Our Solution for China
Build a Team in China
Not all business operations in China require a local entity. HROne’s Employment Outsourcing (Employer of Record) service empower companies to hire employees and entire teams in China without having to set up a Chinese subsidiary. Conduct sales, marketing, customer service, R&D, quality control and many other business functions in China all without a local legal entity.
The problem with hiring remote workers in China
Employee classification laws in China
Hiring employees as independent contractors in a tricky subject in China. In Chinese law, a worker is considered an employee if:
- The worker follows the employer’s rules.
- Works under the employer’s direction.
- Gets paid for their work & that work is part of the employer’s business.
China does not differentiate between part-time and full-time employees meaning that all employees (part time & full time) must receive mandatory employment benefits.
Employee miss-classification or failure to apply for mandatory benefits of employees can result in being blacklisted from conducting business operations in China.
The solution to hiring remote workers in China
Using an Employer of Record
In order to legally hire employees and contribute to the mandatory social insurance benefits, the employer must have a legal entity in China OR use an Employer of Record (EOR) such as HROne.
HROne is a certified EOR provider in Mainland China and will employe employee’s on other companies (local and overseas) behalf. Taking on all the labor administrative responsibilities of the employer in China.
HR in China, made easy
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:
|Bracket||Annual Taxable Income (RMB)||Tax Rate (%)||Quick Deduction|
|1||No more than 36,000||3||0|
|2||Between 36,000 and 144,000||10||2,520|
|3||Between 144,000 and 300,000||20||16,920|
|4||Between 300,000 and 420,000||25||31,920|
|5||Between 420,000 and 660,000||30||52,920|
|6||Between 660,000 and 960,000||35||85,920|
|7||More than 960,000||45||181,920|
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.