Hiring your first remote employee in China is a significant step in global expansion. But once the offer is accepted, the onboarding process becomes critical to ensure employee engagement, productivity, and retention. Given China’s labor laws, documentation requirements, and cultural onboarding norms, following a structured and compliant onboarding checklist is essential for a successful employee integration.
This is where an Employer of Record (EOR) in China becomes invaluable. The EOR manages the legal, payroll, and HR processes necessary to onboard talent seamlessly. This checklist outlines everything you need to onboard remote employees in China the right way.
Table of Contents
- Employee Onboarding Process
- Before the Job Offer Letter
- After the Job Offer Letter
- On Joining Day
- Post Onboarding
- Seamless Onboarding in China with Asanify
- FAQs
Employee Onboarding Process
An EOR in China acts as the legal employer on your behalf, ensuring full compliance with Chinese labor laws and HR standards. This includes drafting Mandarin-language employment contracts, enrolling employees in the social insurance system, calculating tax withholdings, and adhering to local labor bureau requirements.
Through EOR-based onboarding, companies benefit from:
- Local compliance with China’s employment and taxation laws.
- Consistent and culturally aware onboarding experience.
- Efficient documentation, benefits, and payroll registration.
Before the Job Offer Letter
This stage involves collaboration between the client company and the EOR to prepare for compliant hiring. It includes role definition, legal readiness, and verifying hiring eligibility in accordance with Chinese regulations.
The Client Company is Responsible For:
- Conducting interviews and finalizing the candidate.
- Defining a competitive compensation package aligned with Chinese market rates.
- Preparing a clear job description with defined responsibilities.
Suggested Read: Guide to Employer of Record (EOR) vs. Entity Establishment in China
The EOR Partner Plays a Vital Role By:
- Verifying Work Eligibility: Ensuring the candidate holds valid Chinese ID or visa (Z visa, residence permit, etc.).
- Advising on Regional Compliance: Guiding on regional labor rules such as:
- Minimum wage based on city/province.
- Legal working hour restrictions.
- Statutory benefits like housing fund, health insurance, and social insurance.
- Minimum wage based on city/province.
After the Job Offer Letter
Once the candidate accepts the offer, the EOR manages legal documentation and sets up employee registration with Chinese authorities.
The EOR is Responsible For:
- Conducting background verification per Chinese data protection laws.
- Issuing a compliant employment contract in Mandarin.
- Collecting employee documents like Chinese ID, tax ID, and bank details.
- Registering the employee with local social insurance and tax authorities.
The Client Company is Responsible For:
- Sending welcome emails and orientation material.
- Sharing access to communication and project management platforms.
- Assigning a peer buddy or mentor.
- Outlining onboarding goals aligned with role responsibilities.
On Joining Day
The first day is crucial to make a strong impression. Both the EOR and the client company collaborate to ensure operational readiness and cultural alignment.
The EOR is Responsible For:
- Filing employment contracts with local labor bureaus.
- Registering for payroll and calculating tax/social contributions.
- Providing instructions on salary payout, payslips, and HR policies.
- Assisting with setting up salary deposits and mandatory fund contributions.
The Client Company is Responsible For:
- Hosting a virtual or in-person welcome session.
- Introducing the employee to company mission, values, and leadership.
- Ensuring laptops or work tools are delivered and operational.
- Delivering role-specific onboarding or product training.
Post Onboarding
Post-onboarding support is essential to ensure employee retention and productivity. The EOR and client company continue to collaborate during this phase.
The EOR is Responsible For:
- Explaining the first payslip (gross salary, tax, deductions, and net pay).
- Processing monthly payroll, tax declarations, and social security.
- Managing employee queries and statutory compliance updates.
The Client Company is Responsible For:
- Monitoring engagement and performance in the first 90 days.
- Providing continuous feedback and goal alignment.
- Encouraging team collaboration and remote culture integration.
- Creating growth plans and development opportunities.
Seamless Onboarding in China with Asanify
Asanify streamlines the onboarding journey in China by handling all regulatory and cultural complexities on your behalf. We ensure your employees are hired and integrated seamlessly, wherever they are in China.
Personalized Onboarding Experience
We customize onboarding experiences to match China’s local business etiquette and employee expectations, making employees feel welcomed and informed from day one.
Equipment Management
Asanify handles equipment sourcing and delivery anywhere in China. From laptops to peripherals, we manage safe, on-time logistics and retrieval when needed.
Legal and Payroll Compliance
We ensure accurate payroll processing, tax deductions, employment contracts, and mandatory fund contributions per Chinese labor law. Your team stays compliant and audit-ready.
End-to-End Support
Asanify’s platform supports every stage—from pre-hire documentation to long-term HR management—ensuring transparency and satisfaction for both employers and employees.
Book a consultation today to see how Asanify simplifies remote onboarding in China.
Suggested Read: Employer of Record China: A Comprehensive Guide 2025
FAQs
Compliance, Clarification, Culture, Connection, and Check-ins — vital for employee engagement and retention.
Mandarin contract, tax ID and social insurance registration, welcome session, and cultural orientation.
An EOR manages contracts, compliance, payroll, and benefits, making onboarding faster and risk-free.
It ensures all documentation is collected and expectations are aligned before day one.
Yes, official employment documents and contracts must be in Mandarin to be legally binding.
Yes, Asanify manages logistics and delivery of equipment across provinces in China.
Structured onboarding helps build connection, reduce confusion, and improve long-term retention.
Regulatory delays, incomplete documentation, poor cultural onboarding, and lack of engagement.
Yes, it helps track compliance steps, automate documentation, and centralize communication.
Use culturally relevant welcome materials, bilingual content, and region-specific training modules.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
