🇨🇳 Best Employer of Record China

You're looking at the EOR's management fee plus China's hefty employer contributions. EOR fees range from $199-350 per employee monthly. But here's the kicker - you'll also pay 27-44% of the employee's salary in mandatory social insurance and housing fund contributions. So for someone earning RMB 22,000/month, expect total costs around RMB 33,000+ monthly including everything.

Most EORs can get someone onboarded in 1-2 weeks, though some claim as fast as a few days if you're in a rush. That's way better than setting up your own entity, which takes 2-4 months minimum. The timeline depends on how quickly you can gather documents and complete compliance checks - foreign hires with visa needs will take longer.

That's literally the EOR's job - they become the legal employer and handle all the compliance headaches. This includes proper Chinese contracts, social insurance contributions, overtime calculations, and termination procedures. Just make sure your EOR has a solid track record because penalties for non-compliance in China can be steep. Look for providers with zero-penalty records.

The EOR handles all termination procedures according to Chinese labor law, including proper notice periods and severance calculations. China has strict termination rules - you can't just fire someone without cause. The EOR manages the paperwork, ensures compliance with local requirements, and calculates any severance owed. It's way less stressful than trying to figure this out yourself.

Yes, but it's more complex than hiring locals. Foreign employees need work permits and Z visas, which adds time and paperwork to the process. As of 2025, all non-nationals require Right-to-Work checks. Your EOR should help with this process, but expect longer onboarding times and additional documentation requirements compared to hiring Chinese nationals.

It varies by provider. Some charge flat monthly fees (like Deel's ~RMB 4,296/month), while others use percentage-based models. Flat rates are more predictable as salaries increase. Watch out for hidden fees - some providers add onboarding charges, administrative fees, or markup employee costs. Always ask for a detailed breakdown of total costs upfront.

Local providers like FESCO and CIIC know China inside and out, plus they've got the government connections that matter. They're your best bet for big companies or tricky compliance situations.

International EORs like Remote or Deel? Their tech platforms are way smoother and they'll support you globally. But here's the thing—they don't always get the local quirks that can trip you up in China.

It comes down to what matters more: having someone who speaks the language (literally and figuratively) or using a platform that won't make you want to throw your laptop out the window.

Employees get the same mandatory benefits regardless - the five social insurances plus housing fund contributions. Some EORs offer additional perks like better HR platforms or employee self-service portals. The key difference is compliance quality - a good EOR ensures contributions are calculated correctly and paid on time, which protects both you and your employees.