Managing the Employment Lifecycle 

In the dynamic Chinese business landscape, managing the employment lifecycle of both Chinese and foreign employees demands meticulous attention to legal compliance and operational nuances. Our expert - driven personnel outsourcing services are designed to navigate these complexities, ensuring seamless processes, minimized risks, and enhanced efficiency at every stage.

1. Onboarding Phase: 

Recruitment Compliance

Chinese Employees

-Our team rigorously adheres to Chinese labor regulations, ensuring a discrimination - free recruitment process. From crafting inclusive job postings to conducting fair candidate evaluations, we leave no room for legal loopholes, providing you with a workforce acquisition process that's both ethical and legally robust.

Foreign Employees

-We specialize in aligning job positions with the Classification Criteria for Foreigners Working in China (Categories A, B, C). Our streamlined approach to obtaining the Notification Letter of Foreigner's Work Permit via the online system involves thorough document preparation and submission. This not only speeds up the approval process but also significantly reduces the likelihood of application rejections due to errors or omissions.

Employment Contract Signing

For contracts with a term of 3 years or more, the probation period can extend up to 6 months, clearly defined to protect both employer and employee interests.

2. In - employment Management Phase

Social Security and Housing Provident Fund

Chinese Employees

We take charge of ensuring mandatory contributions to the "Five Insurances and One Fund" (pension, medical, unemployment, work - related injury, maternity insurance, and housing provident fund). Our accurate calculations, based on employees' average monthly salaries from the previous year (never falling below local minimum standards), safeguard your business from costly social security compliance issues.

Foreign Employees

While social security participation is voluntary in most regions, we're well - versed in the regulations of cities like Shanghai and Shenzhen where it's mandatory. We act as your guide, helping foreign employees understand their social security rights and obligations, and ensuring smooth registration using their passport numbers

Attendance and Leave

3. Offboarding and Termination Phase

ensures a hassle - free exit for both the employee and your company.

Employer - initiated Termination

All terminations are carried out in strict accordance with the scenarios outlined in Articles 39 - 41 of the Labor Contract Law, such as probationary failure, serious misconduct, or economic layoffs.

Compensation Details

Compensation is calculated as N (years of service) × monthly salary, with double compensation (2N) in case of illegal terminations. For foreign employees, we ensure the necessary additional reporting to the Exit - Entry Administration Bureau, leaving no compliance stone unturned.

Risk Mitigation

Contractual Risks

Our proactive contract management system ensures timely contract signing within one month of employment, effectively preventing costly double - salary claims that can go up to 11 months.

Social Security Risks

Regular internal audits and continuous policy tracking form the backbone of our social security management. This approach safeguards against underpayment issues, protecting you from potential fines and disputes.

Foreign Employee Risks

Our stringent visa and work permit checks are designed to eliminate the risk of illegal employment. By ensuring compliance at every step, we protect your business from hefty fines of up to CNY 100,000.