Employer

Upon receipt of your application, the eMPF Platform will send within two working days a notification to the company authorized person by email / SMS for activating your account. Please reserve sufficient time for registration and arrange contributions on the eMPF Platform for the first time.

You can click “Activate your account” on the login page of the eMPF Web Portal or eMPF Mobile App and follow the steps to activate eMPF.

You need to register with eMPF for each company individually and a specific eMPF ID will be issued for each company. The authorized person of the company can manage the MPF accounts for both companies if he/she is registered as a Company Authorized Person with the same HKID number. The authorized person can view account information for both companies on the eMPF Platform after the schemes in which the companies are participating are onboarded to the eMPF Platform.

If your HKID card shows only the year of birth, you can use the last day of the year as shown on the HKID card (i.e. 31 December) as your date of birth. If your HKID card shows only the year and month of birth, you can use the last day of the month as your date of birth.

The eMPF Platform does not support online registration by passport. He/she can visit any of the eMPF Service Centres in person to complete the eMPF registration.

We advise you to register for eMPF at the earliest if the scheme that your company is participating in has already onboarded to the eMPF Platform. Using eMPF Platform can help you better manage your MPF matters and make contributions easier.

(Existing enrolled employer) Yes. You can input your company name and upload documents issued by your trustee to your company within 6 months preceding the date of registration of the eMPF Platform, such as correspondences or emails in replace of BR/CI.

(Existing enrolled employer) No. Your company’s key information, including your existing employees’ information, payroll group, and direct debit authorization setting (if any), etc. will be transferred from your trustee’s system to the eMPF Platform.

Employers should pay attention to each eMPF communication pack sent by Trustees, as they contain important information, including eMPF Activation Codes, which are required for a simplified registration flow.

While Employers only need to register with the eMPF once to manage all their MPF schemes, it is recommended to keep each set of the Activation Codes until the eMPF registration is completed.

If the scheme in which the existing employees participates has been onboarded the eMPF Platform, we recommend that employees register with eMPF to facilitate the management of their MPF online, e.g. fund switching or withdrawals. However, whether existing employees register with eMPF will not affect the contribution process of the employers.

There may be a data discrepancy between your existing company MPF scheme account and your eMPF account, such as differences in company name, registration type or number/organization registration document.

You may call eMPF Customer Service Hotline 183 2622 (Monday to Friday: 9am – 7pm; Saturday: 9am – 1pm) or visit one of the eMPF Service Centres for further assistance. Click here for detailed information on the locations and service hours.

You may also need to prepare and bring along the following documents:

1. Business Registration (BR) Certificate or Partnership Deed;
2. Certificate of Incorporation (CI) or Registration of Non-HK Company;
3. Board Resolution or Written Authorization (with specimen signature); and
4. eMPF Activation Code in the Communication Pack sent by your trustee (if any)

Yes, a notification will be sent to employer via email or SMS once the registration is completed. Please activate your eMPF on the eMPF Web Portal or eMPF Mobile App.

Employer can appoint the existing authorized signer(s) of the MPF schemes as the signer(s) for the "Company Authorized Person" Appointment Form.

When employers register on the eMPF Platform using the simplified registration method (with the eMPF Activation Code provided in the communication pack issued by the trustee), the Platform will verify the information against the records of the trustees that have been transferred to the eMPF Platform.

A “Board Resolution” is a meeting minute, which should include details such as the name of attendees, the date and location of the meeting and must be signed by the company owner(s) or director(s) listed in the Company Registry.

The “Board Resolution for Authorized Person” must clearly indicate the appointment of Authorized Person(s) who are authorized by the company owner(s) and director(s) to represent the company in all matters related to the registration and MPF administration on the eMPF Platform.

• An employer has to appoint at least one representative to be the CAP to register with the eMPF Platform (eMPF) and handle MPF matters on eMPF on behalf of the company.
  
  
• The CAP will have access to all functions available on eMPF, including updating company information, enrolling new employees, making contributions, reporting employees’ cessation of employment, etc. The CAP may also assign other users to handle MPF matters for the company.
  
  
• At present, an employer can appoint a CAP with (i) the "Company Authorized Person" Appointment Form¹ ; or (ii) a board resolution signed by the company owner(s) or director(s); to represent the company in performing all matters related to eMPF registration and MPF administration on eMPF. The CAP does not necessarily have to be the employer (such as the sole proprietor of a sole proprietorship or a partner in a partnership) or an employee of the employer.
  
  
• When appointing a CAP, the employer should take into account the following non-exhaustive factors to ensure compliance, security and operational effectiveness:
  
  
  1. Proper definition and documentation on CAP’s authority: Even if the “Company Authorized Person" Appointment Form is signed for the purpose of appointing a CAP, as a matter of good governance, employers should also ensure, if applicable, separate board resolution be prepared to document the appointment of a CAP and the scope of authority. The board resolution should be carefully drafted to clearly and specifically define the CAP’s powers and authority, and to ensure that such powers and authority do not extend beyond what is reasonably necessary for handling MPF matters on eMPF. In particular, the resolution should clearly articulate the types of instructions the CAP may give, the transactions the CAP may initiate or approve, and any applicable limits or safeguards, so as to avoid conferring broader authority than is required for the proper discharge of the CAP’s role. If a board resolution is not available, the employer should ensure the same level of check and balance is in place when appointing the CAP. It is also a good practice to periodically review the board resolution or the check-and-balance mechanism to ensure that it remains valid, relevant and appropriate.
     
     
  2. Confidentiality of employees’ personal data: The CAP will have access to employees’ personal data, which are sensitive and confidential. Appointment shall therefore be limited to those persons with a genuine need to manage the employer’s MPF obligations. When an external party is appointed, employers should enter into a legally binding non-disclosure agreement with the appointee. Such agreement should specify the obligations of the CAP. It is also a good practice to designate at least one alternate CAP (not being an external party) for business continuity and risk management purposes.
     
     
  3. Consent of employees: Appointing an external party as CAP will allow him/her to have access to employees’ sensitive personal data, and this involves a disclosure of employees’ personal data to a third party under the Personal Data (Privacy) Ordinance (PDPO). Employers must transparently communicate to all employees well in advance the appointment of the CAP, purpose of the appointment, the CAP’s roles and data access scope (e.g. contribution records, etc.). Explicit and informed consents authorizing such data disclosure have to be obtained from employees through unambiguous mechanisms, such as dedicated notices or opt-in forms, before the appointment of the CAP. Failure to do so may result in non-compliance with PDPO and potential enforcement actions.
     
     
  4. Competency of the appointed person: Employers should appoint a person with proven skills, knowledge and integrity in managing MPF matters for the employer as the CAP. Employers should also consider any potential conflict of interests in appointing the CAP. In addition, it is highly recommended for employers to verify qualifications, through references, certifications or prior performance records, to ascertain the appointee’s ability and suitability to manage MPF matters efficiently and properly. Periodic competency assessments will also help further mitigate operational risks.
     
     
  5. Obligation of CAP to keep the login credentials safe: CAP bears responsibility in safeguarding the login credentials for the employer’s eMPF account from unauthorized access and leakage of confidential data.
     
     
• For the avoidance of doubt, the above factors are applicable when an employer considers appointing an MPF subsidiary intermediary as the CAP.
  
  
• Employers shall remain fully accountable for all risks linked to their appointment of any CAP(s), including compliance with all applicable laws, regulations and guidelines (including but not limited to the PDPO and the Mandatory Provident Fund Schemes Ordinance), as well as potential consequential losses arising from unauthorized instructions and improper eMPF account activities. Comprehensive due diligence and ongoing monitoring are necessary to manage any delegation and operational risks.
  
  

¹ The appointment form can be downloaded from the eMPF website.

We recommend appointing more than one Company Authorized Person to ensure continuity in handling your company’s MPF matters through the eMPF Platform in case the only Company Authorized Person leaves the company or becomes unable to perform his/her duties.