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China Employer of Record

Hire in China

Hire employees in China without opening an entity.

Employer of Record China: compliant payroll, employment laws 2026, visa support. Onboard in 2–3 days. No local entity required.

Hire in China
PRC labour & social insurance alignedCity-correct 五险 & 公积金160+ countries

China at a glance

The China is one of Europe's most competitive economies and a gateway to EU talent. With strong employment laws, high English proficiency, and a business-friendly environment, it is a top choice for Employer of Record and China payroll outsourcing.

Capital

Beijing

Currency

Chinese Yuan (CNY)

Languages

Mandarin Chinese

Population

1.4B+

Ease of doing business

Moderate

Payroll frequency

Monthly

VAT standard rate

13%

Timezone

GMT+8 (CST)

What is Employer of Record (EOR) in the China?

Employer of Record China lets you hire China (Local) employees without setting up a local entity. We become the legal employer; you keep day-to-day control. Ideal for companies that want to hire employees in the China without entity setup.

Who needs China EOR?

US, UK, EU, and global companies hiring in the China; startups and scaleups building a China (Local) team; enterprises expanding without new entities; HR leaders and recruiters who need fast, compliant hiring.

Benefits

  • Test the China market before committing to full entity incorporation
  • Labour contracts, 五险, 公积金, and IIT handled on a compliant monthly cycle
  • Payslips and leaver documentation managed through the EOR
  • Work authorisation pathways coordinated for eligible foreign hires
Learn more about global EOR
Why the China?

Why the China is an attractive option for hiring

The China offers an exceptional business environment with a highly educated, multilingual workforce and a strong culture of innovation. As one of Europe's most open economies, it provides excellent access to EU markets and is a leading hub for tech, logistics, and finance. China (Local) employment laws 2026 and a clear regulatory framework make China EOR and China payroll outsourcing straightforward for international companies.

English is widely spoken, and the country ranks among the top globally for quality of life and work-life balance. With Europe's largest port in Rotterdam and a strategic location, the China is ideal for companies hiring in the China without entity: you get local contracts, full compliance with China (Local) employment laws, and access to top talent through Employer of Record China services.

China (Local) workers are known for high productivity, technical skills, and a collaborative mindset. The government supports innovation and the Highly Skilled Migrant program makes it easier to bring in non-EU talent. Whether you need China payroll outsourcing, full EOR, or visa support, the China is a prime destination for scaling your European team.

Employee benefits in the China

We manage mandatory and optional benefits for your China (Local) employees through our China EOR and payroll platform. Full compliance with China (Local) employment laws 2026, including holiday allowance, pension, and social security.

Social insurance (五险)

Pension, medical, unemployment, injury, and maternity insurance where applicable contribution bases and caps are set per city and updated periodically.

Housing fund (公积金)

Employer and employee housing provident fund contributions at locally prescribed rates; supports compliant payroll and employee housing benefits.

Statutory leave & holidays

Annual leave tiers by service, paid public holidays, and family-related leave entitlements under PRC labour rules tracked on payroll.

IIT withholding

Individual income tax calculated and withheld monthly, with annual settlement (综合所得) reporting where employees are in scope.

China Employment Laws 2026: What Companies Must Know

Stay compliant with China (Local) employment law. Key rules on contracts, probation, notice, minimum wage, and employee protections.

Contracts & probation

  • Written labour contracts are central under the Labour Contract Law; terms for role, location, pay, and hours must be clear
  • Probation caps apply (e.g. up to six months for open-ended or long fixed-term contracts confirm against contract type)
  • Minimum wage and working hour rules are set locally Shanghai, Beijing, and other tiers differ

Termination & disputes

  • Termination generally requires statutory grounds and procedure; unlawful termination can trigger reinstatement or damages
  • Notice or payment in lieu and severance may apply in redundancy or certain exits calculate per law and contract
  • Labour arbitration and courts handle many disputes documentation and process matter

Pay, leave & contributions

  • Annual leave: statutory minimum days increase with cumulative service (5 / 10 / 15 days tiers at national level verify employee history)
  • Overtime pay rules apply to standard working hour systems; some roles use comprehensive or flexible schemes where permitted
  • Social insurance and housing fund registration and adjustments follow local HRSSB and fund centre rules

Non-compliance can lead to fines, back payments, and reputational risk. With China EOR, Jackson & Frank ensures your hires meet China (Local) employment laws 2026.

Pros and cons of China EOR

Weigh the benefits and considerations of using an Employer of Record in the China versus setting up your own entity.

Pros of China EOR

  • No immediate WFOE or subsidiary setup on your side we employ through a compliant China employer structure.
  • Local employment contracts, onboarding, and statutory enrolment handled by specialists familiar with city-level rules.
  • Jackson & Frank runs monthly payroll, IIT withholding, social insurance, and housing fund contributions per bureau requirements.
  • HR administration for leave, probation, and leavers aligned with Labour Law and Labour Contract Law practice.
  • Coordination for foreign national work permits and residence steps where your hire requires them.
  • One partner for China alongside hiring in 160+ other countries.

Considerations

  • Onboarding and bureau registration usually take longer than in smaller payroll-only markets (plan weeks, not days).
  • Employer social insurance and housing fund add materially to total employment cost beyond gross salary.
  • Rules differ by municipality (Shanghai, Beijing, Shenzhen, etc.) each hire needs the right local baseline.

Why Choose Jackson & Frank for China EOR?

Speed, compliance, and local expertise so you can focus on growing your team.

2–3 day onboarding

From signed agreement to live on payroll in 2–3 business days.

Full compliance

China (Local) entity, CAO awareness, and employment law compliance built in.

Local expertise

Dedicated knowledge of China (Local) payroll, benefits, and HR practices.

Risk managed

We carry employment and tax risk as the legal employer in the China.

Get a custom quote

Jackson & Frank vs Other China EOR Providers

Compare speed, compliance, support, and pricing. We focus on European markets with a strong China footprint.

FeatureJackson & FrankDeel / Remote / Papaya
China city expertiseShanghai / Beijing / tier-1 awareOften one-size
Social insurance & fundBureau-alignedVaries
Realistic timelinesHonest 2–6 week planningOverstated speed
Foreign hire supportCoordinated pathwayTicket-only
Fee transparencyPass-through clarityHidden add-ons

Our Complete China Employment Services

End-to-end employment and payroll so you can hire and manage China (Local) talent without a local entity.

Payroll & IIT

Monthly gross-to-net, IIT withholding and filing support, and payslips in line with local practice.

HR & contracts

Labour contracts, changes, disciplinary documentation, and leavers under PRC employment law frameworks.

五险 & 公积金

Enrolment, adjustments, and remittance coordination with social insurance and housing fund centres.

Benefits admin

Supplementary commercial insurance and allowances where you offer them, structured compliantly in payroll.

Compliance

Minimum wage checks, working hour systems, and audit-ready contribution records.

China EOR + Immigration Services

Visa sponsorship and relocation support so you can hire non-EU talent in the China.

Visa sponsorship

We support combined residence and work permits (GVVA) and coordinate with the IND so your employees can work legally in the China.

Highly Skilled Migrant (HSM) program

Fast-track permits and reduced salary thresholds for qualified professionals. We handle sponsorship and paperwork as your China EOR.

Relocation support

From registration to BSN and first payroll: we guide your new hires through the China (Local) system so they can start quickly.

Ask about visa & relocation

How Our China EOR Process Works (2–3 Days)

From agreement to first payroll in three simple steps.

Step 1

Commercial & offer

Master agreement signed; we draft the local employment contract and collect identity, bank, and prior employment details.

Step 2

Registration

Employment filing, social insurance and housing fund set-up, and tax registration steps with local bureaus as required.

Step 3

Live payroll

Employee starts on the agreed date; first monthly pay run with IIT, contributions, and payslip delivery.

China Payroll: What We Handle

Full payroll and tax compliance so you don't have to manage China (Local) regulations.

  • Gross-to-net salary and IIT calculation and withholding
  • Employer and employee social insurance contributions (五险)
  • Housing provident fund (公积金) deductions and remittance
  • Statutory bonuses or 13th-month pay where contractually agreed
  • Payslips, annual IIT reconciliation support, and leaver final settlement
Global payroll services

Platform Features

Manage your China team from one place.

Dashboard

View China headcount, employer cost, and payroll status.

Employee management

Starters, contract changes, and departures with documentation trail.

Reporting

Exports for finance and consolidation with your other countries.

Compliance & Risk Management

We keep your China hiring legally sound and audit-ready.

Legal compliance

China (Local) employment law, CAO, UWV, and tax office requirements.

Risk mitigation

Correct classification, contracts, and filings to avoid fines and back payments.

Audit support

Documentation and reporting for internal and external audits.

China EOR Success Stories

Real results from companies using our Employer of Record in the China.

1EOR Case Study

US Tech Company: European HQ in Beijing

Global SaaS Provider

Hired 15 engineers in China within 3 weeks using Jackson & Frank EOR, saving 6 months of entity setup time.

15

Employees hired

3 weeks

Time to complete

100%

Compliance

Read full case study
View all success stories

EOR vs Entity Setup in the China

Decide whether China EOR or a China (Local) BV is right for you.

AspectChina EORChina (Local) entity (BV)
Time to first hireTypically 2–6 weeksMonths (WFOE / subsidiary)
Setup costMonthly fee + pass-throughHigh (capital, licences, office)
Compliance loadEOR operates employer stackYour local HR & finance team
FlexibilityScale up or wind down hiresFixed entity overheads

EOR for Startups vs Enterprises

Whether you're a startup or enterprise, China EOR fits your use case.

Startups & scaleups

  • First China hire in Shanghai or Beijing before you incorporate
  • Sales, engineering, or operations staff serving Chinese customers
  • APAC expansion with a China pod alongside Singapore or Japan

Enterprises

  • Project teams and secondments into China
  • Post-M&A integration while entity structure is rationalised
  • Consistent EOR across China and neighbouring markets

Contractor Management in the China

Avoid misclassification and stay compliant when engaging China (Local) contractors.

China (Local) rules on self-employed vs employed are strict. Misclassifying workers can lead to back taxes, penalties, and reclassification. We help you:

  • Assess contractor vs employee status and avoid false self-employment (schijnzelfstandigheid) risk.
  • Use compliant contracts and structures for genuine contractors.
  • Convert contractors to employees via China EOR when a permanent role makes more sense.
China contractor solutions

Our comprehensive guide to hiring in the China

Explore leave, termination, public holidays, onboarding, and immigration. Everything you need for China (Local) employment laws 2026 and China payroll outsourcing.

Annual leave

In the China, employees are entitled to a minimum of 20 days (4 weeks) of paid annual leave per year based on full-time employment. Many employers offer 25 days or more. Unused vacation days can usually be carried forward but must be used within six months after the end of the calendar year. Our China EOR ensures your team receives full statutory and contractual leave under China (Local) employment laws 2026.

Maternity leave

Expecting mothers are entitled to 16 weeks of maternity leave (6 weeks before and 10 weeks after the due date). Salary is paid at 100% by the China (Local) Employee Insurance Agency (UWV). Additional unpaid parental leave is available. We handle all administration and compliance for your China (Local) employees.

Paternity and partner leave

Partners receive one week of paid birth leave at 100% salary within four weeks of birth, plus five weeks of additional birth leave (paid at 70% by UWV) within six months. Parental leave of 26 times weekly hours per child (until the child turns 8) is also available first 9 weeks paid at 70%, remainder unpaid.

Sick leave

Employers must continue to pay sick employees for up to 2 years (minimum 70% of salary, often 100% in year one and 70% in year two as per contract). China payroll outsourcing through Jackson & Frank includes correct sick pay and UWV reporting.

Learn more about China contractor solutions

China Employment Statistics 2026

Hiring trends, salary benchmarks, and market insights for planning your China (Local) team.

2–6 weeks

Typical EOR timeline

五险 + fund (city)

Social insurance

5 / 10 / 15 days

Statutory annual leave

Progressive brackets

IIT

China (Local) labor market remains competitive for tech, finance, and logistics. China EOR helps you access talent quickly while staying compliant with China (Local) employment laws 2026 and payroll obligations.

China EOR FAQs

China EOR pricing usually includes a monthly management fee per employee plus gross salary, employer social insurance and housing fund contributions (rates vary by city), and any statutory employer costs. Individual income tax (IIT) is withheld from employees. At Jackson & Frank we provide transparent, city-scoped quotes. Book a demo for numbers tailored to your hire location.