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If you’re expanding your team into China, you’re likely excited about the market potential—but also wary of the legal complexities. You’ve heard stories: double salary penalties, social security audits, endless paperwork. What if you could avoid all that and hire with confidence?
The truth is, China’s employment regulations are detailed and non-negotiable. But with the right guidance, you can build your local team smoothly—and compliantly. Here’s what most foreign companies miss, and how we help you get it right from day one.
�� Trap 1: Thinking you can hire before you have a legal entity
You wouldn’t open a bank account without ID. In China, you can’t legally employ someone without a registered local entity. Trying to do so leads to back payments, fines, and even employee claims for double wages.
How we help:
We serve as your Employer of Record in China, providing a fully compliant local entity so you can hire quickly—without setting up your own company. Focus on growing your team; we handle the legal backbone.
�� Trap 2: Using international contract templates
A contract that works in Berlin or Boston may miss critical clauses required under Chinese labor law—like precise working location details, statutory probation limits, and mandatory social insurance terms. Even small oversights can turn into permanent contracts or penalties.
How we help:
Our team provides locally compliant employment contracts reviewed by Chinese HR lawyers. Every document is tailored to your role and location, so you’re always protected.
�� Trap 3: Mispaying social security and taxes
It’s not just about transferring money. Social security must be paid monthly within strict base limits, and personal income tax filings are due by the 15th of each month. “Allowances” in lieu of actual payments are not compliant—and employees can still claim back payments later.
How we help:
We run full-scale payroll and compliance operations in China. Every month, we calculate, file, and pay all social security, housing fund, and taxes—accurately and on time. You get one clear report, and full peace of mind.
�� Trap 4: Overlooking overtime and termination rules
Chinese labor law strongly protects employees. Unapproved overtime, incorrect holiday pay rates, or terminating without proper cause can lead to compensation claims—often twice the standard severance.
How we help:
We guide you through local management practices, from overtime approvals to exit interviews. Our HR advisors help you navigate sensitive situations fairly and lawfully.
�� Trap 5: Trying to manage everything internally
Unless you have a local HR and legal team, keeping up with China’s regulatory updates is a full-time job. Many companies waste months figuring out processes that could be handled seamlessly by the right partner.
How we help:
We become your local HR department in China. From hiring and onboarding to payroll and compliance—we manage the entire employment lifecycle. You get the talent, without the overhead.
Why global teams trust us to hire in China
We’re more than a PEO and EOR provider. We’re your local partner on the ground, holding all required Chinese HR and labor dispatch licenses. With dedicated bilingual support, transparent pricing, and a platform built for foreign companies, we make hiring in China simple, secure, and scalable.
We’ve helped over 50 brands—from tech startups to Fortune 500 firms—build teams here. No surprises, no penalties—just people-first, fully compliant employment.
Ready to hire in China—the right way?
If you’re planning to bring on team members in China, let’s start with a conversation. We’ll help you understand exactly what’s required, and how to move forward with confidence.
�� Get our free guide: “Hiring in China: The Compliance Checklist for Foreign Companies”
�� Schedule a free consultation with our China HR specialists
