An Update on The Hong Kong Top Talent Pass Scheme

How’s the Hong Kong Top Talent Pass Scheme (TTPS) is performing to date. Strengths, criticisms and evolving dynamics.

I spoke about this on RTHK Radio 3 Backchat today. You can listen here.

Background & Goals

• The TTPS was launched in December 2022 (via the 2022 Policy Address) as a new immigration route to attract global high-calibre professionals, including high-income talent and graduates from top universities.
• A key feature is that applicants need not have employment lined up before arrival. They are granted an initial visa (24 or 36 months, depending on category) with freedom to take up or change employment or start a business during their stay.
• For extensions, applicants must show that they have taken up a job or established/participated in a business in Hong Kong.

So the scheme is intended not just to bring people in, but to integrate them into Hong Kong’s economy and retain them over time.

Uptake, Demographics & Renewal

Application & Approval Numbers

• By end-2024, reports suggest the scheme had ~116,000 applications, with over 92,000 approved.
• Of those approved, more than 75,000 have already arrived (or relocated) to Hong Kong along with many family dependents.
• According to a commentary on the 2025 Policy Address, over 230,000 people have come to Hong Kong under talent admission policies (which includes TTPS).

These numbers suggest significant uptake and interest.

Renewal / Retention Rates & Income Performance

• The TTPS is showing “strong sustainability” and solid extension rates, indicating that many admitted talents are indeed staying and integrating (i.e. renewing their visas).
• Over 55% of TTPS holders have renewed their visas (i.e. moves from initial stay to extensions) per recent reports.
• On income: more than 95% of successful TTPS holders reportedly earn a monthly income above the local median wage.
• About 10% of TTPS participants report monthly incomes of HK$120,000 or more; top 1% report earning over HK$300,000.

These figures help validate that many participants are securing high-paying jobs (or high-value entrepreneurial activity) in Hong Kong.

Strengths & Positive Indicators

1. High uptake and strong approval rates
   The high number of applications and large number of approvals indicate that the scheme resonates with prospective global talent.
2. Good retention / renewal
   That over half of holders renew their visas suggests the scheme is not just being used for short-term advantages, but many are staying longer term.
3. High income outcomes
   The fact that the majority exceed local median income supports the scheme’s objective of attracting high-calibre professionals rather than low-skilled labor.
4. Demographic rejuvenation
   The scheme is drawing younger professionals: reports note that ~70% of admitted talents are under 40 years of age.
5. Policy Adjustments / Adaptation
   The government has made adjustments (e.g. expanding the list of eligible universities in Category B, refining verification requirements) to adapt the scheme to feedback and demand.

Criticisms, Challenges & Risks

No scheme of this scale is without shortcomings. Below are key criticisms or cautions noted in public discourse.

Overconcentration & Lack of Diversity

• Over 90% of TTPS applicants (and approvals) are from mainland China.
• This concentration has raised concerns that the scheme is less effective in attracting truly global, non-China talent, which would enhance Hong Kong’s international character and innovation potential.

Underemployment or Mismatched Jobs

• Some participants reportedly struggle to find employment fully aligned with their qualifications, leading to underemployment concerns.
• The job-market integration for new arrivals remains a challenge, especially in competitive sectors or non-traditional fields.

Misuse / False Intentions

• Public debate has surfaced around possible misuse: e.g. some applying to obtain child‐birth or permanence rather than genuine work. The government has warned that such cases are a “small minority” and would constitute false declaration.
• The Chief Secretary has cautioned that those whose real goal is to give birth in Hong Kong (rather than work) are violating the scheme’s purpose.

Administrative & Eligibility Barriers

• Recent changes require stricter credential verification (third-party verification) for degrees, which adds complexity and possibly delays.
• The eligible university list (for Category B) was expanded in late 2024 to 198 institutions (from earlier, more limited lists), but such expansions may not always align with quality expectations.
• For extensions, the requirement to show a suitable job or viable business may pose a barrier for some participants who struggle to land opportunities quickly.

Interpretation: How Well Is It Doing?

Overall, the TTPS appears to be functioning relatively well, especially in its early years, with strong uptake, a significant number of visa renewals, and positive income outcomes for many participants. While challenges persist, particularly around diversity of applicant origin and tighter job-market integration, the scheme is showing signs of being a sustainable mechanism rather than just a one-time draw.

Its success so far suggests that Hong Kong is managing to attract a pipeline of relatively high-skilled individuals who are staying long enough to contribute meaningfully. The government seems aware of the issues and is actively adjusting eligibility rules and oversight to counter abuses and broaden reach.

Speakers:

• Stephen Barnes — Co-Founder of the Hong Kong Visa Centre, author of the Hong Kong Visa Handbook RTHK Podcast

• Roy Ying — Co-Chair (Advocacy), Hong Kong Institute of Human Resources Management RTHK Podcast

Key points:

• The discussion centers on measures introduced in the Policy Address aimed at enhancing Hong Kong’s appeal as a hub for tech and high-skilled talent. RTHK Podcast

• We explore changes or proposals in visa regimes, talent attraction, and related immigration policy.

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