislation, and incorporating corporate examples for reference. The booklet can be obtained from branch offices of the Labour Relations Division or downloaded from the department's webpage (www.labour.gov.hk/eng/public/wcp/Rainstorm.pdf).
Source: AI-found images
