Expanding your business into China offers access to one of the world’s largest economies and a global hub for manufacturing, technology, and innovation. However, before hiring in China, employers must understand the country’s strict work authorization and visa processes. Securing the correct work permit and visa in China for non-Chinese employees is essential to remaining compliant with immigration regulations and ensuring a seamless onboarding experience.
Navigating these requirements can be challenging, as they vary based on the employee’s nationality, job classification, permit category, and the region where they will work. Employers must ensure all forms, supporting documents, and translations are completed accurately and submitted within the prescribed timelines. Partnering with experienced immigration specialists or an Employer of Record (EOR) can greatly simplify the process, minimize administrative burdens, and help businesses avoid costly compliance mistakes.
Table of Contents
- Overview of China’s Work Permit and Visa System
- Understanding Requirements and Eligibility
- Types of Work Visas and Permits in China
- Advantages of the Class A Category
- Application Process for Employers
- Required Documents
- Processing Timelines
- Employer Responsibilities and Compliance
- Maintaining Ongoing Compliance
- Tips for a Smooth Application Process
- How an Employer of Record Can Help
- How Asanify Can Help
- FAQs
Overview of China’s Work Permit and Visa System
China regulates foreign employment through a tiered work permit classification and visa process, which varies based on the applicant’s qualifications, skills, job category, and intended duration of stay. The system is designed to attract high-level talent while addressing local labor market needs, categorizing applicants into Class A, B, or C permits each with its own eligibility criteria and benefits. Additionally, local authorities may impose specific regional requirements, making it crucial for employers to comply with the rules of the city or province where the employee will work.
- Chinese nationals – No permit or visa required.
- Foreign nationals – Must secure a work permit and corresponding visa before starting employment.
- Work Permit Classes – Tiered system (Class A, B, C) based on skill level and demand.
- Employer-driven process – Employers submit the initial work permit application before the employee applies for the Z visa.
- Two-step process – Obtain a work permit notice, then secure the visa and residence permit.
Understanding Requirements and Eligibility
Before beginning the application, both employers and employees should understand China’s foreign labor regulations. Generally, all foreign nationals require a valid work permit and visa to work in China, except for a few special categories such as short-term assignments under certain conditions.
Who Needs a Work Permit in China
All non-Chinese nationals intending to work in China whether in multinational corporations, joint ventures, or representative offices must obtain a work permit. Short-term business activities may be covered by an M visa, but regular employment always requires a Z visa and work permit.
Key Conditions for Obtaining a Work Visa
To qualify for a Chinese work visa (Z visa), applicants generally must:
- Have a confirmed job offer from a China-registered employer.
- Meet relevant educational and professional experience requirements.
- Possess the necessary professional skills and qualifications.
- Maintain a clean criminal record.
- Be in good health, as confirmed by a medical examination.
Suggested Read: Understanding Labour Laws in China
Employer and Employee Eligibility
Employers must be licensed to hire foreign staff and must prove that the role requires skills not readily available in the domestic labor market. Employees must meet the criteria for their specific permit class:
- Class A – High-level foreign talent (in-demand experts, high salaries, advanced degrees).
- Class B – Professional personnel with bachelor’s degree or higher and 2+ years of relevant work experience.
- Class C – Temporary or seasonal workers, meeting regional quotas.
Types of Work Visas and Permits in China
China’s work authorization system includes several permit categories and related visas:
- Z Visa – For foreign nationals entering China to work long-term; requires a work permit notice.
- Class A/B/C Work Permits – Categorizes foreign workers by skill and role.
- Foreigner’s Work Permit Card – Issued after entry to China and required for legal employment.
- Residence Permit for Work – Allows the employee to live in China for the duration of employment.
Comparing Work Permit Types
| Permit Type | Purpose | Duration | Notes |
| Class A Work Permit | High-level foreign talent | 1–5 years | Priority processing, easier renewals |
| Class B Work Permit | Skilled professionals | 1–5 years | Requires degree + experience |
| Class C Work Permit | Temporary/seasonal workers | Short-term only | Subject to quotas |
| Z Visa + Residence Permit | Work + residence authorization | 1–5 years | Must convert Z visa to residence permit after arrival |
Advantages of the Class A Category
Class A permits offer faster processing, fewer restrictions, and sometimes exemption from certain documentation requirements. They are intended for high-demand talent, such as senior executives, scientists, and individuals meeting high salary thresholds.
Key features of Class A permits include:
- Priority handling in the application process.
- No age limit for applicants.
- Flexibility to change employers without restarting the entire application.
- Potential for multi-year validity, reducing renewal frequency.
- Easier entry for dependents through streamlined family visa applications.
Application Process for Employers
The employer-driven process begins once a formal job offer is made to a foreign candidate.
- Employer submits application for a Notification Letter of Foreigner’s Work Permit via the online portal.
- Approval from local labor authorities in the city or province of employment.
- Employee applies for the Z visa at a Chinese embassy or consulate using the notification letter.
- Arrival in China – The employee undergoes a medical check (if not already completed) and applies for the Foreigner’s Work Permit Card.
- Apply for Residence Permit for Work within 30 days of arrival.
Required Documents
Commonly required documents include:
- Signed employment contract.
- Copy of valid passport.
- Work permit notification letter.
- Medical examination report.
- Proof of educational qualifications and work experience.
- Criminal background check.
- Recent passport-sized photographs.
Local authorities may require Chinese translations and notarizations for certain documents.
Processing Timelines
- Work Permit Notification Letter – Typically 2–4 weeks.
- Z Visa processing – Around 1–3 weeks.
- Residence Permit for Work – 1–2 weeks after submission.
Employers should allow 6–10 weeks total from job offer to the employee’s first day at work, accounting for possible delays in documentation and government approvals.
Employer Responsibilities and Compliance
Hiring foreign nationals in China requires strict adherence to labor and immigration laws. Employers must:
- Hold valid authorization to hire foreign workers.
- Provide compliant employment contracts and pay salaries meeting legal thresholds.
- Maintain accurate employment and immigration records.
- Renew permits and visas before expiration.
Legal Obligations
- Comply with China’s labor law and local employment regulations.
- File necessary reports with labor bureaus when hiring or terminating foreign staff.
- Ensure work and residence permits are valid throughout employment.
Consequences of Non-Compliance
- Heavy fines and administrative penalties.
- Loss of license to hire foreign staff.
- Possible deportation of the employee.
- Reputational damage.
Maintaining Ongoing Compliance
- Conduct regular audits of employee permit and visa status.
- Keep HR teams updated on regulation changes.
- Use a compliance tracking system to monitor expiry dates.
Tips for a Smooth Application Process
- Begin the application process as early as possible.
- Double-check translation and notarization requirements.
- Maintain consistent communication with local labor authorities.
- Partner with experienced immigration service providers or an Employer of Record (EOR).
How an Employer of Record Can Help
Partnering with an Employer of Record in China allows companies to legally employ foreign talent without the need to establish a local legal entity. The EOR acts as the official employer, managing payroll, social insurance contributions, benefits, HR compliance, and all immigration-related procedures. This approach streamlines administrative processes, accelerates hiring timelines, and ensures full compliance with China’s national and regional labor regulations.
In addition, EOR providers draft employment contracts that meet Chinese labor law requirements, reducing the risk of disputes and penalties. They also handle the entire work permit and visa application process, including coordination with local authorities, ensuring a smooth onboarding experience for international hires. By leveraging an EOR in China, businesses can concentrate on growth and market expansion while leaving complex employment compliance and government dealings to local experts.
Suggested Read: Hire Remote Employees Onboarding Checklist with EOR in China
How Asanify Can Help
Navigating China’s work authorization process can be challenging, particularly for businesses hiring international talent. Asanify offers a comprehensive Employer of Record (EOR) solution that streamlines hiring and workforce management in China.
Our services cover every stage of the process from securing the correct work permits and visas to managing payroll, social insurance, and employee benefits ensuring full compliance with Chinese labor laws without the need to establish a local entity.
With Asanify, you can:
- Hire and onboard foreign talent quickly without administrative delays.
- Stay compliant with all national and regional labor and immigration regulations.
- Expand into China without the expense and complexity of setting up a local company.
If your goal is to scale your team in China efficiently, Asanify’s expertise and end-to-end support make the process smooth, compliant, and hassle-free.
FAQs
Most permits are valid 1–5 years, depending on category and contract length, with renewals possible.
Costs vary by location but generally range from USD $100–$300, excluding translation and notarization fees.
They must still hold a valid residence and work permit; specific cases should be reviewed with local authorities.
It’s a category for high-level foreign talent, offering priority processing and fewer restrictions.
No, the Z visa allows entry for work purposes; it must be converted to a Residence Permit for Work after arrival.
Yes, local labor bureaus may have additional requirements or variations in document processing.
Typically 2–4 weeks for the permit notice, plus visa and residence permit processing times.
Yes, dependents can apply for an S visa for family reunification.
The employee must stop working, and the employer must reapply or renew the permit before resumption.
An EOR ensures compliance, handles all immigration steps, and eliminates the need for a local entity.
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.
