Payroll Outsourcing in China | INS Global
Countries / China / Payroll Outsourcing in China

Payroll Outsourcing in China

Hire globally. Pay locally.

Expanding into a new market or hiring globally can be daunting. INS provides payroll outsourcing services to over 600 companies in more than 80 countries to ensure that our clients’ global employees are paid in a way that streamlines often complex local tax and insurance regulations. 

You can focus on achieving your business goals while we take care of the HR and make sure your employees are paid accurately, punctually, and safely. 

Payroll Outsourcing in China - Summary

Benefits of Payroll Outsourcing

Assured Legal Compliance

INS’s team of local experts with over 15 years of experience in the industry can ensure that you are fully compliant with every aspect of Chinese payroll regulations 

Reduced Cost And Time

Save time and money by working with one partner to take care of all of your payroll needs 

On Time Delivery

Your employees will be ensured punctual monthly payments according to your requirements 

One Platform for everything

A PEO covers every aspect of HR services and streamlines these into one point of contact 

Focus on Company Growth

By providing payroll outsourcing, recruitment, headhunting, and contractor management services, a PEO takes care of the HR processes required for your entry into a new market while you can concentrate on successful growth. 

What are the steps for Payroll Outsourcing

Taking the complex task of organizing payroll in China for a global company and ensuring that your employees are paid correctly and on time is a costly and arduous process. 

  • First you have to set up a local legal entity to hire and process your employee.
  • Then, you need to open bank accounts, organize for your employees to be paid in Chinese RMB.
  • Next you need to ensure that employee contracts comply with local laws and guidelines relating to matters such as benefits, working hours, tax, and social security payments.
  • This payroll then needs to be closely and constantly managed to guarantee that you continue to be on top of constantly changing laws and regulations

INS Global works with you and simplifies the procedure into one basic agreement with our local PEO which can act as your EOR in China and perform all payroll functions for you. 

 

testimonial from Manuel Ramos

Testimonial

Manuel Ramos

TERAO ASIA

Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 

5/5

What are the Payroll Taxes in China?

As with most countries, China has a progressive taxation model that means the more your employees are earning in China the more they will have to pay in tax, as seen in the tables below. 

Companies employing workers in China are legally obliged to arrange and make payroll tax payments for employees. This includes: pension, unemployment, and insurance contributions, as well as each employee’s housing fund payments.  

While there are no local laws on personal income taxes, different cities may include minor differences to the amounts they require for social security contributions. 

Corporate tax in China is fixed at 25%. 

For more information about payroll outsourcing, as well as any other HR services we provide, contact us 

How INS Global can help your business

Organizing payroll for your global structure can be a complex process fraught with complications and delays. 

INS can be your all-in-one point of contact that meets your needs for payroll outsourcing, PEO, invoicing, and tax administration services and allows you to focus on your expansion into China.  

CONTACT US TODAY

Discover More Solutions in China

FAQs

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.