Why Choose EOR?
Employer of Record (EOR) allows you to legally hire employees in China without establishing a local company. ExpertinChina acts as the legal employer, handling payroll, tax, benefits, and compliance—while you manage day-to-day work.
✗ Do It Yourself
✓ With Our EOR Service
Entity setup: 2–3 months
Risk of labor disputesdue to limited knowledge of PRC labor law
Three separate systems
for payroll, tax, and social security
Upfront cost: RMB 100,000+Registration, audit, rent and capital injection
No entity needed, quick hiring in 5 days
100% compliant
we cover penalties for violations
One-click payroll
with automated tax & social security
Low Service Fee: 1) 5% of gross payroll (including social security contributions and expense reimbursement) up to Rmb2000;2) Rmb300 for accident insurance and employer liability insurance (up to RMB 1,000,000 ).
What We Offer
Why ExpertinChina
Make the hiring and payment to your China-based employees simply and compliant
Tailored to Your Needs
Expand or exit flexibly and quiickly — from Chinese employees to foreign expats
No Legal Entity Required
Hire and pay employees in China through our EOR solution, no WFOE needed.
Cost-efficient
Save on CAPEX and ongoing overheads. Pay only for the services you use each month.
100% Regulatory Compliance
Labor contracts, tax, and social security handled in strict accordance with PRC law.
Success Stories
How Clients Win with Our EOR Service
1
Australian Fashion Retailer
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Challenge: Test China market without setting up a local entity.
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Solution: Hired Marketing & Ops staff as contractors first; converted to EOR full-time after 3 months.
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Outcome: Seamless transition, saved 45 days of registration time and RMB 28k compliance cost; 2nd pop-up store opened in 2024.
2
Fortune 500 US Company – Call Center
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Challenge: Set up a 6-person outbound call center outside Shanghai within 1 month; reduce costs by 30%.
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Solution: ExpertinChina acted as EOR, handled contracts, payroll, taxes, social security; recruited locally.
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Outcome: Hired in 30 days (50% faster than Shanghai), 30% lower employment costs, call center hit 102% of first-month target.
3
US IoT Hardware Company – Quality Inspectors
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Challenge: Initial containers delayed → $180k loss; needed 4 inspectors in Shanghai & Shenzhen fast.
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Solution: EOR onboarding, full compliance, IP and confidentiality protections.
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Outcome: Week 6: staff onboarded; Week 8: shipping pass rate 99.7%; saved $52k in entity costs.
How It Works
A straightforward three-step process from setup to ongoing compliance.
01
Due Diligence & Contracts Signing
Oversea Labor contract
EOR Service Agreement
Tri-Party Confirmation
China Labor Contract & Onboarding
02
Security Deposit & Monthly Processing
Collect Security Deposit
Pre-fund Costs
Payroll & Statutory Filing
Daily Work Management
03
Termination & Severance
Disputes Management
Termination Initiation
Severance Payment
Tri-Party Safeguard
Avoid delays, mis-filing and unnecessary complications, let our experts help your hire your China-based team fast, compliant, and flexible.
FAQ Section
Q: Do I need a Chinese company to use EOR?
A: No. ExpertinChina acts as the legal employer, so you can hire in China without setting up a local entity.
Q: How fast can employees start working?
A: Typically, employees can start within 1–4 weeks, depending on contract preparation, social security registration, and work permit (if applicable).
Q: Can I convert EOR employees to my own entity later?
A: Yes. Employees can be seamlessly transferred to your own entity whenever you’re ready.
Q: How does ExpertinChina ensure compliance?
A: We provide compliant labor contracts, manage payroll, tax, social security contributions, and include full IP & confidentiality protections.
Q: Are there mandatory benefits I must provide?
A: Yes, you must pay social insurance (pension, medical, unemployment, work injury, maternity) and housing fund contributions are legally required for all local employees. Check our latest Release-China employment compliance Quick Guide 2025 for the detailed city standard.
Q: What are the rules for terminating an employee in China?
Termination must be for cause under PRC law; give 30 days’ notice (or pay in lieu) plus N+1 severance. Wrongful dismissal triggers 2N damages.
Q: My foreign employee is exempt from pension but was denied work-injury compensation; what now?
A: Exemption from pension does not waive work-injury coverage; denial usually stems from mis-classified SI registration. Talk to our Expert to review the injury-recognition file and correct the SI category.
Q: We are relocating across cities and some staff refuse to transfer; is 2N severance mandatory?
A: Inter-city relocation is deemed a material change of contract; if the parties cannot agree, 2N is the statutory fallback. Engage our Expert to structure a mobility package that minimises exposure.
Q: Are e-labour contracts without handwritten signatures enforceable in arbitration?
A: Yes, if they are signed with reliable electronic signatures and verifiable by the government platform. Our Expert can audit your current e-signature vendor for compliance validity.
This FAQ provides general guidance only. Consult with ExpertinChina professionals for specific advice regarding your situation.
