Employing entity
Confirm which China entity can lawfully sign the employment contract and perform the agreed HR obligations.
CHINA EMPLOYMENT SETUP
China EOR and employment support
Assess a lawful China employment, payroll and HR structure when an overseas employer does not have its own employing entity in China.
15%fixed-salary service rate
Lifecycleonboarding to exit
Project-basedlegal structure review
✓ No approval claims✓ Responsibilities confirmed in writing✓ Official sources checked at project start
START WITH THE STRUCTURE
EOR is not only a payroll transfer
Employment terms
Set role, work location, fixed and variable pay, working arrangements, probation and benefits in the applicable documents.
Payroll and statutory process
Coordinate salary, individual income tax and statutory contributions according to the confirmed city and structure.
Employee relations
Onboarding, leave, changes, performance evidence and exit steps must follow the agreed process and applicable China rules.
COST BOUNDARY
Understand the published 15% service rate
Service fee
The published EOR service fee is 15% of fixed monthly salary, subject to the final written scope.
Separate employment costs
Gross salary, employer statutory contributions, employee tax, benefits and approved reimbursements are additional.
Third-party costs
Background checks, equipment, specialist legal or tax advice and dedicated insurance are not automatically included.
No generic legal conclusion
Entity, city, role, worker status and actual management arrangements must be reviewed before launch.
REMOTE RESPONSIBILITIES
Business management and China employment responsibilities are separate
Equal Overseas
Role design, sourcing and the agreed onboarding, HR or office-support scope.
Overseas employer
Business objectives, daily tasks, system access, performance feedback and final hiring decisions.
China employment entity
The employment contract, payroll, statutory contributions and employee-relations process within the agreed structure.
Confirmed together
Data access, intellectual property, equipment, probation goals, exit evidence and handover responsibilities.
EMPLOYER FAQ
Questions employers ask
Can an overseas employer use EOR without a China company?
That is a common reason to request an assessment, but the actual employing entity, role, city and operating arrangement must be reviewed before confirming the route.
Is the 15% fee the complete employee cost?
No. It is the published service-rate framework. Salary, statutory contributions, tax, benefits and approved third-party costs are separate.
Who manages the employee’s daily work?
The overseas employer remains responsible for business objectives, tasks, access and performance feedback; the China employment entity handles the agreed employment process.
START WITH A SHORT ENQUIRY