Hiring in China is often the first step toward building a presence in the market – but it’s also one of the most sensitive. Labor laws are detailed, payroll systems are complex, and compliance requirements leave no room for error.
PTL Group provides end-to-end support for companies that need Employment in China without delays or legal exposure. Our services are designed to make hiring easy, legal, and efficient, so you can focus on developing your business.
Employment in China: Hire Legally, Quickly, and Without a Local Entity
One of the simplest and safest ways to start Employment in China is through an Employer of Record (EoR). This model lets you hire employees locally without setting up a legal entity in China. PTL Group becomes the official employer on record – managing contracts, tax registration, benefits, and regulatory filings – while you direct the employees’ day-to-day work.
This solution is ideal for:
- Exploring the China market before full incorporation
- Hiring local sales or technical teams
- Reducing fixed costs and long-term commitments
- Accelerating hiring timelines
EoR is also an excellent option for companies undergoing restructuring, mergers, or project-based expansions in China. It offers unmatched flexibility while ensuring full legal compliance. With our EoR framework, your Employment in China begins immediately – with no delays due to entity setup or licensing.
In addition to easing market entry, the EoR model helps build trust with local employees. Since PTL Group appears as the legal employer, employees benefit from a sense of legitimacy and job security – which improves retention and team stability. Meanwhile, your company avoids direct legal liabilities tied to entity operations.
Flexible Hiring Options
Not every business needs the same employment structure. Some prefer long-term hires, others require short-term or project-based staff. Our Employment in China solutions are fully adaptable to your operational needs.
We support:
- Full-time, part-time, and temporary employment
- Contract-based or project-based staffing
- Multi-city or hybrid workforce management
- Industry-specific HR strategies
Please note: These hiring models apply to local Chinese employees only. Hiring foreign nationals in China is subject to different procedures, including work visa approvals and government-issued permits. PTL Group can advise on these cases separately, depending on your business scope and location.
As your business evolves, so can your hiring model. PTL Group conducts regular reviews to ensure your employment structure continues to match your growth goals and local regulatory changes. We help adjust your workforce strategy to support new locations, seasonal cycles, or organizational shifts – without disrupting compliance or operations.
Why Choose PTL Group?
With more than two decades of hands-on experience in HR and operations, PTL Group offers unmatched insight into Employment in China. We combine reliability, flexibility, and legal know-how to support companies from first hire to full-scale operations.
Our clients value:
- Fast hiring without company registration
- Clear, compliant HR practices
- Expert payroll and benefits handling
- Transparent communication and full control over team performance
Q&A about Employment & HR management in China
What is required for a labor contract to be legally effective in China?
For a labor contract to be legally effective in China, it must be written in Chinese and customized based on the company’s location. The contract should specify the employment terms, job description, working hours, vacation days, and benefits package.
What are the advantages of Using a Local Employer of Record in China?
Using a local Employer of Record (EOR) in China provides several benefits for foreign companies:
- Legal Compliance: An EOR ensures the company remains compliant with complex Chinese labor laws and regulations, reducing the risk of legal disputes and fines.
- Cost Savings: Avoid the time-consuming and expensive process of setting up a legal entity in China, allowing the company to focus on core business operations.
- Faster Market Entry: Expedite the hiring and onboarding process, enabling quicker and more efficient market entry.
- Flexibility: Easily scale the workforce up or down without worrying about administrative and legal employment aspects.
- Local Knowledge and Expertise: Benefit from the EOR’s in-depth understanding of the local labor market, culture, and regulations, helping to navigate cultural or legal barriers for a smooth market transition.
Overall, a local EOR in China offers a cost-effective and efficient solution for foreign companies, handling administrative and legal employment aspects while the company focuses on its core business and strategic goals.
What are the key components of an employee’s salary in China?
An employee’s gross salary in China typically includes base salary, mandatory social benefits, bonuses, allowances, and sometimes stock options. However, it’s important to distinguish between “gross” and “net” salary: while gross salary includes all earnings before deductions, net salary is what the employee actually receives after taxes and social insurance contributions are withheld.
What are China’s mandatory social benefits, and who pays for them?
China’s mandatory social benefits system includes pension, medical insurance, unemployment insurance, work-related injury insurance, maternity insurance, and housing fund contributions. These are jointly funded by the employer and employee, with contribution rates and calculation bases varying by city. Employers are responsible for accurate calculations and timely payments to avoid legal risks or fines.
