Year 2025 Tooltips
Practitioners
Senior Management
0
Middle Management
0
Supervisory
0
Clerk
0
0
Insurance Agent
0
Other Supporting Staff
0
Total
0
Note(s):
Readers should note that for technical representatives, only those with more than 50% of their daily job duties directly related to insurance were included in the survey. Therefore, the total number of technical representatives reported by sampled companies may be different from the figure as recorded by the Insurance Authority. Similarly, for insurance agents, the total number reported may not be equal to the total number of agents licensed with the Insurance Authority. This is because some agents hold both life and general insurance licenses simultaneously, and some may also take on other responsibilities and therefore be classified under a different job level in this report based on their primary job duties.
Senior Management
0
Vacancy rate: 0.5%
Middle Management
0
Vacancy rate: 2.2%
Supervisory
0
Vacancy rate: 2.8%
Clerk
0
Vacancy rate: 2.2%
0
Vacancy rate: 1.2%
Insurance Agent
0
Vacancy rate: 3.5%
Other Supporting Staff
0
Vacancy rate: 0.9%
Total
0
Vacancy rate: 3.0%
Note(s):
Readers should be cautious in interpreting the number of vacancies of insurance agents as the figures, with the reference date on 3 March 2025, may be subject to seasonal changes, business strategies, and manpower plans of different companies.
All the percentages are rounded to nearest 0.1%.
Managerial
0
Supervisory
0
Clerical
0
0
Insurance Agent
0
Note(s):
Managerial staff included both senior management and middle management.
Monthly Income Tooltips
Note(s):
(1) The figures did not include other supporting staff and included insurance agents.
(2) No comparison with 2021 survey was available due to the different category of income.
All the percentages are rounded to nearest 0.1%.
Monthly Income Tooltips
Note(s):
(1) The figures did not include other supporting staff and included insurance agents.
(2) No comparison with 2021 survey was available due to the different category of income.
All the percentages are rounded to nearest 0.1%.
Age of Practitioners
All the percentages are rounded to nearest 0.1%.
Preferred Education Tooltips
All the percentages are rounded to nearest 0.1%.
All the percentages are rounded to nearest 0.1%.
Recruitment Difficulties
1st
Lack of candidates with relevant experience and training
2nd
Working conditions / remuneration package could not meet recruits
3rd
Lack of candidates
Manpower Demand
Average Annual Growth
0
2025
Actual
0
2029
Forecast
0
Note(s):
(1) The figures included practitioners and vacancies.
(2) The figures did not include other supporting staff and insurance agents.
(3) The manpower forecast is based on the statistical modelling of relevant economic indicators which reflect important changes in the local economy, demography and labour market.
All the percentages are rounded to nearest 0.1%.
Manpower Demand
Average Annual Growth
0
2025
Actual
0
2029
Forecast
0
Note(s):
(1) The figures included practitioners and vacancies.
(2) The figures did not include other supporting staff and insurance agents.
(3) The manpower forecast is based on the statistical modelling of relevant economic indicators which reflect important changes in the local economy, demography and labour market.
All the percentages are rounded to nearest 0.1%.
Report
- Insurance
- 2025 Manpower Survey Report
Navigating Transformation in Hong Kong’s Insurance Industry
Hong Kong’s insurance industry is undergoing a period of transformation, driven by regulatory developments, technological advancement, and strategic market expansion. The introduction of new accounting and capital regimes is increasing demand for specialised capabilities across actuarial, compliance, and data engineering functions. At the same time, digital innovation, ecosystem development, and demographic trends, most notably an ageing population, are reshaping product design and distribution, while accelerating the need for expertise in data analytics, digital health, and insurance technology. Closer integration with the Greater Bay Area and alignment with national policy priorities further enhance opportunities for cross-border services and the development of high-quality, customer-centric solutions. To sustain Hong Kong’s position as a leading global insurance hub, a strategic approach to workforce planning is essential. Targeted upskilling in digital and analytical competencies, together with the strengthening of the talent pipeline, will be critical to supporting long-term growth, resilience, and innovation in an increasingly complex operating environment.
- Insurance
- 2024 Manpower Update Report
Navigating Talent Development in the Evolving Insurance Landscape of the Insurance Industry
The insurance industry is undergoing a dynamic evolution driven by three key factors: the expedite Greater Bay Area (GBA) integration, technological advancements and evolving regulatory frameworks. Market trends indicate a growing demand for talent across various domains, with the expanding GBA opportunities spurring recruitment for frontline sales professionals, while the industry simultaneously seeks back-end specialists in actuarial services, data analytics, and information technology roles. New regulatory initiatives, such as the Risk-based Capital (RBC) regime and the International Financial Reporting Standard (IFRS) 17, have created urgent needs for risk management and accounting professionals. Notable skill gaps have emerged in data analytics, cybersecurity, and cross-cultural communication, with training requirements primarily focusing on digital competencies for emerging technologies and insurtech applications, specialised knowledge for complex areas such as family office services and regulatory compliance, and enhanced customer service capabilities for an increasingly sophisticated market. These findings underscore the importance of developing targeted training programmes and industry-education collaboration to address current manpower development needs for the industry's digital transformation.
