Under Chinese laws and regulations, employers must:
Standard working hours are eight hours per day, or 40 per week.
The comprehensive working hour system requires the employer to obtain pre-approval from the local labor administrative department. It offers:
Whether you are currently doing business with China or considering an expansion, human resources will be essential to your success.
Flexible working hour system requires employers to obtain pre-approval from the local labor administrative department. In this arrangement, there is no limit on working hours. It is applicable to certain positions specified by Chinese labor law, for example, drivers.
Salaries comprise a base salary (calculated on a monthly basis), overtime, incentives and bonuses (calculated monthly/quarterly/annually), allowances, and social benefits, including social insurance and the housing fund.
Additional compensation includes salary paid during a probation period, which can’t be less than 80% of the salary after the probation period, and compensation for overtime work, which can be 1.5 to 3 times the normal salary, depending on the OT (e.g., OT on weekdays, weekends and public holidays) by the end of 2017.
Taxes, social insurance and housing funds have different tax rates depending on the employee’s salary.
Social insurance and housing fund rates differ depending upon the city and are paid by both the employee and the company:
Social insurance includes:
|Social Insurance Base||Pension||Unemployment||Medical||Injury||Maternity|
|Housing Fund Base||Housing Fund|
The social insurance base and housing fund base are adjusted by the government in Shanghai every year in April and July. The responsibility of the company and the individual is different in different cities and may be adjusted by the government.
Induction and termination. Upon hiring, companies must register Chinese employees through the employer’s company account in the Ministry of Human Resources and Social Security (MOHRSS). MOHRSS is a ministry under the State Council which is responsible for national labor policy standards, regulations — and managing the national social security system. It is thus responsible for labor force management, labor relations, social insurance management and legal construction of labor.
Foreign employees must acquire employment and resident permits from MOHRSS and the Entry and Exit Administration of Ministry of Public Security.
Employees can be terminated during probation. According to Chinese labor law, if the term of a labor contract is not less than three months but less than one year, the probation period shall not exceed one month.
If the term of a labor contract is not less than one year but less than three years, the probation period shall not exceed two months. For a labor contract with a fixed term of three years or more or without a fixed term, the probation term shall not exceed six months. During probation, three days’ written notice is required for termination. After probation, 30 days’ written notice is required. Chinese employees will be deregistered with the Labor Authority. The employment and resident permits of foreign employees will be cancelled upon termination.
Employment contract and staff handbook. In China, the employment contract creates legal rights and obligations at law on terms subject to Chinese labor law. Contracts apply to individual employees.
The staff handbook outlines policies and procedures that should be followed by all employees. The handbook signed by the employees has legal effect as long as the terms do not conflict with Chinese laws/regulations.
Leave entitlements include an annual leave, the length of which is determined by work experience and differentiated by cities:
Vistra employs more than 3,500 professionals across 75 locations in 48 jurisdictions. In China, we help foreign companies with market entry including setting up Offshore Company Structures, Incorporation in China, Virtual CFO and HR Solutions.
Established in 2008, PNC's Shanghai Representative Office (SRO) is available as a resource to PNC clients who are doing business with China or in China. The SRO can provide assistance and guidance on:
In China, the employment contract creates legal rights and obligations at law on terms subject to Chinese labor law.
Grace Zhu is responsible for PNC’s business in mainland China and Hong Kong.
She has more than 25 years’ experience in the banking industry in Shanghai, including check clearing, payments, cash management, trade finance and loans business. Prior to joining PNC Bank, Zhu served other major U.S. and international banks.
Zhu holds a bachelor’s degree in finance and taxation from Shanghai University of Finance & Economics and a master’s degree in business administration from the joint program of Shanghai University of Finance & Economics and Webster University.
Karen Wang has been helping overseas companies enter China for more than 10 years. She gained her experience from multinational organizations and international consultancy firms, where she advised overseas clients in a variety of industries, including manufacturing, consumer goods, trading and consulting, including both multinationals and startups.
Wang co-chairs the American Chamber of Commerce Future Leader Committee and is a frequent speaker on China-related topics.
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PNC Bank’s Shanghai Representative Office was approved by the China Banking Regulatory Commission on April 16, 2008. PNC’s Shanghai office is prohibited from engaging in any form of operational business activities in compliance with the People’s Republic of China on Administration of Foreign-funded Banks released by the State Council. Accordingly, PNC’s Shanghai Representative Office does not accept deposits, underwrite loans or issue credit of any kind, or sell wealth management products in China. Any activities of these types in China using the PNC name or trademarks are not authorized by PNC.
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