EOR in China
Employer of Record in China
- Hire Chinese talent without establishing a WFOE or representative office
- Manage payroll, social insurance, individual income tax, and housing fund compliance
- Mitigate permanent establishment risks while ensuring PRC labor law compliance
- Accelerate market entry with compliant employment contracts and work arrangements
- Access the Chinese market cost-effectively without complex entity registration
Happy Customers Globally
Covered
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Currency
Chinese Yuan Renminbi (CNY)
Capital
Beijing
Official Language
Mandarin Chinese
Payroll Cycle
Monthly
Recognized Globally: Ranked #1 for ‘Ease of Use’ & ‘Customer Support’
our advantage
Why Choose Asanify's Employer of Record in China
Asanify is ranked #1 across multiple categories on G2, delivering exceptional EOR services for companies entering the Chinese market. Our comprehensive China EOR solution enables you to hire local talent, navigate complex social insurance and tax obligations, and comply with PRC labor regulations—all without the lengthy and expensive process of establishing a Wholly Foreign-Owned Enterprise (WFOE) or other legal entity.
Rapid Market Entry Without WFOE
Enter the Chinese market in weeks instead of months. Asanify eliminates the need to establish a WFOE, representative office, or joint venture, allowing you to hire employees across mainland China and begin operations quickly while maintaining full compliance with PRC regulations.
Complete Social Insurance and Tax Compliance
Navigate China's complex mandatory benefit system with confidence. We manage all social insurance contributions (pension, medical, unemployment, work injury, maternity), housing fund payments, individual income tax withholding, and annual reconciliation filings across different municipal jurisdictions.
Expert PRC Labor Law Navigation
Stay compliant with China's Labor Contract Law, Labor Dispute Mediation and Arbitration Law, and provincial regulations. Our China HR experts manage compliant employment contracts, probation periods, fixed-term arrangements, termination procedures, and severance calculations to protect your business from labor disputes.
Multi-City Payroll and Administration
Employ talent across major Chinese cities including Beijing, Shanghai, Guangzhou, Shenzhen, and beyond. Asanify manages location-specific payroll, social insurance contributions that vary by municipality, and local compliance requirements, providing consistent administration across your entire China workforce.
How Asanify's Employer of Record in China Works
Expanding into China through Asanify’s EOR service bypasses the complexity of WFOE registration, business scope approvals, and registered capital requirements. Our platform manages every aspect of Chinese employment from hiring through termination.
- No WFOE Required: Begin hiring Chinese employees immediately without establishing a legal entity, navigating MOFCOM approvals, or managing ongoing corporate compliance
- Full Employment Administration: We become the legal employer handling employment contracts, social insurance registration, and all statutory obligations under PRC law
- Local Expertise: Our China HR specialists understand regional variations in labor practices, social insurance rates, and compliance requirements across different provinces and municipalities
Trusted by top companies around the Globe
Employer of record
Employment Compliance in China
China’s employment framework is governed by the Labor Contract Law, Social Insurance Law, and numerous regulations that vary by province and municipality. Asanify ensures full compliance with mandatory employment contracts, social insurance and housing fund contributions, individual income tax withholding, and termination procedures. Our expertise covers all aspects of PRC labor compliance including management of labor disputes and severance calculations.
- Five mandatory social insurances plus housing fund contributions managed accurately
- Individual income tax withholding and annual reconciliation properly administered
- Labor Contract Law compliance including proper contract terms and termination procedures
What our happy customers say
Asanify's, should be the number 1 choice for companies looking to pay their overseas employees and contractors. I have a team of 40 people in India and not for a single month have i experienced any delays in the payment process.
In my business, things happen fast, and requirement for new employees is sudden. In such a situation a trusted partner like Asanify comes in handy as I know I can quickly ramp with onboarding and employee formalities diligently taken care of.
As a global company, we go through M&As in countries where we do not have presence. In India, we quickly onboarded ~30 employees as part of a takeover. With Asanify's turnaround time the overall change was managed brilliantly.
Asanify’s expertise when it comes to Local Compliances is something I have benefitted extensively from. Whether its Employee-Contractor classification, or the local laws for employee benefits and working hours - I trust the guidance provided.
Apart from using EOR services, I find a lot of value in the fully automated Asanify HRMS. For me, it makes it absolutely comfortable that I can access all my HR inforation anytime, anywhere and on any platform - Slack, Whatsapp etc.
My employees are in India, while I am based in Dubai and the co. in the US. Managing time zones is a huge challenge for us. Working with global partners like Asanify ensures that all my payments, and query resolutions are done in time.
It is paramount that my employees are well taken care of. Asanify goes above and beyond In terms of employee benefits, salary structuring to make it more tax friendly and constant guidance. For over a year with Asanify’s EOR, I have had no reason to feel disappointed.
Employer of Record FAQs in China
What is an Employer of Record in China?
An Employer of Record (EOR) in China is a licensed entity that becomes the legal employer of your China-based workers, handling employment contracts, payroll, mandatory social insurance and housing fund contributions, individual income tax withholding, and all PRC labor compliance obligations. This allows your company to hire Chinese employees without establishing a WFOE, representative office, or other legal entity in China.
Can I hire employees in China without a WFOE?
Yes, Asanify’s EOR service allows you to hire employees across mainland China without establishing a Wholly Foreign-Owned Enterprise, which typically requires 3-6 months, significant capital investment, and ongoing compliance obligations. We act as the legal employer, enabling you to access Chinese talent quickly while maintaining full legal compliance with PRC regulations.
What are the mandatory social insurance requirements in China?
Chinese employers must contribute to five mandatory social insurance programs: pension insurance, medical insurance, unemployment insurance, work injury insurance, and maternity insurance, plus the housing provident fund. Contribution rates vary by municipality and are split between employer and employee. Asanify manages all registrations, calculations, and payments, ensuring compliance across different cities.
How does individual income tax work for employees in China?
China uses a progressive individual income tax (IIT) system with rates from 3% to 45% based on comprehensive income. Employers must withhold IIT monthly and file annual reconciliations. Asanify calculates and withholds IIT accurately, manages special deductions, handles annual filings, and provides employees with required tax documentation for their records.
What type of employment contracts are required in China?
Chinese law requires written employment contracts that comply with the Labor Contract Law, specifying terms including job duties, compensation, work location, working hours, and contract duration. Contracts may be fixed-term, open-ended, or task-based. Asanify prepares compliant bilingual contracts that protect both employer and employee interests while meeting all PRC legal requirements.
How does termination and severance work in China?
China has strict termination requirements under the Labor Contract Law. Lawful termination requires specific grounds and procedures. Economic severance is typically calculated as one month’s salary per year of service. Unlawful termination can result in double severance or reinstatement. Asanify manages all terminations compliantly, calculating accurate severance and handling proper exit procedures to minimize legal risks.
What are the working hours and overtime regulations in China?
Standard working hours in China are 8 hours per day and 40 hours per week, with mandatory rest days. Overtime is limited and must be compensated at 150% for regular overtime, 200% for rest days, and 300% for statutory holidays. Asanify ensures your China operations comply with working time regulations, overtime calculations, and rest period requirements.
Can I hire employees in multiple Chinese cities through one EOR?
Yes, Asanify’s China EOR service covers hiring across multiple cities including Beijing, Shanghai, Guangzhou, Shenzhen, Chengdu, Hangzhou, and others. We manage the varying social insurance rates, housing fund contribution levels, and local compliance requirements specific to each municipality, providing consistent administration for your entire China workforce.
What is the probation period allowed in China?
Chinese law allows probation periods based on contract length: up to 1 month for contracts of 3 months to 1 year, up to 2 months for contracts of 1-3 years, and up to 6 months for contracts of 3+ years or open-ended contracts. During probation, termination notice is 3 days. Asanify structures compliant probation arrangements that protect your interests while meeting legal requirements.