Remote hiring in China is growing rapidly due to its skilled workforce and thriving economy. For global companies, working with an Employer of Record (EOR) streamlines compliance, payroll, and onboarding. One of the first and most important steps in this process is creating and sending a legally compliant job offer letter. This guide covers the key elements, legal requirements, and workflow for issuing offer letters to remote EOR employees in China.
Table of Contents
- Key Takeaways
- Job Offer Letter & Onboarding Flow for a Remote EOR Employee
- Offer Letter vs Employment Letter in China
- When Must a Job Offer Letter Be Given?
- What Salary Needs to Be Mentioned in an Offer Letter?
- Job Offer Letter Checklist for China
- Download Your Job Offer Letter Template for China
- FAQs
- Conclusion
Key Takeaways
- Understand the importance of offer letters for EOR employees in China
- Learn legal and formatting requirements for Chinese offer letters
- Discover the EOR’s role in managing local labor compliance during onboarding
Job Offer Letter & Onboarding Flow for a Remote EOR Employee
Hiring through an EOR in China involves a joint process between the client company and the EOR provider. Below is the typical flow of job offer creation and onboarding:
- Candidate Selection: The employer identifies and selects a qualified candidate.
- Offer Drafting: The employer drafts the job offer with terms like role, salary, and benefits.
- EOR Review: The EOR localizes the letter to align with China’s labor laws and practices.
- Candidate Acceptance: The candidate confirms acceptance, initiating onboarding.
- Employment Contract: The EOR issues a binding employment contract in Mandarin.
- Registration: The EOR handles tax ID creation, social insurance, housing fund, and payroll enrollment.
The offer letter serves as a pre-contractual agreement and lays the foundation for a compliant and structured onboarding process.
Offer Letter vs Employment Letter in China
In China, it’s essential to distinguish between a job offer letter and a formal employment contract:
- Job Offer Letter: A preliminary document outlining employment terms. It’s not legally binding but sets expectations prior to contract signing.
- Employment Contract: A mandatory, binding document under Chinese Labor Contract Law. It must be written in Mandarin and signed before the employee starts.
The offer letter functions as a courtesy and planning tool, while the employment contract carries legal weight.
Suggested Read: Guide to Employer of Record (EOR) vs. Entity Establishment in China
When Must a Job Offer Letter Be Given?
A job offer letter should be sent soon after candidate selection and compensation discussion. Best practices include:
- Sending the offer within 24–48 hours after the final interview
- Setting a response deadline (typically 3–5 business days)
- Including contact information for HR or the hiring team
Timely delivery ensures a smooth candidate experience and signals professionalism.
What Salary Needs to Be Mentioned in an Offer Letter?
Offer letters in China should mention gross monthly salary, in line with standard practices. Important salary details include:
- Breakdown of base salary, performance bonuses, and allowances
- Clarification on statutory benefits (housing fund, social insurance)
- Indication of working hours and any overtime compensation
- Optional inclusion of estimated net pay for clarity
Ensure alignment with local labor standards and minimum wage laws across regions.
Job Offer Letter Checklist for China
Here’s what to include in a compliant EOR-issued job offer letter in China:
- Job title and short description
- Start date and working hours
- Gross monthly salary and any bonuses
- Benefits and allowances (e.g., housing, meals, transport)
- Reporting manager and remote/in-office location
- Employment terms (e.g., probation period)
- Validity period of offer and response deadline
- HR contact for questions
Ensure consistency between the offer letter and final employment contract to avoid confusion or disputes.
Download Your Job Offer Letter Template for China
Want to streamline your hiring? Download our legally aligned job offer letter template tailored for EOR hires in China. This editable template includes all essential clauses in a clear and professional format, helping you maintain compliance and build a strong candidate.
Conclusion
Creating and sending a compliant job offer letter is a crucial first step in successfully hiring remote employees in China through an Employer of Record (EOR). It sets clear expectations, aligns both parties on employment terms, and ensures a smooth transition into the formal onboarding process. By partnering with a reliable EOR, companies can confidently navigate China’s labor laws, streamline documentation, and deliver a professional candidate experience. Whether you’re hiring your first remote employee or scaling your global team, a structured and compliant offer process lays the foundation for long-term success in China’s dynamic talent market.
Suggested Read: Employer of Record China: A Comprehensive Guide 2025
FAQs
Yes, you can resend it with updated terms or a revised deadline if the candidate hasn’t responded.
Typically 30 days, but senior roles may require up to 60–90 days depending on contracts.
Refer to policies in the letter, but provide full details during onboarding.
Yes, before the employment contract is signed. However, be mindful of reputational and legal risks.
Formally notify the candidate in writing and state the reason clearly.
Someone who provides services independently, with control over work methods and no subordination.
To define the relationship and avoid misclassification risks and employer liabilities.
A Professional Employer Organization supports HR functions but doesn’t serve as the legal employer like an EOR does.
Tax ID (TIN), social insurance registration, equipment delivery, welcome materials, and training sessions.
An EOR legally employs the worker on behalf of a client and manages all compliance, payroll, and HR administration.
It includes legal registration, contract issuance in Mandarin, social fund setup, and payroll activation.
Employees are under direct control and eligible for benefits; contractors work independently and manage their own taxes.
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.
