China is a leading global hiring destination with its vast talent pool, strong technical capabilities, and growing international business environment. However, navigating China’s regulatory framework, tax obligations, and labor laws can be daunting for foreign businesses. That’s why many organizations turn to Employer of Record service providers to hire in China compliantly—without setting up a local legal entity.
This blog explores the top EOR providers in China, explains how EOR services work, and helps you choose the right partner to support your hiring and expansion goals in 2025.
Table of Contents
- What is an Employer of Record (EOR) in China?
- Why Global Companies Use EORs to Hire in China
- Benefits of Using an EOR in China
- How to Choose the Right EOR Service Provider in China
- Top EOR Providers in China (2025)
- Compliance Factors When Hiring in China via EOR
- Why Choose Asanify as Your EOR Partner in China
- FAQ
- Conclusion
What is an Employer of Record (EOR) in China?
An Employer of Record (EOR) in China is a third-party provider that becomes the legal employer for your workforce, while you retain full control over daily tasks and performance. The EOR handles all legal and administrative functions—such as issuing compliant contracts, managing payroll and tax filings, enrolling employees in mandatory social insurance, and ensuring labor law compliance.
For foreign companies, this model removes the burden of entity registration while offering a fast, compliant pathway to hiring in China.
Why Global Companies Use EORs to Hire in China
Hiring via an EOR is an efficient and compliant solution for companies entering the Chinese market. It eliminates administrative burden while ensuring regulatory alignment.
- Speed to market: Onboard employees in just days without entity setup.
- Cost efficiency: Avoid expenses tied to WFOE or JV formation.
- Risk mitigation: EORs ensure compliance with Chinese labor, tax, and social security laws.
- Operational focus: Let the EOR handle HR, while you focus on business growth.
Benefits of Using an EOR in China
Working with an EOR streamlines remote hiring and local compliance. Benefits include:
- Legally employ staff without establishing a company in China.
- Ensure compliant contracts, tax deductions, and employee registrations.
- Simplify onboarding, benefits, payroll, and ongoing HR admin.
- Avoid penalties related to misclassification, contract violations, or payroll non-compliance.
How to Choose the Right EOR Service Provider in China
Choosing the right partner requires evaluating their local expertise, technology, and service capabilities.
- Local legal knowledge: Expertise in Chinese labor laws and region-specific rules.
- Transparent pricing: Understand all fees, including social contribution handling.
- Employee benefits support: Integration with China’s housing fund and insurance system.
- Technology: User-friendly platform for payroll, contract tracking, and onboarding.
- Support: Bilingual service team with knowledge of local HR practices.
Suggested Read: Guide to Employer of Record (EOR) vs. Entity Establishment in China
Top EOR Providers in China (2025)
Here’s a curated list of leading Employer of Record service providers trusted by global businesses hiring in China.
1. Asanify
Asanify is a preferred EOR provider for global companies expanding into China. With strong legal infrastructure and in-depth knowledge of regional compliance, Asanify offers fast onboarding, localized contracts, social fund management, and bilingual HR support. It’s ideal for startups and enterprises seeking a seamless experience across multiple countries.
2. Remote
Remote supports hiring in China with localized employment infrastructure, automated payroll, and GDPR-compliant data protection. Their platform simplifies documentation, benefits, and tax filings across provinces.
3. Deel
Deel provides end-to-end hiring support in China, including contract generation, payroll, and social security setup. It features a robust dashboard for managing full-time hires and contractors with ease.
4. Oyster
Oyster’s EOR services in China focus on legal clarity and global compliance. It handles payroll, leave tracking, and benefits while offering transparent pricing for distributed teams.
5. Papaya Global
Papaya Global enables compliant workforce management in China with integrated global payroll and tax automation. It’s a strong option for mid-sized to large companies seeking detailed workforce analytics.
6. Velocity Global
Velocity Global’s EOR services are tailored for enterprise hiring in China, with local experts who manage contract compliance, tax reporting, and benefit structures.
7. Globalization Partners
With a legal entity and HR presence in China, Globalization Partners delivers full-service EOR solutions, simplifying onboarding, benefits administration, and compliance risk management.
8. Safeguard Global
Safeguard Global focuses on delivering strategic workforce data and managed EOR services in China, ideal for companies with complex reporting and HR compliance needs.
9. Rippling
Rippling’s tech-first platform integrates HR, IT, and payroll to simplify hiring in China. It automates onboarding and tax reporting while ensuring compliance with local labor law.
10. Skuad
Skuad offers agile EOR solutions in China with localized payroll, employee management tools, and labor law compliance. Its simplicity makes it well-suited for scaling startups.
Compliance Factors When Hiring in China via EOR
China has strict labor and compliance standards that your EOR provider must manage:
- Employment contracts: Must be written in Mandarin and specify job terms clearly.
- Social insurance: Covers pension, medical, unemployment, maternity, and injury insurance.
- Housing fund: Mandatory contribution required in most cities.
- Working hours and leave: Adherence to 8-hour days and regulated holiday structures.
- Termination rules: Contracts must outline notice periods and severance conditions.
- Payroll & tax: Monthly IIT (Individual Income Tax) filing and accurate salary processing are essential.
Why Choose Asanify as Your EOR Partner in China
Asanify is a trusted EOR provider for hiring in China, known for its localized expertise, fast onboarding, and full compliance support. With onboarding timelines under 7 days, automated payroll aligned with Chinese tax laws, and bilingual customer success teams, Asanify simplifies every step of your hiring journey.
From social fund registration to contract translation and monthly payroll, Asanify ensures your employees are supported and your company remains compliant.
Suggested Read: Employer of Record China: A Comprehensive Guide 2025
Conclusion
China offers enormous hiring potential, but navigating its complex employment landscape requires precision and local knowledge. By working with a trusted EOR provider, you can tap into top talent without worrying about legal risk, payroll errors, or compliance pitfalls.Asanify stands out as a top EOR partner in China, offering fast onboarding, expert support, and localized compliance—all under one simple platform. Ready to scale your team in China? Let Asanify manage the backend while you focus on building your business.
FAQs
An EOR is a third-party that legally employs staff on behalf of another company and handles all employment formalities.
It enables legal hiring without entity setup, while handling taxes, social funds, and labor law compliance.
Yes, using a licensed EOR is fully legal and common for compliant remote hiring.
They manage income tax, five social insurances, and the housing fund.
Typically within 5–10 business days, depending on document readiness and location.
Yes, EORs handle payroll, social benefits, and offer HR tools for documentation and compliance.
EORs legally employ workers long-term; staffing agencies typically manage temporary assignments.
Asanify, Deel, and Remote are ideal for hiring developers and digital roles in China.
Costs range from $250–$1,000/month per employee depending on provider, role, and benefits.
Yes, EORs can support fixed-term and project-based contracts, compliant with labor law.
Yes, employees are enrolled in public insurance, and some providers offer private coverage.
Absolutely—most EORs manage documentation, payroll setup, and equipment dispatch remotely.
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.
