Guide to Hiring in China

Overview

China boasts the second largest population of any country in the world, with over 1.4 billion people. Also, it is home to a highly talented and educated workforce. The education system in China is strong, with many universities and technical schools. China’s 2025 population survey recorded 272.33 million people with junior-college education or above.

Employment laws in China are designed to protect Chinese workers' rights, but there are also strict regulations on hiring and firing employees. The business climate in China is generally favourable for foreign investment, but there are still some challenges, such as intellectual property rights protection and regulatory compliance. 

The top industries in China include manufacturing, retail, technology, and services, but the country is also rapidly developing high-tech and green industries.

Payroll and taxes

In China, payroll and taxes are regulated by the State Administration of Taxation (SAT) and the Ministry of Human Resources and Social Security (MOHRSS). Employers are responsible for withholding and paying taxes on their employees’ behalf and making social security contributions. Payroll obligations also depend on local social insurance and housing fund rules in the employee’s work location.

Employer contributions

Social insurance contributions

Employers are required to contribute to employee social insurance programs, including

• pension
• medical
• unemployment
• work-related injury
• maternity insurance (which may be integrated with medical insurance in many locations)

Depending on the employee's salary level and the location of employment, the contribution rate is generally as follows:

• pension - around 14-18% of the employee's salary
• medical insurance - around 5-10% of the employee's salary
• unemployment insurance - around 0.3-1% of the employee's salary
• work-related injury insurance - around 0.1-1.5% of the employee's salary
• maternity - up to 1% of the employee's salary

Note: Employer social-insurance contribution rates and contribution bases vary by city or province. The applicable municipal rates must be checked for the employee’s work location and contribution year.

Housing provident fund contributions

Employer and employee housing provident fund contributions are determined locally. Under the revised national regulation effective 20 September 2026, each contribution may not be below 5%, while the specific applicable rate is locally approved and subject to the national maximum.

For instance, in the 2026 contribution year, Beijing permits employer and employee contribution rates of 5%–12%.

Income tax withholding

Employers are responsible for withholding and remitting the income tax of their employees. The employer will calculate the income tax of the employee based on their salary, deduct it from his salary, and then remit it to the tax bureau.

Employee contributions

Income tax

Employees must pay income tax on their salaries and wages. The tax rate varies depending on the employee's salary level and the region where the company is located, with progressive rates up to 45%.

The following are the individual income tax rates for residents:

Employees are also required to contribute to social insurance programs, but the contribution rate is generally lower than the employer's rate. The contribution rates for social insurance are as follows:

• Pension insurance - around 8-11% of the employee's salary
• Medical insurance - 2-3% of the employee's salary
• Unemployment insurance - around 0.5-1% of the employee's salary

Housing provident fund contributions

Around 5-12% of the employee's salary is deducted for the housing provident fund. The employee contributes at the locally applicable housing provident fund rate, generally matched by the employer and calculated against a locally regulated contribution base.

Working hours

Source: Shutterstock

Minimum wage

The minimum wage regulations in China are set by the central government and vary depending on the region, and are adjusted periodically. China establishes monthly minimum wages for full-time employees and hourly minimum wages for non-full-time employees. Rates vary by province, municipality, and local tier.

The minimum wage for skilled workers is generally higher than that for unskilled workers. The minimum wage varies by region. As of January 2026, the minimum wage rates are as follows: 

• Shanghai: RMB 2,740 monthly and RMB 25 hourly.

• Beijing: RMB 2,540 monthly and RMB 27.70 hourly.

• Shenzhen: RMB 2,520 monthly and RMB 23.70 hourly.

• Tianjin: RMB 2,510 monthly and RMB 26.60 hourly.

• Guangdong: RMB 2,500 monthly and RMB 23.70 hourly.

Employee benefits

According to Chinese employment law, employers are required to provide certain benefits to their employees and have the option to provide additional benefits.

Mandatory benefits

Social insurance

Employers must enrol their employees in social insurance programs, which include pension, medical, unemployment, and work-related injury insurance. The employer and employee contribute to these programs, with the employer's contribution being generally higher than the employee’s.

Housing provident fund

Employers are also required to enrol their employees in the housing provident fund program, a savings plan for employees to save for their housing needs.

Annual leave

A minimum of five days of annual leave per year after one year of service is a requirement, and the number of days increases with the duration of service.

Maternity leave

Female employees are entitled to 98 days of maternity leave. Supplementary/optional benefits in China

Health insurance

Employers may choose to provide health insurance to their employees, including coverage for medical expenses and other benefits such as dental care.

Life insurance

Employers may also provide life insurance to their employees, including coverage for death or accidental injury.

Education subsidies

This benefit may be provided to employees, including funding for professional development or training programs.

Housing subsidies

Employers may also choose to provide housing subsidies to their employees, which can include funding for housing expenses or assistance with finding housing.

Types of leave available

Annual leave

Work tenure in China refers to an employee's cumulative work years with all previous and current employers.

Following is the length of annual leave based on length of service:

2027 Public holidays

Sick leave

Employers generally have discretion over the number of paid sick days they provide to employees annually. However, the regulations surrounding the recuperation period are more stringent than those for paid sick days.

This period is meant for employees suffering from non-occupational sickness or injury, and the employer is responsible, by law, for paying a portion of their salary. Local labour laws, collective bargaining agreements, or company policies may determine the exact amount and specifics of the payment.

Maternity/paternity leave

China has several laws and regulations regarding maternity leave for pregnant employees. The following are some key highlights of the maternity leave policy in China:

• Prenatal examination: Prenatal checkups for pregnant employees within healthcare institutions during working hours are considered working time.
  
  
• Pregnant employees are entitled to 98 days of maternity leave after their due date, and 15 days before if needed. A difficult delivery allows for an extra 15 days of leave, with an additional 15 days allowed for each additional baby born. In case of a miscarriage, employees are given 15 days of leave within the first four months of pregnancy and 42 days if it occurs after four months.
  
  
• Pre-delivery leave: Pregnant employees, after the seventh month of pregnancy, can take 2.5 months of pre-delivery leave with approval from their employer.
  
  
• Lactation leave: Female employees may take 6.5 months of lactation leave if they face difficulties and their employer allows it.
  
  
• Feeding period: Female employees with a child under one year old can take two feeding periods of 30 minutes each (including artificial feeding) per day, considered working time. In case of multiple births, an additional hour is added for each additional newborn baby.
  
  
• Additional maternity leave: Pregnant employees in Shanghai have 60 extra days of leave in addition to the 98 days, and fathers are given ten days. These extra leaves can be postponed for national holidays.

These regulations provide support and protection for pregnant employees in the workplace and help ensure their well-being during and after pregnancy.

Source: Shutterstock

Background checks

Background checks are not mandatory for every hire. However,  regulated roles may be subject to qualification, integrity, licensing, or criminal-record requirements, especially in the financial, medical, and legal sectors.

Employers in these industries must conduct background checks on new hires to ensure they have a clean criminal record and have not engaged in illegal activities.

Other industries may also choose to conduct background checks on a discretionary basis.

Attracting talent

Attracting and hiring top talent in China is becoming increasingly competitive due to the country's growing economy and rapidly expanding job market. Companies are facing increased demand for highly skilled professionals.

China's growing economy creates a large pool of opportunities

China's flourishing economy has created an abundance of job opportunities for job seekers and companies looking to expand their workforce.

The country's vast population and improving standard of living have resulted in a thriving job market. Particularly in sectors like technology, finance, and manufacturing. These industries play a critical role in China's continued economic growth and attract a large pool of talented individuals, both domestically and internationally.

With advancements in technology, a robust financial market, and a thriving manufacturing industry, professionals can find numerous opportunities to advance their careers in China.

Companies operating in China often seek individuals with specialised skills such as Mandarin proficiency, experience in the local market, and adaptability in the rapidly evolving business environment.

A growing economy needs the best talent pool

A growing economy requires a strong workforce with diverse skills and experiences to drive growth and innovation.

As China's economy expands and new industries emerge, businesses and organisations will require talented individuals to help them succeed.

This means a higher demand for goods and services, leading to increased competition among businesses for the best talent. Therefore, companies must be proactive in attracting and retaining top talent, as they will be essential in helping the business to compete and succeed in a fast-paced and dynamic marketplace.

By investing in attracting and retaining top talent, companies can ensure they have the necessary resources to take advantage of the growth opportunities a growing economy presents and achieve long-term success.

China in a globalised business world

To remain competitive, companies in China must offer competitive salaries, benefits, and work environments and provide opportunities for growth and development. This will be increasingly important as the country strives to remain at the forefront of global innovation and business trends.

To succeed in attracting top talent, companies may also need to embrace new technologies, flexible work arrangements, and diversity and inclusion initiatives, among other strategies.

The goal will be to create an attractive and supportive workplace culture that appeals to top talent worldwide and ensures long-term success.

Termination of employment

In China, the Labour Contract Law regulates employment termination, which outlines the rights and obligations of both the employer and the employee.

Severance pay

In the case of termination, an employer must provide severance pay to the employee if the termination is not due to serious misconduct. The amount of severance pay is calculated based on the years worked, with the highest amount being one month's salary for each year worked. Employment of six months to one year is considered a year’s service, and thus entitled to a month’s salary as severance pay. Those terminated less than six months into their jobs are entitled to a half month’s pay.

Probationary period

A probation period of up to six months may be included in the employment contract in China. During this period, the employer may terminate the employment contract on specified statutory grounds and must explain the reason.

Notice period

For the statutory employer terminations covered by Article 40 of the Labour Contract Law, the employer generally provides 30 days’ written notice or one additional month’s wages in lieu. Summary dismissal, mutual termination, economic layoffs, and contract expiry are governed by different requirements.

What are my options for hiring?

Airswift offers various services and employment solutions to help companies attract talent in China, ensuring compliance with local laws. With our extensive experience and knowledge, we minimise the risks associated with hiring the best employees in China, so you can focus on growing your business.

We handle the administrative tasks and recruitment process, so you can focus on growing your business.

Talent acquisition

Growing a business comes with its own set of challenges and risks. To minimise these risks, it is important to have a team of skilled and knowledgeable professionals. With Airswift, you get a local talent acquisition specialist to help find the right employees in a competitive market.

In addition to traditional hiring, we also offer temporary staffing options for short-term projects and flexible staffing solutions to meet your changing needs. You can rely on our database of highly qualified contractors to provide you with the talent you need when you need it.

For a more permanent staffing solution, our professional recruitment services can help you find the right talent from China who fits your specific requirements.

Employer of record (EOR)

*Although the information provided has been produced from sources believed to be reliable, no warranty, express or implied, is made regarding the accuracy, adequacy, completeness, legality or reliability of any information. For the latest information and specific queries regarding particular cases, please contact our team.