{"id":71880,"date":"2026-05-13T15:36:56","date_gmt":"2026-05-13T12:36:56","guid":{"rendered":"https:\/\/accessfinancial.com\/?post_type=country-guides&#038;p=71880"},"modified":"2026-08-21T14:50:44","modified_gmt":"2026-08-21T11:50:44","slug":"china","status":"publish","type":"country-guides","link":"https:\/\/accessfinancial.com\/nl\/country-guides\/china\/","title":{"rendered":"China"},"content":{"rendered":"\n<div id=\"overview\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"nv-iframe-embed\"><iframe loading=\"lazy\" title=\"Hire, pay and move talent anywhere \u2014 compliantly | Access Financial\" width=\"1200\" height=\"675\" src=\"https:\/\/www.youtube.com\/embed\/OsUQCdOelLE?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n<\/div><\/figure>\n\n\n<div id=\"country-guide-details\"><div class=\"flag-container\"><svg class=\"icon\"><use xlink:href=\"#flag-for-china\"><\/use><\/svg><span class=\"has-medium-font-size\">China<\/span><\/div><div class=\"details-inner\"><div class=\"meta-row\"><span class=\"meta-label\">Total population:<\/span><span class=\"meta-value\">~1.413 billion (2026) (the world\u2019s most populous country after India)<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Capital:<\/span><span class=\"meta-value\">Beijing<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Currency<\/span><span class=\"meta-value\">Chinese yuan (CNY)<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Total number of expats:<\/span><span class=\"meta-value\">Approximately 1.43 million foreign residents<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Local Language(s):<\/span><span class=\"meta-value\">Mandarin<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Weather:<\/span><span class=\"meta-value\">China spans multiple climate zones. Summers are generally hot and humid, with eastern coastal regions prone to heavy rain, tropical storms, and typhoons. Inland areas see drier summers. Winters vary from mild in the south to very cold in the north, with wet spells and occasional frost or snow.\r\n<\/span><\/div><div class=\"meta-row\"><span class=\"meta-label\">Biggest cities:<\/span><span class=\"meta-value\">Shanghai, Beijing, Guangzhou and Shenzhen, Chengdu, Chongqing<\/span><\/div><hr><div class=\"meta-row\"><span class=\"meta-label\">Minimum salary levels<\/span><span class=\"meta-value\"><p>China sets minimum wages locally. As of January 2026, Shanghai has the highest monthly minimum wage at RMB 2,740 (\u2248US$378), followed by Jiangsu and Zhejiang at RMB 2,660 and Beijing at RMB 2,540.<\/p>\n<\/span><\/div><\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Country Overview<\/h2>\n\n\n\n<p>Mainland China is a dynamic destination for expatriates, offering a powerful economy, rich cultural heritage, and modern cities alongside ancient traditions. As the world&#8217;s second-largest economy and one of its oldest civilisations, China provides vast opportunities for career development across sectors from technology and finance to manufacturing and life sciences.<\/p>\n\n\n\n<p>China is home to approximately 1.413 billion people and around 1.43 million foreign residents. Major economic hubs include Shanghai, Beijing, Guangzhou, Shenzhen, Chengdu, and Chongqing. China operates a strict points-based work permit system, classifying foreign workers into Categories A, B, and C \u2014 all foreign nationals require proper work authorisation to be employed.<\/p>\n\n\n\n<p>*<em>This guide is intended for general informational purposes only and should not be viewed as legal or tax advice. The information discussed may change frequently, and Access Financial cannot guarantee that all content remains current at all times.<\/em><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#48bb78;border-left-width:3px;background-color:#f4fbf6;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/success-icon.svg\" alt=\"\" class=\"wp-image-71603\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">2026 Key Legislative Updates<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Foreigner&#8217;s Work Permit salary thresholds strictly enforced from February 2026 (<strong>Category A: 6\u00d7 local average salary; Category B: 4\u00d7<\/strong>). A 25% Z-visa fee discount applies through 31 December 2026. The new unified <strong>VAT Law took effect 1 January 2026<\/strong>, codifying the 13%, 9% and 6% rates. Expat tax-exempt allowances extended to 31 December 2027. Fines for illegal work now up to RMB 50,000 (worker) \/ RMB 100,000 (employer).<\/p>\n<\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"contracts\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Contracts<\/h2>\n\n\n\n<p>Employment in China is governed by the Labour Contract Law, which sets out the types of contracts permitted, mandatory terms, and termination procedures. All employees must have a written employment contract within one month of starting work.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Contract Types<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Contract Type<\/th><th>Duration<\/th><th>Key Features<\/th><\/tr><\/thead><tbody><tr><td>Fixed-Term<\/td><td>Specified end date<\/td><td>Most common for expatriates; typically 1\u20132 years, renewable<\/td><\/tr><tr><td>Open-Ended (Indefinite)<\/td><td>Indefinite<\/td><td>No set end date; required after 10 years&#8217; service or two renewals<\/td><\/tr><tr><td>Project-Based<\/td><td>Task completion<\/td><td>Ends when a specific task or project is completed; rare in practice<\/td><\/tr><tr><td>Part-Time<\/td><td>Ongoing<\/td><td>Up to 24 hrs\/week with one employer; no probation allowed<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#5ac3d8;border-left-width:3px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/info-icon.svg\" alt=\"\" class=\"wp-image-71605\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">Fixed-Term to Open-Ended \u2014 Two-Renewal Rule<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">If a fixed-term contract is <strong>renewed twice consecutively<\/strong>, on the third renewal it must become open-ended (unless special circumstances apply). Employees with <strong>10+ years&#8217; service<\/strong> with the same employer may also request an open-ended contract.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">What Your Contract Must Include<\/h3>\n\n\n\n<div class=\"wp-block-columns boxed-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h4 class=\"wp-block-heading\">Mandatory Terms<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Full name and address of both parties<\/li>\n\n\n\n<li>Contract term (fixed, open-ended, or project)<\/li>\n\n\n\n<li>Job description and place of work<\/li>\n\n\n\n<li>Working hours, rest days, and leave<\/li>\n\n\n\n<li>Salary and pay frequency<\/li>\n\n\n\n<li>Social insurance contributions<\/li>\n\n\n\n<li>Workplace health and safety conditions<\/li>\n\n\n\n<li>Other terms required by law<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h4 class=\"wp-block-heading\">Common Additional Clauses<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Probation period<\/li>\n\n\n\n<li>Confidentiality \/ NDA provisions<\/li>\n\n\n\n<li>Intellectual property assignment<\/li>\n\n\n\n<li>Non-compete restrictions (with compensation)<\/li>\n\n\n\n<li>Training repayment clauses<\/li>\n\n\n\n<li>Bonus and commission structure<\/li>\n\n\n\n<li>Performance review procedures<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group guide-cta has-border-color has-background is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\" style=\"border-color:#e2e8f0;border-width:1px;border-radius:12px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--50)\">\n<p class=\"cta-title\" style=\"font-style:normal;font-weight:700\">Access Financial drafts Chinese-compliant employment contracts and manages onboarding for EOR engagements.<\/p>\n\n\n\n<div class=\"wp-block-buttons shrink-0 is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-primary consult-popup pum-trigger\"><a class=\"wp-block-button__link wp-element-button\">SPEAK TO US<\/a><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"working-hours\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Working Hours &amp; Overtime<\/h2>\n\n\n\n<p>China&#8217;s statutory standard working hours are 8 hours per day and 40 hours per week \u2014 typically Monday to Friday. Overtime is regulated and must be compensated at premium rates. The &#8220;996&#8221; working culture (9am\u20139pm, 6 days per week), once widespread in tech, was ruled illegal by the Supreme People&#8217;s Court in 2021.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Parameter<\/th><th>Rule<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Standard working hours<\/td><td>8 hrs\/day, 40 hrs\/week<\/td><td>Typically Monday\u2013Friday, 9am\u20136pm with 1-hour lunch<\/td><\/tr><tr><td>Overtime limit<\/td><td>36 hrs\/month<\/td><td>Statutory monthly cap on overtime hours<\/td><\/tr><tr><td>Weekday overtime<\/td><td>150% of normal pay<\/td><td>For hours worked beyond standard schedule<\/td><\/tr><tr><td>Rest day overtime<\/td><td>200% of normal pay<\/td><td>If no compensatory time off is given<\/td><\/tr><tr><td>Public holiday work<\/td><td>300% of normal pay<\/td><td>No substitution permitted; cash only<\/td><\/tr><tr><td>Weekly rest<\/td><td>At least 1 day<\/td><td>Per 7-day period \u2014 mandatory<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#48bb78;border-left-width:3px;background-color:#f4fbf6;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/success-icon.svg\" alt=\"\" class=\"wp-image-71603\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\"><strong>Flexible Working Hour Systems<\/strong><\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Employers may apply for the <strong>Comprehensive Working Hour System<\/strong> or <strong>Non-Fixed Working Hour System<\/strong> for certain roles (executives, sales, drivers, etc.). These require approval from the local labour bureau and alter how overtime is calculated.<\/p>\n<\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"probation-period\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Probation Period<\/h2>\n\n\n\n<p>Probation periods are regulated by the Labour Contract Law and are linked to the length of the employment contract. Probation pay must be at least 80% of the agreed salary, and never below the local minimum wage.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Contract length<\/th><th>Maximum probation<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Under 3 months<\/td><td>None permitted<\/td><td>No probation allowed for very short contracts<\/td><\/tr><tr><td>3 months to under 1 year<\/td><td>Up to 1 month<\/td><td>Pay at least 80% of agreed salary<\/td><\/tr><tr><td>1 year to under 3 years<\/td><td>Up to 2 months<\/td><td>Notice during probation: 3 days<\/td><\/tr><tr><td>3+ years or open-ended<\/td><td>Up to 6 months<\/td><td>Single probation per employee per employer<\/td><\/tr><tr><td>Part-time work<\/td><td>None permitted<\/td><td>Probation not allowed for hourly part-time roles<\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"immigration\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Immigration &amp; Work Visas<\/h2>\n\n\n\n<p>China maintains a strict visa regime. Nearly all foreign nationals require a visa to enter mainland China, and working in China absolutely requires the correct work authorisation. There is no equivalent to free movement \u2014 each foreigner must have a valid visa and Foreigner&#8217;s Work Permit.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#48bb78;border-left-width:3px;background-color:#f4fbf6;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/success-icon.svg\" alt=\"\" class=\"wp-image-71603\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">Digital Work Permit System \u2014 December 2024<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Physical Foreigner&#8217;s Work Permit cards eliminated from <strong>1 December 2024<\/strong>. Work authorisation is now integrated into the electronic social security card, accessible via mobile app. Visa-free transit covers 55 nationalities at 65 ports (240 hours); a 30-day unilateral visa waiver covers 50 countries (UK and Canada added February 2026).<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Work Permit Categories (2026)<\/h3>\n\n\n\n<p>From February 2026, salary thresholds for the Foreigner&#8217;s Work Permit are strictly enforced. Foreign workers are classified into three categories based on qualifications, salary, age, and skill level.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Visa \/ Permit<\/th><th>Salary Threshold<\/th><th>Sponsor?<\/th><th>Duration<\/th><\/tr><\/thead><tbody><tr><td>Z Visa (Work)<\/td><td>Tied to Category<\/td><td>Yes (employer)<\/td><td>Single entry, 30 days; converts to Residence Permit<\/td><\/tr><tr><td>Category A (High-end Talent)<\/td><td>6\u00d7 local average salary<\/td><td>Yes<\/td><td>Up to 5 years; fast-track processing<\/td><\/tr><tr><td>Category B (Professional)<\/td><td>4\u00d7 local average salary<\/td><td>Yes<\/td><td>Up to 2 years; age cap 60 strictly applied<\/td><\/tr><tr><td>R Visa (Talent)<\/td><td>No fixed minimum<\/td><td>Endorsement<\/td><td>Up to 5 years; multiple entry<\/td><\/tr><tr><td>M Visa (Business)<\/td><td>N\/A \u2014 not for employment<\/td><td>No<\/td><td>30\u201360 days per entry; multiple entry possible<\/td><\/tr><tr><td>S1 \/ S2 (Family)<\/td><td>N\/A<\/td><td>Worker&#8217;s permit<\/td><td>Matches worker&#8217;s residence permit<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Source: National Immigration Administration, 2026. Beijing Category B threshold \u2248 RMB 47,700\/month; Category A \u2248 RMB 71,600\/month.<\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Fee<\/th><th>Cost<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Z Visa application<\/td><td>From USD 30 (with 25% discount)<\/td><td>25% discount applies through 31 December 2026<\/td><\/tr><tr><td>Foreigner&#8217;s Work Permit<\/td><td>No application fee<\/td><td>Processed via SAFEA online system; 4\u20138 weeks total<\/td><\/tr><tr><td>Residence Permit (1 year)<\/td><td>RMB 400<\/td><td>Issued by local Public Security Bureau; 7\u201315 working days<\/td><\/tr><tr><td>Medical examination<\/td><td>RMB 500\u20131,000<\/td><td>At authorised health centre in China<\/td><\/tr><tr><td>Penalty for illegal work<\/td><td>Up to RMB 50,000 \/ 100,000<\/td><td>Worker \/ employer respectively \u2014 strictly enforced<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div class=\"wp-block-group guide-cta has-border-color has-background is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"border-color:#e2e8f0;border-width:1px;border-radius:12px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--50)\">\n<p class=\"cta-title\" style=\"font-style:normal;font-weight:700\">AF&#8217;s immigration team manages Z visa applications, Foreigner&#8217;s Work Permits, Residence Permits, and family S1 visas across China.<\/p>\n\n\n\n<div class=\"wp-block-buttons shrink-0 is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-primary consult-popup pum-trigger\"><a class=\"wp-block-button__link wp-element-button\">IMMIGRATION SUPPORT<\/a><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"leave\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Leave Entitlements<\/h2>\n\n\n\n<p>China&#8217;s statutory leave entitlements are modest by international standards but are typically supplemented by employer policies, particularly at multinational firms.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Annual Leave<\/h3>\n\n\n\n<p>Paid annual leave is granted after a full year of cumulative work experience (not necessarily with one employer) and increases with total years of service.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Total work experience<\/th><th>Statutory leave<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Less than 1 year<\/td><td>0 days<\/td><td>No statutory entitlement; employer may grant pro-rata<\/td><\/tr><tr><td>1 to under 10 years<\/td><td>5 days\/year<\/td><td>Statutory minimum; in addition to public holidays<\/td><\/tr><tr><td>10 to under 20 years<\/td><td>10 days\/year<\/td><td>Cumulative work history across employers counts<\/td><\/tr><tr><td>20+ years<\/td><td>15 days\/year<\/td><td>Statutory maximum<\/td><\/tr><tr><td>Multinational standard<\/td><td>10\u201315 days from year one<\/td><td>Many employers offer above the statutory floor<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Parental Leave<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Leave type<\/th><th>Duration<\/th><th>Pay<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Maternity (national)<\/td><td>98 days<\/td><td>Full salary or maternity allowance<\/td><td>Includes 15 days before due date<\/td><\/tr><tr><td>Maternity (Beijing\/Shanghai)<\/td><td>158 days<\/td><td>Maternity allowance via insurance fund<\/td><td>Province-level extensions common<\/td><\/tr><tr><td>Paternity<\/td><td>5\u201315 days<\/td><td>Full pay<\/td><td>Shanghai 10 days; Beijing 15 days<\/td><\/tr><tr><td>Parental Leave (Beijing\/Shanghai)<\/td><td>5 days\/year<\/td><td>Full pay<\/td><td>Each parent, until child turns 3 (since 2022)<\/td><\/tr><tr><td>Marriage Leave<\/td><td>3 days (national)<\/td><td>Full pay<\/td><td>Some provinces extend to 10\u201315 days<\/td><\/tr><tr><td>Bereavement Leave<\/td><td>1\u20133 days<\/td><td>Full pay<\/td><td>For immediate family<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Sick Leave<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Parameter<\/th><th>Rule<\/th><\/tr><\/thead><tbody><tr><td>Sick pay rate<\/td><td>60\u2013100% of salary (depending on length of service)<\/td><\/tr><tr><td>Minimum sick pay<\/td><td>Not below 80% of local minimum wage<\/td><\/tr><tr><td>Sick leave period<\/td><td>3 months (under 5 years) up to 24 months (20+ years)<\/td><\/tr><tr><td>Medical certificate<\/td><td>Required from approved hospital<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Sick leave duration depends on years of service and total length of employment with current employer. Source: Ministry of Human Resources &amp; Social Security.<\/figcaption><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"public-holidays\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Public Holidays 2026<\/h2>\n\n\n\n<p>China has 7 statutory public holidays in 2026, totalling 13 rest days. The State Council often designates weekends as compensatory working days to create longer breaks. The 9-day Spring Festival in 2026 is the longest in PRC history.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Date<\/th><th>Day<\/th><th>Holiday<\/th><th>Duration<\/th><\/tr><\/thead><tbody><tr><td>1\u20133 January<\/td><td>Thu\u2013Sat<\/td><td>New Year&#8217;s Day<\/td><td>3 days<\/td><\/tr><tr><td>15\u201323 February<\/td><td>Sun\u2013Mon<\/td><td>Spring Festival (Chinese New Year)<\/td><td>9 days (longest ever)<\/td><\/tr><tr><td>4\u20136 April<\/td><td>Sat\u2013Mon<\/td><td>Qingming Festival (Tomb-Sweeping)<\/td><td>3 days<\/td><\/tr><tr><td>1\u20135 May<\/td><td>Fri\u2013Tue<\/td><td>Labour Day<\/td><td>5 days<\/td><\/tr><tr><td>19\u201321 June<\/td><td>Fri\u2013Sun<\/td><td>Dragon Boat Festival<\/td><td>3 days<\/td><\/tr><tr><td>25\u201327 September<\/td><td>Fri\u2013Sun<\/td><td>Mid-Autumn Festival<\/td><td>3 days<\/td><\/tr><tr><td>1\u20137 October<\/td><td>Thu\u2013Wed<\/td><td>National Day (Golden Week)<\/td><td>7 days<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Source: General Office of the State Council, 4 November 2025. Six weekend days are designated as compensatory workdays in 2026.<\/figcaption><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"notice-periods\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Notice Periods<\/h2>\n\n\n\n<p>Notice requirements under China&#8217;s Labour Contract Law differ for employee resignation and employer-initiated termination. Most professional contracts specify the statutory notice or longer.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Scenario<\/th><th>Statutory notice<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Employee resignation (during probation)<\/td><td>3 days<\/td><td>Written notice required<\/td><\/tr><tr><td>Employee resignation (post-probation)<\/td><td>30 days<\/td><td>Written notice to employer<\/td><\/tr><tr><td>Employer termination with cause (non-misconduct)<\/td><td>30 days or 1 month pay in lieu<\/td><td>Plus severance pay<\/td><\/tr><tr><td>Immediate termination for serious misconduct<\/td><td>None<\/td><td>No severance; high evidentiary bar<\/td><\/tr><tr><td>Economic redundancy \/ restructuring<\/td><td>30 days + procedural requirements<\/td><td>Must notify labour bureau if 20+ employees<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Source: Labour Contract Law of the PRC. Pay-in-lieu of notice is taxable as regular income.<\/figcaption><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"termination\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Termination &amp; Severance<\/h2>\n\n\n\n<p>Chinese labour law strongly protects employees. Employers can only unilaterally terminate for specific statutory reasons, and severance is generally required. Many separations are resolved by mutual agreement to avoid disputes.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Length of service<\/th><th>Severance pay<\/th><th>Cap (2026)<\/th><\/tr><\/thead><tbody><tr><td>Less than 6 months<\/td><td>\u00bd month&#8217;s average pay<\/td><td>Capped at 3\u00d7 local average wage<\/td><\/tr><tr><td>6 months to under 1 year<\/td><td>1 month&#8217;s average pay<\/td><td>Counted as one full year<\/td><\/tr><tr><td>1 year and above<\/td><td>1 month&#8217;s pay per year of service<\/td><td>Maximum 12 years for high earners<\/td><\/tr><tr><td>Shanghai monthly cap<\/td><td>RMB 36,549<\/td><td>3\u00d7 Shanghai average wage 2025\/26<\/td><\/tr><tr><td>Beijing severance cap<\/td><td>RMB 44,619<\/td><td>3\u00d7 Beijing average wage 2025\/26<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Severance includes average regular bonuses and allowances over the prior 12 months. Source: Labour Contract Law, Articles 46\u201347.<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#ed8936;border-left-width:3px;background-color:#fff8f4;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/warning-icon.svg\" alt=\"\" class=\"wp-image-71604\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\"><strong>Wrongful Dismissal \u2014 Double Severance<\/strong><\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">If an employer terminates without lawful cause, the employee can claim <strong>double severance<\/strong> (2\u00d7 the standard formula) or reinstatement. Document fair processes carefully \u2014 labour arbitration in China is free for employees and frequently sides with the worker.<\/p>\n<\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"social-insurance\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Social Insurance<\/h2>\n\n\n\n<p>China&#8217;s social security system, known as the &#8220;Five Insurances and One Fund&#8221;, covers pension, medical, unemployment, work injury, and maternity insurance, plus the Housing Provident Fund. Since 2011, foreign employees are generally required to participate unless exempt under a bilateral agreement.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#5ac3d8;border-left-width:3px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/info-icon.svg\" alt=\"\" class=\"wp-image-71605\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">Pension Refund on Departure<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Foreign employees can <strong>claim a refund of their personal pension contributions<\/strong> when permanently leaving China. The employer&#8217;s portion remains in the pool. Apply via the local social security bureau after deregistering your work permit and visa.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Employer Contributions (Shanghai, indicative)<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Contribution<\/th><th>Rate<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Pension<\/td><td>16%<\/td><td>Largest single component<\/td><\/tr><tr><td>Medical Insurance<\/td><td>~9.5%<\/td><td>Includes maternity insurance (merged)<\/td><\/tr><tr><td>Unemployment Insurance<\/td><td>0.5%<\/td><td>Funds short-term benefits<\/td><\/tr><tr><td>Work Injury Insurance<\/td><td>0.16\u20131.52%<\/td><td>Varies by industry risk classification<\/td><\/tr><tr><td>Housing Provident Fund<\/td><td>5\u20137%<\/td><td>Separate scheme; matched by employee<\/td><\/tr><tr><td><strong>Total employer cost<\/strong><\/td><td><strong>~25\u201327%<\/strong><\/td><td>Beijing 26.5\u201328.2%; varies by city and base<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Contribution base capped at 3\u00d7 city average wage. Shanghai cap: RMB 36,549\/month; Beijing cap: RMB 33,891\/month (2025\/26). Source: Ministry of Human Resources &amp; Social Security.<\/figcaption><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Employee Contributions<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Contribution<\/th><th>Rate<\/th><th>Threshold<\/th><\/tr><\/thead><tbody><tr><td>Pension<\/td><td>8%<\/td><td>Refundable to expats on departure<\/td><\/tr><tr><td>Medical Insurance<\/td><td>2%<\/td><td>Grants access to public hospitals<\/td><\/tr><tr><td>Unemployment Insurance<\/td><td>0.5%<\/td><td>Up to 3\u00d7 city average wage<\/td><\/tr><tr><td>Housing Provident Fund<\/td><td>5\u20137%<\/td><td>Refundable on permanent departure<\/td><\/tr><tr><td><strong>Total employee deduction<\/strong><\/td><td><strong>~10.5%<\/strong> (+ HPF)<\/td><td>Consistent across Beijing and Shanghai<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Source: MOHRSS, 2026. Bilateral agreements (e.g. Germany, South Korea, Japan, UK) may exempt expats from certain contributions.<\/figcaption><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"income-tax\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Income Tax<\/h2>\n\n\n\n<p>China&#8217;s tax year is the calendar year (1 January to 31 December). Employers withhold Individual Income Tax (IIT) monthly via the PAYE-style system, with annual reconciliation between 1 March and 30 June of the following year.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Individual Income Tax Bands 2026<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Band<\/th><th>Annual Taxable Income (CNY)<\/th><th>Rate<\/th><th>Quick Deduction (CNY)<\/th><\/tr><\/thead><tbody><tr><td>1<\/td><td>0 \u2013 36,000<\/td><td>3%<\/td><td>0<\/td><\/tr><tr><td>2<\/td><td>36,001 \u2013 144,000<\/td><td>10%<\/td><td>2,520<\/td><\/tr><tr><td>3<\/td><td>144,001 \u2013 300,000<\/td><td>20%<\/td><td>16,920<\/td><\/tr><tr><td>4<\/td><td>300,001 \u2013 420,000<\/td><td>25%<\/td><td>31,920<\/td><\/tr><tr><td>5<\/td><td>420,001 \u2013 660,000<\/td><td>30%<\/td><td>52,920<\/td><\/tr><tr><td>6<\/td><td>660,001 \u2013 960,000<\/td><td>35%<\/td><td>85,920<\/td><\/tr><tr><td>7<\/td><td>Above 960,000<\/td><td>45%<\/td><td>181,920<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Standard deduction: RMB 60,000\/year (RMB 5,000\/month) for all tax residents. Source: State Taxation Administration, 2026.<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-26 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#5ac3d8;border-left-width:3px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/info-icon.svg\" alt=\"\" class=\"wp-image-71605\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">Expat Tax-Exempt Allowances \u2014 Extended to 2027<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Foreign nationals may continue to claim tax-exempt benefits (housing, children&#8217;s education, language training, home leave) <strong>until 31 December 2027<\/strong>. Alternatively, expats can opt for the resident special additional deductions (children&#8217;s education, mortgage interest, rent, elderly care).<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">VAT (2026 \u2014 New Unified Law)<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Rate<\/th><th>%<\/th><th>Applies to<\/th><\/tr><\/thead><tbody><tr><td>Standard<\/td><td>13%<\/td><td>Most goods, manufacturing, leasing tangible property<\/td><\/tr><tr><td>Reduced<\/td><td>9%<\/td><td>Transport, construction, real estate, agricultural products<\/td><\/tr><tr><td>Services<\/td><td>6%<\/td><td>Most services including consulting, finance, IT, R&amp;D<\/td><\/tr><tr><td>Small-scale taxpayer<\/td><td>1% (reduced)<\/td><td>Reduced rate extended to 31 December 2027<\/td><\/tr><tr><td>Zero rate<\/td><td>0%<\/td><td>Exports of goods and qualifying services<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">New unified VAT Law took effect 1 January 2026, codifying existing rates. Source: State Taxation Administration.<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-group guide-cta has-border-color has-background is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-27 wp-block-group-is-layout-flex\" style=\"border-color:#e2e8f0;border-width:1px;border-radius:12px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--50)\">\n<p class=\"cta-title\" style=\"font-style:normal;font-weight:700\">Let Access Financial handle your China payroll \u2014 seamlessly and compliantly, with local specialists in Shanghai and Shenzhen on call.<\/p>\n\n\n\n<div class=\"wp-block-buttons shrink-0 is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-primary consult-popup pum-trigger\"><a class=\"wp-block-button__link wp-element-button\">GET A QUOTE<\/a><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"benefits\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Benefits<\/h2>\n\n\n\n<p>China&#8217;s statutory benefits centre on the Five Insurances and Housing Provident Fund. To attract foreign talent, employers commonly add private health cover, housing allowances, and other supplemental benefits.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Mandatory Statutory Benefits<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Benefit<\/th><th>Rate \/ Amount<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Pension Insurance<\/td><td>24% total<\/td><td>16% employer + 8% employee<\/td><\/tr><tr><td>Medical Insurance<\/td><td>~11.5% total<\/td><td>~9.5% employer + 2% employee (incl. maternity)<\/td><\/tr><tr><td>Unemployment Insurance<\/td><td>1% total<\/td><td>0.5% each side<\/td><\/tr><tr><td>Work Injury Insurance<\/td><td>0.16\u20131.52%<\/td><td>Employer only; rate by industry risk<\/td><\/tr><tr><td>Housing Provident Fund<\/td><td>10\u201314% total<\/td><td>5\u20137% each side; refundable on departure<\/td><\/tr><tr><td>Annual Leave<\/td><td>5\u201315 days\/year<\/td><td>Based on cumulative work experience<\/td><\/tr><tr><td>Severance Pay<\/td><td>1 month per year of service<\/td><td>Capped at 3\u00d7 local average wage<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Market-Standard Supplemental Benefits<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Benefit<\/th><th>Prevalence<\/th><th>Typical provision<\/th><\/tr><\/thead><tbody><tr><td>Private Medical Insurance<\/td><td>Standard for expats<\/td><td>International plans (Bupa, Cigna, AXA, IMG)<\/td><\/tr><tr><td>Housing Allowance<\/td><td>Common<\/td><td>RMB 8,000\u201320,000\/month in tier-1 cities<\/td><\/tr><tr><td>Annual Home Leave Flights<\/td><td>Common for expats<\/td><td>1\u20132 trips\/year for employee and family<\/td><\/tr><tr><td>International School Tuition<\/td><td>For senior expats<\/td><td>RMB 150,000\u2013300,000\/year per child<\/td><\/tr><tr><td>Annual Bonus (13th month)<\/td><td>Very common<\/td><td>Often 1\u20133 months&#8217; salary at Chinese New Year<\/td><\/tr><tr><td>Meal &amp; Transport Allowance<\/td><td>Standard<\/td><td>RMB 500\u20132,000\/month, often tax-exempt<\/td><\/tr><tr><td>Language Training<\/td><td>Common for expats<\/td><td>Mandarin classes; tax-exempt under expat regime<\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"pension\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Pension System<\/h2>\n\n\n\n<p>China&#8217;s basic pension system is part of social security, with contributions from both employer and employee. Foreigners are generally required to participate but can typically reclaim their personal contributions when they leave China permanently.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Parameter<\/th><th>2026<\/th><th>Notes<\/th><\/tr><\/thead><tbody><tr><td>Employer contribution<\/td><td>16%<\/td><td>Of contribution base (up to 3\u00d7 city average wage)<\/td><\/tr><tr><td>Employee contribution<\/td><td>8%<\/td><td>Refundable to expats on departure<\/td><\/tr><tr><td>Minimum vesting<\/td><td>15 years<\/td><td>Required to draw monthly pension at retirement<\/td><\/tr><tr><td>Statutory retirement age<\/td><td>Rising progressively<\/td><td>Phased reform: 63 (men), 55\u201358 (women) by 2040<\/td><\/tr><tr><td>Personal pension account<\/td><td>8% of salary<\/td><td>Refundable lump sum on permanent departure<\/td><\/tr><tr><td>Contribution base cap (Shanghai)<\/td><td>RMB 36,549\/month<\/td><td>3\u00d7 Shanghai average wage 2025\/26<\/td><\/tr><tr><td>Contribution base cap (Beijing)<\/td><td>RMB 33,891\/month<\/td><td>3\u00d7 Beijing average wage 2025\/26<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">Bilateral totalisation agreements may exempt expats from certain contributions. Source: MOHRSS, 2026.<\/figcaption><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"insurances\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Insurances<\/h2>\n\n\n\n<p>Public health insurance is mandatory via social security. Most expatriates also hold private international health cover for access to Western-standard facilities and overseas treatment.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Insurance<\/th><th>Coverage<\/th><th>Required by<\/th><\/tr><\/thead><tbody><tr><td>Public Medical Insurance<\/td><td>Outpatient ~70% \/ Inpatient ~85% (after deductible)<\/td><td>Social Insurance Law 2011<\/td><\/tr><tr><td>Work Injury Insurance<\/td><td>Workplace accidents and occupational disease<\/td><td>Employer-only contribution; mandatory<\/td><\/tr><tr><td>Motor Insurance (compulsory)<\/td><td>Third-party liability<\/td><td>Road Traffic Safety Law<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div class=\"wp-block-group guide-badge has-background is-nowrap is-layout-flex wp-container-core-group-is-layout-32 wp-block-group-is-layout-flex\" style=\"border-radius:12px;border-left-color:#5ac3d8;border-left-width:3px;background-color:#f0f9ff;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<figure class=\"wp-block-image size-full is-resized shrink-0\"><img decoding=\"async\" width=\"24\" height=\"24\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/info-icon.svg\" alt=\"\" class=\"wp-image-71605\" style=\"width:28px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"badge-title\" style=\"font-style:normal;font-weight:700\">Professional Indemnity Insurance \u2014 Contractors<\/p>\n\n\n\n<p class=\"badge-desc has-small-font-size\">Independent consultants in engineering, financial advisory, or technology may want <strong>PII cover<\/strong> to protect against negligence claims. While not legally mandatory for individuals in China, it is often required contractually by end-clients. AF can advise on appropriate cover for your sector.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Private Health Insurance<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Provider<\/th><th>Typical annual cost (individual)<\/th><th>Type<\/th><\/tr><\/thead><tbody><tr><td>Bupa Global<\/td><td>USD 3,000\u20136,000<\/td><td>International, comprehensive<\/td><\/tr><tr><td>Cigna Global<\/td><td>USD 2,500\u20135,500<\/td><td>International, modular<\/td><\/tr><tr><td>AXA \/ IMG<\/td><td>USD 2,000\u20135,000<\/td><td>International, mid-tier<\/td><\/tr><tr><td>Local China plans (Ping An, PICC)<\/td><td>RMB 5,000\u201315,000<\/td><td>Domestic, in-network only<\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div><\/div>\n\n\n\n<div id=\"af-solutions\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">AF Solutions<\/h2>\n\n\n\n<p>Access Financial operates from Shanghai and Shenzhen and supports end-clients, recruitment agencies, and contractors across mainland China.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h3 class=\"wp-block-heading has-medium-font-size\">For End-Clients<\/h3>\n\n\n\n<p class=\"has-small-font-size\">Managing a contingent workforce can be complex. Our solutions streamline workforce management, making it simple, compliant, and cost-effective.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-100 is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/accessfinancial.com\/service\/for-corporates\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn More<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h3 class=\"wp-block-heading has-medium-font-size\">For Recruiters<\/h3>\n\n\n\n<p class=\"has-small-font-size\">We offer a complete suite of services, allowing you to simply, compliantly, and efficiently place your candidates internationally, with minimum fuss.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-100 is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/accessfinancial.com\/service\/for-recruiters\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn More<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h3 class=\"wp-block-heading has-medium-font-size\">For Contractors<\/h3>\n\n\n\n<p class=\"has-small-font-size\">Focus on what you do best and let us take care of your payroll, tax compliance, social security, and immigration needs.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-100 is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/accessfinancial.com\/service\/for-contractors\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn More<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group team-cta is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-35 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-34 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-medium is-resized\"><img decoding=\"async\" width=\"300\" height=\"89\" src=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage-300x89.png\" alt=\"\" class=\"wp-image-71720\" style=\"width:135px\" srcset=\"https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage-300x89.png 300w, https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage-1024x304.png 1024w, https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage-768x228.png 768w, https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage-1536x456.png 1536w, https:\/\/accessfinancial.com\/wp-content\/uploads\/2026\/05\/Collage.png 1672w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/figure>\n\n\n\n<p class=\"has-medium-font-size\">Free consultation<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons shrink-0 is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-primary consult-popup pum-trigger\"><a class=\"wp-block-button__link wp-element-button\">SPEAK TO US<\/a><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div id=\"faq\" class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">FAQ<\/h2>\n\n\n\n<p>Find answers to our most frequently asked questions below.<\/p>\n\n\n\n<div id=\"faq-accordion\" class=\"wp-block-group is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-47 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group ac is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-38 wp-block-group-is-layout-flex\">\n<h3 class=\"wp-block-heading ac-header ac-trigger has-medium-font-size\"><strong>What solutions do you offer in China?<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group ac-panel\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>In China, Access Financial provides one compliant engagement model:<\/p>\n\n\n\n<p><strong>Employed\/EOR (umbrella):<\/strong> We become the legal employer of your employees in China. Your business retains full control of the day-to-day work and deliverables, while we carry the employment, payroll, and tax liability.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group ac is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-40 wp-block-group-is-layout-flex\">\n<h3 class=\"wp-block-heading ac-header ac-trigger has-medium-font-size\"><strong>When should a company consider using an EOR?<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group ac-panel\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>An EOR is especially useful in a range of scenarios. It is the most efficient route when you want to convert existing contractors into compliant employees and reduce misclassification risk, or when you need to hire talent in a country where you do not have a local entity. It also allows you to onboard quickly without going through a lengthy and complex company registration process, while ensuring full compliance with local employment law, payroll, and tax regulations. Beyond these core use cases, an EOR is equally valuable when you are testing a new market before committing to a long-term investment, or when you simply need temporary or project-based hires abroad.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group ac is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-42 wp-block-group-is-layout-flex\">\n<h3 class=\"wp-block-heading ac-header ac-trigger has-medium-font-size\"><strong>Can we hire both local nationals and foreign employees through an EOR?<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group ac-panel\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>Yes. Our EOR services cover both local nationals and foreign hires. For foreign nationals, additional visa or work permit requirements apply, and we can support the application process end-to-end \u2014 including sponsorship in jurisdictions where we hold the relevant licence.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group ac is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-44 wp-block-group-is-layout-flex\">\n<h3 class=\"wp-block-heading ac-header ac-trigger has-medium-font-size\"><strong>Is permanent establishment (PE) risk avoided?<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group ac-panel\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>An EOR is a third-party business that legally employs international workers on your behalf, creating a clear layer of separation between your company and the staff based in other countries. The EOR becomes the legal employer for those workers, so although the employees continue to deliver services to your business, the legal distancing helps mitigate many common PE risks. That said, PE is determined by the facts on the ground (the nature of the activity, contract-signing authority, where revenue is generated, and so on), not solely by who issues the payslip. We therefore recommend reviewing each engagement with our specialists to confirm the appropriate structure.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group ac is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-46 wp-block-group-is-layout-flex\">\n<h3 class=\"wp-block-heading ac-header ac-trigger has-medium-font-size\"><strong>What is your pricing model?<\/strong><\/h3>\n\n\n\n<div class=\"wp-block-group ac-panel\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>Our standard management fee is <strong>5% of the contract value, with a minimum of \u20ac550<\/strong>. We also offer volume discounts on bulk engagements. To discuss pricing for your specific scenario, please get in touch with our team here: <a href=\"https:\/\/accessfinancial.com\/#get-started\">https:\/\/accessfinancial.com\/#get-started<\/a>.<\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>With Access Financial, managing your workforce in China becomes simple and stress-free. Leave local regulations, complex tax requirements, immigration and international payroll to us \u2014 so you can focus on growing your business.<\/p>\n","protected":false},"featured_media":27635,"template":"","region":[79],"class_list":["post-71880","country-guides","type-country-guides","status-publish","has-post-thumbnail","hentry","region-asia"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Hire, Place and Work in China - Compliantly | Access Financial<\/title>\n<meta name=\"description\" content=\"With Access Financial, managing your workforce in China becomes simple and stress-free. 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