Hire employees in China without your own WFOE or subsidiary.
China EOR: PRC Labour Law–aligned employment, 五险 social insurance, housing provident fund (公积金), IIT payroll, and city-level compliance. Typical onboarding 2–6 weeks depending on documentation and registrations.
China is the world's second-largest economy and a major hub for manufacturing, technology, and domestic consumption. Hiring triggers local labour contracts, social insurance (五险), housing fund obligations where applicable, IIT withholding, and for foreign nationals work permit and residence compliance. A China EOR navigates city-level variation so you can access talent without an immediate WFOE.
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)
China EOR means a licensed local employer signs the labour contract, runs payroll, withholds IIT, and remits social insurance and housing fund contributions. You manage work outcomes and day-to-day direction. It suits companies that need China employees before or instead of establishing a full WFOE.
Multinationals opening a first China desk, scaleups hiring engineers or commercial staff in tier-1 cities, and enterprises placing specialists on the ground while entity plans are still in motion without delaying compliant employment.
China offers the world's largest consumer market, deep manufacturing and supply-chain expertise, and a large pool of STEM and digital talent. Tier-1 cities provide modern infrastructure, international schools, and ecosystems for finance and technology.
Compliance is detail-heavy: labour contracts, social insurance registration, housing fund rules, IIT reporting, and data privacy expectations all require disciplined processes. Rules are often implemented at provincial or municipal level, so Shanghai differs from Beijing or Shenzhen in contribution caps and admin.
Foreign nationals generally need an appropriate work permit and residence permit tied to a qualifying employer and role. China EOR keeps employment, payroll, and immigration steps aligned where we support your hire type.
Statutory packages combine social insurance, housing fund, leave, and IIT-compliant pay. We administer these through our China EOR payroll.
Pension, medical, unemployment, injury, and maternity insurance where applicable contribution bases and caps are set per city and updated periodically.
Employer and employee housing provident fund contributions at locally prescribed rates; supports compliant payroll and employee housing benefits.
Annual leave tiers by service, paid public holidays, and family-related leave entitlements under PRC labour rules tracked on payroll.
Individual income tax calculated and withheld monthly, with annual settlement (综合所得) reporting where employees are in scope.
National laws and local implementation for contracts, contributions, and dismissal.
Labour arbitration outcomes and social insurance audits can be costly. China EOR reduces operational risk when delivered by specialists who follow local bureau practice.
Balance market access against employer on-costs and lead times.
City-aware contributions, disciplined payroll, and clear timelines.
We schedule around bureau cut-offs and document lead times not unrealistic same-week promises.
Contracts and payroll structured for PRC employment and IIT practice.
Probation, leave, and exits handled with documented process.
We operate the compliant local employer relationship for your nominated staff.
Compare local depth, contribution accuracy, and transparency.
| Feature | Jackson & Frank | Typical global platforms |
|---|---|---|
| China city expertise | Shanghai / Beijing / tier-1 aware | Often one-size |
| Social insurance & fund | Bureau-aligned | Varies |
| Realistic timelines | Honest 2–6 week planning | Overstated speed |
| Foreign hire support | Coordinated pathway | Ticket-only |
| Fee transparency | Pass-through clarity | Hidden add-ons |
From contract to payslip for your China team.
Monthly gross-to-net, IIT withholding and filing support, and payslips in line with local practice.
Labour contracts, changes, disciplinary documentation, and leavers under PRC employment law frameworks.
Enrolment, adjustments, and remittance coordination with social insurance and housing fund centres.
Supplementary commercial insurance and allowances where you offer them, structured compliantly in payroll.
Minimum wage checks, working hour systems, and audit-ready contribution records.
Foreign hires need permits and residence status that match the employer and role.
Foreign employees typically need a work permit (or equivalent notification regime where applicable) and a residence permit aligned with the sponsoring employer. Credentials, experience, and job category affect eligibility.
Chinese nationals are employed under standard labour contracts with hukou and social insurance registration handled per local bureau rules no immigration step, but onboarding still requires complete documentation.
Having someone work from China while employed overseas can create permanent establishment and immigration risk. We help you choose compliant structures usually in-country employment through EOR when substance is in China.
Three phases from agreement to live monthly payroll.
Master agreement signed; we draft the local employment contract and collect identity, bank, and prior employment details.
Employment filing, social insurance and housing fund set-up, and tax registration steps with local bureaus as required.
Employee starts on the agreed date; first monthly pay run with IIT, contributions, and payslip delivery.
Monthly cycle covering IIT, 五险, and 公积金.
Manage your China team alongside other countries.
View China headcount, employer cost, and payroll status.
Starters, contract changes, and departures with documentation trail.
Exports for finance and consolidation with your other countries.
Social insurance, contracts, and dismissal process must stand up to review.
Correct bases and caps for 五险 and housing fund per city rules; timely adjustments.
Working hour systems, overtime, and rest days documented in line with local labour bureau expectations.
Employment files, contribution proofs, and payroll history retained for inspections and employee queries.
Compare EOR with forming a WFOE or subsidiary.
| Aspect | China EOR | WFOE / subsidiary |
|---|---|---|
| Time to first hire | Typically 2–6 weeks | Months (WFOE / subsidiary) |
| Setup cost | Monthly fee + pass-through | High (capital, licences, office) |
| Compliance load | EOR operates employer stack | Your local HR & finance team |
| Flexibility | Scale up or wind down hires | Fixed entity overheads |
From first hire to larger China teams.
Leave, termination, public holidays, onboarding, and work authorisation in a 2026 planning context. Confirm lunar holiday dates when the State Council publishes each year's arrangement.
Employees are entitled to a minimum number of paid annual leave days based on cumulative work experience (commonly 5 days after 1–10 years, 10 days after 10–20 years, and 15 days after 20+ years verify individual work history). Employers may offer more. Our China EOR tracks balances and approvals.
Paid sick leave depends on seniority and local regulations; medical certificates are usually required. Pay during sick leave may be a percentage of normal wages apply city rules and contract terms.
Female employees receive statutory maternity leave (national minimum with possible local extensions). Paternity leave for male employees varies by region. Payroll must reflect legal pay rules during leave.
Benchmarks for workforce planning confirm rates and thresholds with local bureaus each year.
2–6 weeks
Typical EOR timeline
五险 + fund (city)
Social insurance
5 / 10 / 15 days
Statutory annual leave
Progressive brackets
IIT
VAT, IIT brackets, and social contribution floors change with national and local notices. China EOR keeps payroll and HR aligned with current published rules.
Quick answers on entity alternatives, social insurance, timelines, and compliance for Employer of Record in China.
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.