Employer of Record China makes us the legal employer of your team in the mainland. Compliant contracts, payroll, the five insurances and one fund, income-tax withholding and work permits, all handled, so you can hire local and expat talent in Shanghai and across China in days.
Setting up a wholly foreign-owned enterprise takes months of paperwork, registered capital and ongoing audit, tax and HR administration. An Employer of Record lets you put a person on the ground first, then decide on an entity later, if ever.
We already hold a licensed Chinese entity and run payroll in every major city. A local hire can be contracted, insured and on payroll in one to two weeks, instead of the several months a WFOE setup usually takes.
The Labour Contract Law governs every China contract: written form within 30 days, probation limits, social insurance, notice periods and statutory severance. We carry that responsibility as the legal employer.
No registered capital, no office lease, no local finance team. Pay one predictable monthly fee per employee and scale the team up or down as your China plans evolve.
You choose the person and direct their work. We take care of the legal employment relationship in China from end to end.
Explore all servicesTell us the role, salary, city of work and whether the candidate is a local or a relocating expat. We confirm cost and timeline.
We issue a compliant offer and a bilingual labour contract for your candidate to sign, within the 30-day legal window.
Payroll setup, social insurance and housing fund registration, plus the Z-visa work permit and residence permit for expats.
Salary, social insurance and tax run each month. We handle leave, renewals, severance and any changes you need.
All figures reflect the Labour Contract Law of the PRC and its local implementing rules. We build each contract to these rules so nothing is left to interpretation.
| Topic | Standard | Notes |
|---|---|---|
| Contract type | Fixed-term, open-ended or per-task | Written form mandatory within 30 days of start |
| Probation | 1 to 6 months | Tied to contract length; pay at least 80% of the wage |
| Working hours | 8 per day / 40 per week | Overtime at 150%, 200% or 300% of normal pay |
| Annual leave | 5 to 15 days | By total career experience, not tenure with one employer |
| Severance | One month per year ("N") | N+1 with pay in lieu of notice; 2N if dismissal is unlawful |
| Notice period | 30 days | Or payment in lieu; 3 days during probation |
| Pay & contributions | Monthly, in RMB | Five insurances and one fund remitted by city |
Read the full breakdown in our China hiring guide.
As a service-based company with a licensed in-country entity, we employ the people you select and manage payroll, tax and HR, while you direct the work. This is the compliant route for hiring without an entity.
Labour dispatch is separately licensed and capped at 10% of headcount, for temporary or auxiliary roles where an agency supplies its own workforce. A genuine EOR is not labour dispatch, which matters for your compliance.
Fill out the form and we will come back with a clear cost, timeline and contract structure, usually within one business day.