Working legally in China requires a valid work permit, the correct work visa/residence permit status, and compliance with Chinese labor and immigration rules. In practice, employers must also align payroll and (where enforced) social insurance registration to keep employment fully compliant throughout the assignment.

Application Process: Notice → Z Visa → Residence Permit

The common pathway involves two stages: securing a Work Permit Notice, then applying for a Z Visa (if applying from abroad), followed by post-arrival steps such as a medical exam and issuance of the Work Permit Card and Residence Permit. For eligible applicants already in China, the process can be handled in-country without consular visa steps, but employment should begin only once the Work Permit Card and Residence Permit are issued.

Types of Work Permits in China (A / B / C)

China classifies foreign work authorization into three main categories. Class A targets top-tier talent (high qualifications, in-demand expertise, or high salary thresholds that can vary by province). Class B covers most skilled professionals who typically have a degree and relevant experience and meet employer eligibility requirements. Class C is for entry-level or short-term/temporary placements and is generally subject to stricter quotas.

Eligibility, Social Insurance & Key Employment Rules

Employers must be properly licensed to hire foreigners, remain tax-compliant, and justify the role as requiring foreign expertise. Employees usually need a degree, relevant experience (sometimes waived for Class A), a clean criminal record, and medical fitness. Social insurance for foreigners is city-dependent—some municipalities enforce mandatory enrollment covering pension, medical, work injury, unemployment, and maternity. Working conditions commonly follow a 40-hour week, overtime multipliers (150%/200%/300%), statutory annual leave based on years worked, and strict termination rules including 30 days’ notice and severance often calculated as one month’s salary per year of service (with caps in some locations).

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Social Insurance in China — Mandatory, Localized, and Strictly Enforced

China’s social insurance framework is governed by national rules but implemented city-by-city, meaning obligations for foreign employees can differ by municipality, province, and employment setup. In most major cities, foreign nationals working legally with a valid work permit + residence permit are expected to join the local social insurance system unless an approved bilateral social security agreement exemption applies.

Coverage Scope & Contributions

Once enrolled, foreign employees may be covered under: pension, medical, unemployment, work injury, and maternity insurance, and in many cities the Housing Provident Fund is also mandatory. Contribution rates are highly regional and calculated from salary using locally set floors/caps, split between employer and employee, and paid monthly. Because details differ significantly across cities, local verification is essential before finalizing payroll structure.

Registration Requirements & Employer Responsibilities

Employers typically must register foreign employees with the local social insurance bureau shortly after employment begins, and coverage usually starts from the first working day. Missing registration can trigger penalties, retroactive contributions, and compliance issues that may surface during work permit renewal reviews—especially if payroll, tax, and social insurance data do not match.

Medical Insurance vs Private Health Insurance + Exit Rules

China’s social insurance includes basic medical insurance, mainly designed for public hospitals with city-specific reimbursement rules and hospital tier systems—so many expats add private insurance for faster access, international hospitals, and multilingual services. Upon termination, employers must deregister the employee and settle final contributions; foreign employees may retain accounts for future China employment, but withdrawal/portability rules can be limited and depend on the city.

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Payroll Taxation in China (STA) & Employer Withholding

China’s taxation system is overseen by the State Taxation Administration (STA). Foreign employees are taxed based on tax residency, length of stay, and China-source income, while employers carry the core responsibility for accurate payroll withholding, declaration, and payment—often with strict documentation and filing expectations.

Individual Income Tax (IIT) + Mandatory Payroll Deductions

Employment income is subject to Individual Income Tax (IIT) using progressive tax brackets, withheld at source by the employer through monthly payroll. In addition to IIT, payroll commonly includes statutory deductions such as social insurance and, in many cities, Housing Provident Fund contributions. All deductions must be aligned across payroll, tax, and social insurance records to avoid compliance gaps.

Tax Residency Rules (183-Day Threshold)

Tax residency in China is primarily determined by physical presence. Foreign individuals who stay 183 days or more in a tax year are generally treated as tax residents and may be taxed on China-sourced income, and in some scenarios, worldwide income depending on the assignment setup and treaty positions. Those staying less than 183 days are typically non-residents and taxed only on China-sourced income, with outcomes influenced by structure and applicable tax treaties.

Corporate Compliance, Treaties, TIN & Termination Tax

Employers must also maintain broader compliance such as Corporate Income Tax (CIT), VAT (where relevant), recurring filings, and fapiao (e-invoicing) obligations. China’s Double Taxation Agreements (DTAs) may reduce double taxation exposure, often requiring a Tax Residency Certificate to apply treaty benefits. Foreign employees also need a Chinese Tax Identification Number (TIN) for payroll and financial processes. On termination, severance may receive preferential tax treatment within statutory limits, while unused leave payments are generally taxable—so final tax settlement and record closure must be handled precisely to reduce audit and renewal risk.

Taxation system in China

Employment Termination Rules in China (Labor Contract Law)

Employment termination in China is regulated under the PRC Labor Contract Law and is highly procedure-driven. Both foreign and Chinese employees are protected under the same core rules covering termination grounds, notice, severance, and documentation.

Notice, Probation & Severance (Core Rules)

Standard resignation notice is 30 days (or 3 days during probation). Employers terminating without employee fault generally provide 30 days’ notice or payment in lieu. Probation length depends on contract duration (up to 1/2/6 months) and still requires justified termination. Severance is typically one month’s salary per full year of service, with partial years handled proportionally and statutory caps applying.

Termination Types & Justified vs. Unjustified Dismissal

Employment may end via resignation, employer termination (with/without cause), mutual agreement, fixed-term expiry, retirement, or force majeure/major objective changes. Just-cause termination requires strong evidence (e.g., serious misconduct, policy violations, fraud, or criminal liability). If termination happens without statutory cause, employers typically owe notice/pay in lieu plus statutory severance, and unlawful termination may trigger reinstatement or double severance exposure.

Foreign Employee Offboarding & Final Compliance

For foreign employees, termination must be reported and usually requires work/residence permit updates or cancellation, plus social insurance deregistration. Employers must settle final payroll (salary, unused leave, severance, notice pay if applicable) and complete final tax and insurance filings on time to avoid disputes, penalties, and future work permit complications.

Employment termination in China

Education Options for Expat Families in China

China offers a strong mix of public, private, bilingual, and international schools—especially in major business hubs. Many programs support bilingual or multilingual pathways, making China a practical destination for expat families who want internationally recognized education options.

Private & International Schools (Bilingual Pathways)

Private and bilingual schools typically offer smaller classes, modern campuses, Chinese–English instruction, and blended Chinese/international curricula—often designed to support overseas university admissions and strong STEM activities. International schools mainly serve expatriate families (often foreign passport holders) and offer programs like IB, Cambridge (IGCSE/A-Levels), and American Diploma, with the largest clusters in Shanghai, Beijing, Guangzhou, Shenzhen, and Suzhou.

Public Schools in China

Foreign children may enroll in public schools depending on city rules, residency status, and local education authority approval. Teaching is mainly in Mandarin, with a strong focus on math, science, and discipline, and some schools provide Chinese immersion support for foreign students. Public schools are often best suited for families planning long-term residence and cultural integration.

Enrollment, Higher Education & Special Needs Support

For admissions, families commonly need a child’s passport, residence permit, parents’ work/residence documents, past transcripts, and health records; international schools may add assessments or interviews. China also has growing higher education appeal through English-taught programs and top universities (e.g., Tsinghua, Peking University, Fudan, Zhejiang) plus scholarship options. Special education support exists mostly through private/international schools and therapy centers, with broader availability in large metropolitan areas.

Education Options for Expat Children in China

Education Options for Expat Families in China

Private & International Schools (Bilingual Pathways)

Public Schools in China

Enrollment, Higher Education & Special Needs Support

Education Options for Expat Children in China

Holiday Name

Arabic Name

Date

Type

New Year’s Day

元旦 (Yuándàn)

January 1

National

Chinese New Year / Spring Festival

春节 (Chūnjié)

Varies (Jan–Feb, 7-day holiday) (e.g., February 10–16 in 2026)

Traditional / National

Tomb Sweeping Day

清明节 (Qīngmíng Jié)

April 4–6

Traditional

Labor Day

劳动节 (Láodòng Jié)

May 1 (3–5 day holiday depending on arrangement)

National

Dragon Boat Festival

端午节 (Duānwǔ Jié)

5th day of the 5th lunar month (e.g., June 11 in 2026)

Traditional

Mid-Autumn Festival

中秋节 (Zhōngqiū Jié)

15th day of the 8th lunar month (e.g., September 25 in 2026)

Traditional

National Day

国庆节 (Guóqìng Jié)

October 1–7 (Golden Week)

National

Company Formation Options in China

Foreign investors can set up a business in China through structures like WFOE, Joint Venture, or Representative Office. In most cases, a WFOE is preferred because it allows full control and direct operations.

Banking & Tax Compliance

Companies must open a corporate bank account in China, which often involves detailed bank due diligence. Tax registration is mandatory and includes CIT, VAT, withholding taxes, recurring filings, and fapiao (e-invoicing) setup.

Incorporation & Registered Capital

Incorporation is handled via local SAMR offices and typically includes name approval, business scope, Articles of Association, business license, and company seal (“chop”) registration. China generally uses a subscribed capital system, so capital is usually not paid upfront, but it must be reasonable for the business scope.

Hiring & Ongoing Obligations

Employers must register for social insurance (and often the Housing Provident Fund) before hiring. Foreign hires need a work permit + residence permit. Ongoing compliance includes bookkeeping, regular tax filings, annual reporting, and sector-specific licenses where required.

Business Setup Services in China

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FAQ

China is rapidly advancing in semiconductors, digital innovation, EV technologies, and more, making it a dynamic tech hub. Gini Talent helps companies tap China’s vast tech talent pool—recruiting software engineers, data scientists, and specialized IT professionals—while managing hiring workflows, compliance, and onboarding. Leverage our AI-driven recruiting tools and deep local networks to scale your China team without internal recruitment headaches.

China’s tech ecosystem is mature and expanding—especially in semiconductors, AI, EVs, and digital infrastructure. The scale and innovation momentum offer strong potential for growth roles.

China is pushing aggressively into key domains like chip manufacturing, 5G, robotics, VR/AR, and digital payments. The country also supports domestic innovation via state plans and strategic investments.

Regulatory and compliance complexity, visa/permits, IP protection, cultural and language differences, and navigating local labor laws are among key challenges.

We leverage AI tools (candidate matching, analytics), local sourcing networks, screening workflows, onboarding support, and compliance checks—making expansion smoother.

We recruit across tech domains—software engineering, hardware, data, cybersecurity, DevOps, project leadership—leveraging local and remote talent models.

Using AI recruitment tools and streamlined processes, Gini Talent aims to deliver qualified candidate shortlists in days, depending on role and seniority.

Through multi-stage screening, technical assessments, reference checks, and alignment with role scorecards.

Yes. We assist with local contracts, employment compliance, statutory contributions, and onboarding workflows aligned to China’s legal frameworks.

We mitigate risk by maintaining local compliance, leveraging trusted legal partners, and continuously monitoring regulatory updates.

Reach out via the “Contact us” CTA, share your roles and expectations, and we’ll propose a tailored recruitment roadmap for China expansion.