【勞工法例-最低工資條例"計算最低工資的基本原則"常見問題】法定最低工資水平以時薪為單位，僱主與僱員是否要將聘用和支薪模式由月薪／日薪改為時薪 (change the modes of employment and wage payme

​推行法定最低工資沒有改變僱主與僱員按照僱傭合約及《僱傭條例》採用的聘用和支薪模式（即以月薪、週薪、日薪、時薪、件薪、佣金制等方式聘用和支薪）。

《最低工資條例》訂立工資下限，基本原則是僱員在任何工資期的工資，按其在該工資期內的總工作時數以平均計算，不得低於法定最低工資水平。因此，不論是何種聘用和支薪模式，只要達致最低工資水平便可，僱主與僱員並沒有必要改變聘用和支薪模式。

​The implementation of SMW does not change the employment and wage payment mode (i.e. employed and remunerated at monthly-rated, weekly-rated, daily-rated, hourly-rated, piece-rated, commission-based, etc.) formulated between employers and employees in accordance with their employment contracts and the Employment Ordinance.

The Minimum Wage Ordinance provides a wage floor for employees. In essence, wages payable to an employee, when averaged over the total number of hours worked in the wage period, should be no less than the SMW rate. As long as the amount of wages payable is not less than the minimum wage, it does not matter which modes of employment and wage payment is adopted. Therefore, it is not necessary for employers and employees to change their modes of employment and wage payment.

https://www.labour.gov.hk/tc/faq/smw_basic_principles.htm