China Recruitment Agency
We make it easy to find talents and onboard in China.
Recruit & Hire Employees in China with no legal entity required.
Benefits of JSC Recruitment Solution.
Exploring China EOR and PEO Services for Hiring and Employment in China
If you’re looking to hire employees in China, but don’t want to set up your own legal entity or payroll infrastructure, an China EOR (China Employer of Record) or a China PEO (China Professional Employer Organization) can provide a solution. These services offer a streamlined and efficient way to manage your workforce while staying compliant with local employment laws and regulations.
A China recruitment agency can help you find and onboard talented professionals, while also providing support for payroll, tax, and benefits administration. Whether you’re looking to expand your business in China or simply need to staff a local team, understanding the requirements for China EOR and PEO services can be critical to your success. In this guide, we’ll explore the basics of China employment and hiring, and help you navigate the complex landscape of regulations and compliance requirements.
How it Works.
Executive Search
At JSC, we will search the talents base on your job descriptions through our talent pool, and post the JD in the popular job portals in China like 51job, zhaopin, liepin, etc. We ensure to send the candidates to you within one week for interview.
Employee Background Check & Offer Negotiation
Once candidates are selected by client, JSC will conduct the employee background check which including employees’ educational backgrounds, and previous working experience check. In the meanwhile, JSC will also be in communication with employee of the offer details.
Onboard Employee through China PEO & Employment Solution
For foreign investors who has no company in China, after candidate been selected, JSC can also hire the in China, which means JSC will act as the employer of record to sign the local employment contract with the candidates, and handling monthly payroll and statutory benefits while employee is managed by your side.
China Recruitment Package.
Full Candidate Search, Employment, Payroll & HR Service Support
Frequently asked questions for China EOR, PEO, hiring employees in China.
No, you do not need.
If you don’t have a company in China, you can hire employees through PEO service through the employment agency in China.
Read more on How to Hire Employees In China Without Legal Entity?
a) Hire employee through the PEO/employment service.
If you don’t have a legal entity in China, this is the only compliance way to have employee working for you in China.
b) Hire employee under WFOE.
If you already set up a WFOE in China, you can sign the labor contract with employees directly. You can either choose to handle their payroll land benefits yourself, or you can choose to outsource.
c) Hire employee under representative office (Ro)
Representative office in China is not allowed to hire employees directly. The only compliance way is hire employees through labor dispatch agency under PEO service
Read more on Top Tips For Hiring Employees in China [Complete Hiring Practices]
PEO refers to a professional employment organization, in China it’s also called employee outsourcing, labor dispatch. Foreign companies can hire staff in China through a PEO agency without setting up a legal entity in China.
For hiring employees in China, you need to know the 5 social insurance and 1 housing fund is mandatory benefits.
5 Social Insurances: Pension, Medical Insurance, Unemployment Insurance, Work-Related Injury Insurance, Maternity Insurance
1 Housing Fund
Read more on Complete Guide on China Social Security System.
Gross salary: fixed base salary
Flexible salary: performance bonus, commission, allowances
13 Month salary/ Annual bonus: common in China
Mandatory benefits: 5 social insurances and 1 housing fund
Supplementary health insurance: not mandatory, but very common among foreign employers
Annual leaves Paid sick leaves
Read more on Employment Contract in China.
Your monthly employment cost consist of:
+Employee monthly net salary
+Employer contribution of mandatory benefits
+Employee contribution of mandatory benefits
+Allowances
+Individual income tax
+Other benefits offered.
Read more on How to Calculate Employee Salary in China? [China Payroll Guide]
Company cannot give the days lower than the below policy:
1=<Employee working years<10, annual leave >=5
10=<Employee working years<20, annual leave >=10
Employee working years>=20, annual leave >=15
Read more on Complete Guide on Annual Leave Policies in China.
Below are the public holidays in China and is paid holidays. The exact date will be announced by the government at the end of December last year.
New Year’s day: 1 day
Spring Festival/Chinese New Year: 3 days
Qing Ming Festival: 1 day
Labor Day: 1 day
Dragon Boat Festival: 1 day
Mid-Autumn Festival: 1 day
China National Holiday: 3 days
Employers shall pay overtime payment if they require employees to working during the public holidays.
Read more on Public Holidays and Annual Leaves in China.
Yes. The probation period shall be set based on the employment contract term.
3 months <Employment contract term <1 year, probation period can be a maximum of 1 month.
1 year<Employment contract< 3 years, probation period can be a maximum of 2 months.
Employment contract term is 3 years or more, the probation can be a maximum of 6 months.
Please kindly note that employees’ salary during probation period cannot be lower than 80% of the salary after the probation period.
Read more on Top Tips For Hiring Employees in China [Complete Hiring Practices]
Severance payment in China is based on the number of years employee has worked for the company.
Each full year employee worked for your company, one month salary shall be paid as severance payment.
For the working periods that are less than 6 months, half month salary shall be paid.
If employee’s monthly salary is higher than 3 times local average monthly salary, each year of the severance payment compensated shall be 3 times local average monthly salary.
If employees are in the probationary period, both employee and employer shall give 3 days as notice period for termination.
After probationary period, both employee and employer shall give 3o days as notice period for termination.
If employer need immediate termination, employer shall compensate one month salary.
No, you do not need.
Trusted by the world’s fastest growing companies:
