HR legal advisory for your business

Where law meets HR. Our experts have the answers to all your questions.

HR legal advisory for your business

The laws and rules governing employment in China are constantly evolving. Employers and human resource professionals may find it challenging to keep up with changes in the national, and provincial laws. When an employee brings a claim against the organization, simple omissions might be costly.

Our team of local lawyers will provide you with HR advice and counsel to assist with all your HR issues in China, including labor disputes, negotiation, and communication with government authorities, arbitration, lawsuit, policies update, and provide HR templates.

Our legal consultants not only have lawyer certificates to operate in China, but they are also experienced in HR. Our corporate HR legal advisory service includes perennial legal advisory, employee handbook draft, legal documents draft, including the employment contract.

hr legal advisory in China

Get the best HR legal consulting

The importance of HR though legal lens

Organizations functioning in a complex business environment like the Chinese one are subject to strict compliance and face new business difficulties as a result of rapid changes in business standards. HR legal advisory is one of the most popular services in China that may help organizations by providing cost-effective and practical HR advice for personnel and labor issues.

Our lawyers will help you dealing with issues such as workplace codes of behavior, employment policies and procedures, labor disputes. Furthermore, we will oversee the execution of legal agreements such as labor contracts, employee handbooks, and service contracts to guarantee that they are carried out in accordance with the Chinese law.

Our service in details

Our background in HR & legal matters

We have extensive experience consulting on a wide range of human resources challenges. We assist clients in all aspects of workforce management, enhancing their HR function and assisting them in achieving continuously superior results.

We can operate as part of an HR department, act as an HR consultant, or directly advise top management, and we deliver pragmatic answers, not simply legal advice.

In detail, we:

  • Offer a recurrent HR legal advisory.
  • Develop, verify, update and translate labor contracts, agreements, policies, employee handbooks, and documents related to arbitration and trial.
  • Offer HR standard templates like employment contract or employee handbook.
  • Help you to handle labor disputes.
  • Handling, on your behalf, the issues arising from labor inspection, social insurance inspection, accumulation fund and law enforcement inspection.
  • Help handle arbitration, a lawsuit in a labor dispute, and attend arbitration court.
  • Develop solutions and implementation plans for you, in case of lay-off or other major employee relation issues.
  • Communicate with government authorities on your behalf.

Top B2B HR Company in China

Rewarded by Clutch as one of the top B2B companies in China for the unrivaled solutions provided and dedication to our clients.

HR in China, made easy.

Hire employees in China without a local entity. HROne handles your HR compliance & payroll so you can focus on your business.

Outsource your onboarding, payroll and mandatory benefits. View your payroll summary through our intuitive online portal.

Full-time or part-time on-site HR expert support for you company in China. Improve HR operations and minimize legal risks.

Hire the best talents in China. Let HROne find & screen the most suitable applicants and coordinate interviews with you.

Frequently Asked Questions

Payroll & mandatory benefits are included in our China Employer of Record and our PEO services.

In many countries, PEO and EOR are the same thing and can be interchanged. However in countries such as China and the USA, PEO and EOR refer to different services:

With Employer of Record (EOR), the service provider takes on the responsibility & liability of the employer since the client does not have a legal entity in the country of interest.

With Professional Employment Organization (PEO), the service provider manages hiring, employment and payroll, but does not take on the responsibility or liability of the employer since the client has a legal entity in the country of interest.

The 13th month bonus in China refers to a bonus equal to one month’s salary that is usually paid at the onset of Chinese New Year.

This 13th month bonus is not mandatory unless explicitly stated in the labor contract upon signing. A 13th month bonus depends on the company’s performance as well as the employee’s performance.

It is possible for employees to receive an even higher bonus (14th or even 15th month bonus) depending on these factors.

Employees in China are entitled to annual leave days based on their work experience.

After working for their employer for 1 year. Employees who have worked less than 10 years are entitled to 5 days paid annual leave.

Employees who have between 10 and 20 years of experience are entitled to 10 days paid annual leave.

Employees with over 20 years of experience are entitled to 15 days of paid annal leave.

Using an Employer of Record/PEO service is often regarded as the modern approach to expanding into China. As long as you do not need to invoice in China, this is a perfect solution for foreign SMEs that want to start their business here. With an employer of record, you can legally hire and manager your team in China, avoiding the time and money required to set up a company.

HROne, the Employer of Record, is legally responsible for your staff during their term of employment in China.

We can hire a local Chinese employee in as little as one day!

Your staff members can be employed and located anywhere in China. Their employment status will be recorded by the local bureau according to their location.

Not necessarily. Staff members can work remotely from home or another location. However, we offer office space rentals upon request.

Yes, our Employer of Record solution can be used to hire both local and foreign staff.

Individual income taxes In China are based on a progressive tax brackets rate:

BracketAnnual Taxable Income (RMB)Tax Rate (%)Quick Deduction
1No more than 36,00030
2Between 36,000 and 144,000102,520
3Between 144,000 and 300,0002016,920
4Between 300,000 and 420,0002531,920
5Between 420,000 and 660,0003052,920
6Between 660,000 and 960,0003585,920
7More than 960,00045181,920

Social benefits in China are divided into two categories:

  • Five mandatory social insurances – These include pension insurance, medical insurance, unemployment insurance, work-related injury insurance, and maternity insurance.
  • Housing fund – The purpose of this is to allow employees to save money to buy a house in China.
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