Employment Solution China 2018-05-22T18:17:19+00:00

What are Employment Solutions?

INS aims to offer a complete range of administrative and legal support services by locally sponsoring professionals to set up or develop our clients’ business here in China. Besides advising on how to set up a payroll structure for the employee, we further help our clients navigate through complicated negotiations regarding their local staff contracts, and handle administrative work procedures including possible contracts renewal or termination. INS makes sure that all rules and regulations are followed in compliance with the law.

INS handles the management of all necessary procedures on a monthly basis. By outsourcing payroll and HR Management to INS in China, INS provides precise, professional and trustworthy service and therefore guarantees a structured and transparent staff management for its clients. Furthermore, clients are given the opportunity to focus their resources on their core business activities.

While being in control of the full HR management of their staff, foreign companies can focus their internal discussions toward business-related matters – leaving aside HR concerns.

What does Employment Solution include?

How to Proceed



a Representative



Mission & Contract



the Contract



a Team Member



your Business

Post-Employment Responsibilities

China Market Entry Methods Comparison

Employment Solution



Management Efforts




Setup Time

1 – 2 months

Company Formation



Management Efforts



High (licenses, capital registered, etc)

Setup Time

6 – 12 months

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Frequently Asked Questions

Having a local entity is not required, as employment services are already using a compliant local “Employer of Record” company.

Yes, employment solution is possible for both local national and expatriate staff.

Staff can be home-based depending on their scope of activity, while the employer must always be aware of their residential address and direct contact information.

Staff can be employed in any city in order to have their employment status abiding by the local labor regulations.

Staff already on-site can be hired in record time depending on their actual professional situation, while a new immigration procedure lasts approximately 1-month prior arrival to the work location.

The employer of record is responsible for both the hiring and termination procedures, while informing the client of all costs involved at all time.

The standard procedure requires the employer of record to respect a minimum 1-month notice period prior termination, while the economic compensation is in general 1-month salary per year worked.

The employer of record is responsible at all time of all payroll compliance and necessary tax declarations to the local government authorities.

The employer of record is legally liable during all the staff employment duration.

Yes, your HR will keep it ‘inactive’ while your Employer of Record will provide you a local labor contract.

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