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In today’s fast-moving business world, companies pick an Employer of Record (EOR) to hire staff in China. In this expert guide, we’re taking a truly in-depth look at the best China EOR services operating today.
Expanding into China looks irresistible on paper. Large talent pools, world-class engineers, and fast-growing product markets across Beijing, Shanghai, Shenzhen and beyond. But the reality on the ground is full of procedural traps. Incorporating a local entity requires navigating provincial registrations, capital rules, tax IDs, social insurance setups, bank relationships and employment law that varies by city. If you only want to hire a few employees or also for larger teams, it is often not worth the hustle.
This guide compares the best Employer of Record providers in China for 2026 using a weighted global and China-specific scoring framework. We analyse pricing, compliance reliability, entity ownership, visa support, and on-the-ground execution to rank the top EOR services for hiring employees in mainland China.
If your expansion includes other regions, our global Employer of Record comparison helps benchmark providers internationally.
Quick Verdict: Top 10 Employer of Record in China
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4.5/5
4.3/5
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4.1/5
4.5/5
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3.9/5
4.6/5
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4.3/5
4.3/5
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3.8/5
4.6/5
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3.8/5
4.4/5
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3.4/5
4.4/5
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4.0/5
4.0/5
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2.9/5
4.6/5
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3.2/5
3.8/5
Why You Can Trust Employsome’s China EOR Rankings
We are 100% independent. Employsome is not owned by or affiliated with any Employer of Record provider. No provider can pay to appear higher in our rankings. We highlight both strengths and weaknesses so companies can make a genuinely unbiased decision.
Data-driven EOR scoring. Every provider is evaluated using our industry-leading scoring model, combining global EOR capabilities with how reliably an EOR actually operates inside mainland China. This ensures rankings reflect real delivery, not sales promises.
Verified China EOR data. We independently validate each provider’s China setup, including entity ownership versus partner models, compliance with Chinese labour law, payroll execution, statutory social insurance and housing fund contributions, IIT (individual income tax) handling, and onboarding practices for both local hires and cross-border talent.
Built by people who ran EORs. Employsome was created by former EOR operators who have managed global payroll and China hiring projects at scale. We’ve seen firsthand where EORs succeed in China – and where operational, compliance, or partner-model gaps most commonly appear. Our mission is to bring transparency and practical, experience-based insight to one of the world’s most complex EOR markets.
In-Depth Review: Best Employer of Record Providers in China
Multiplier is a global EOR that operates through an owned entity in China. As companies expand, they can take advantage of the services Multiplier offers in more than 150 countries around the world. The company offers extensive services for businesses outside of standard EOR offerings, such as on-demand talent solutions and agent of record (AOR) services.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (5.0/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.
✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR contractor, though FX markups apply (stated ~2%, reported higher in some cases) and country-level cost breakdowns are not always fully transparent upfront.
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.
✓ Customer Experience & Support (4.5/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.
✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.
4.5/5
✓ Entity Ownership (4.5/5): Operates through its own local Chinese entity, giving Multiplier direct control over employment contracts, payroll, and compliance without relying on third-party partners.
✓ Onboarding Speed (4.5/5): Onboarding typically completed within ~7 business days, which is fast for China given regional registration and documentation requirements.
✓ On-Site HR Support (4.5/5): Strong local HR and payroll execution for mainland China, with reliable handling of employee administration and statutory processes.
✗ Visa & Work Permit Support (3.0/5): No support for expat hiring, work permits, or visa sponsorship. Limited strictly to hiring local Chinese nationals.
✓ In-Country Compliance (5.0/5): Excellent compliance handling across labor contracts, IIT, social insurance, housing fund contributions, statutory leave, and terminations.
✓ Local Add-Ons (4.5/5): Supports statutory benefits, compliant payroll execution, and local employment documentation; limited mobility-related add-ons.
4.3/5
Asia-pacific focus: Founded in Singapore, Multiplier has great expertise in the Chinese employment laws and complex regulations.
Owned entity: Operates through its own Chinese subsidiary so you’re not subject to unreliable subcontractors or ICPs.
Limited tech integrations and software option: Doesn’t have the same range as some other platforms like Deel or Pebl.
Multiplier is best placed for companies prioritizing robust compliance and an easy-to-use, user-friendly software. It can be an expensive choice for smaller businesses and startups, with flat-rate costs for services they may not need.
Acclime is actually a corporate services company that does corporate advisory on transactions, M&A, risk, compliance and expansions that includes EOR as well. They are a regional powerhouse in Asia, offering deep on-the-ground expertise across China, Hong Kong, Southeast Asia, and other emerging markets. Unlike global EOR giants, Acclime specializes in complex local compliance, entity setup, payroll, and ongoing corporate governance making them especially strong for companies that need high-touch support in challenging jurisdictions.
Corporate
Ø Fee per Employee per Month, First Year
- Corporate Consultancy
- APAC Expert
✓ Global Coverage & Services (4.5/5): Strong APAC-focused EOR provider with local teams across 14+ Asia-Pacific countries. Delivers full EOR scope including compliant contracts, payroll, statutory filings, benefits administration, and immigration support. Not designed for global contractor payments or large-scale payroll automation outside APAC.
✓ Pricing & Transparency (4.0/5): Transparent fee structures within APAC once scoped. Pricing varies by country due to statutory complexity and there is no unified global pricing page, requiring quotes for multi-country setups.
✓ Payment & Contract Terms (4.0/5): Month-to-month contracts available in many APAC markets with country-compliant service agreements. Some jurisdictions require security deposits due to local legal frameworks.
✓ Customer Experience & Support (4.5/5): Acclime’s strongest area. Highly responsive local, in-country teams across APAC with white-glove onboarding for complex roles. Support hours vary by country and are not 24/7 like SaaS-first EORs.
✓ Platform & Integrations (3.5/5): Functional portal for payroll, contracts, and statutory documentation. Platform is compliance-first and utility-focused, not a modern SaaS HRIS, with limited integrations to HRIS, ATS, or ERP systems.
4.1/5
✓ Entity Ownership (4.5/5): Operates through established owned entities in China, giving Acclime strong control over compliance, payroll execution, and HR administration without relying on third-party EOR resellers.
✓ Onboarding Speed (4.5/5): Typical onboarding completed within 1-2 weeks, which is fast for China given registration, tax setup, and documentation requirements.
✓ On-Site HR Support (4.5/5): Strong local HR and payroll teams on the ground, supporting employee relations, statutory processes, and employer obligations across major Chinese cities.
✓ Visa & Work Permit Support (4.5/5): Comprehensive support for China work permits and residence permits, including renewals and compliance guidance for foreign hires.
✓ In-Country Compliance (5.0/5): Excellent handling of PRC labor law, social insurance, IIT, housing fund (HF), employment contracts, and termination rules.
✓ Local Add-Ons (4.0/5): Supports benefits administration, compliance advisory, and mobility-related services. Less focused on equity plans or advanced compensation structures.
4.5/5
Exceptional China Compliance Expertise: Strong in Chinese tax, HR and payroll
Ideal for Complex Cases: Like WFOE setup, expatriates, tax structuring
Not a Global EOR Provider: Strong in China, Vietnam, Singapore and Hong kong, but not beyond.
Limited Tech Platform & Automation: Operate like a professional services firm and not like a tech SaaS
Acclime is one of the most trusted specialists for hiring in China (and overall APAC), offering deep local expertise, precise compliance handling, and strong guidance for companies that prioritise accuracy over speed. It’s an excellent fit for mid-sized or enterprise teams planning long-term operations in China or needing help with entity setup, tax structuring, and complex employment cases, but it’s less suitable for startups looking for fast, self-serve onboarding or automation-heavy tools. Overall, Acclime delivers reliability and expert execution rather than modern software flair, making it a smart choice for companies that want to “get China right” rather than “get up and running fast.”
IntelliPro is a China-focused Employer of Record with deep on-the-ground HR and compliance expertise across mainland China and the wider APAC region. Rather than positioning itself as a pure SaaS platform, IntelliPro operates as a service-led EOR built for highly regulated markets, where accurate payroll execution, labour-law compliance, and local execution matter more than automation. It is a strong choice for companies hiring in China that prioritise legal certainty, in-country support, and experienced Mandarin-speaking HR teams over self-serve dashboards.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.0/5): China- and APAC-focused EOR with strong execution in regulated markets. Covers core EOR delivery including compliant contracts, payroll, statutory filings, and visa support, plus added HR services such as talent acquisition support and local HR advisory. Coverage is deep regionally but limited outside APAC.
✓ Pricing & Transparency (3.5/5): Competitive pricing in China and Southeast Asia once scoped, but no public benchmarks and country-level cost breakdowns typically require consultation, reducing upfront predictability.
✓ Payment & Contract Terms (4.0/5): Locally compliant employment contracts well suited for long-term hiring structures. Processes are reliable but less flexible and more manual than SaaS-first global EORs when scaling quickly.
✓ Customer Experience & Support (4.5/5): Strong in-country HR and payroll teams in China with good handling of complex labor-law questions. Support is regionally strong, though not structured for global 24/7 coverage.
✓ Platform & Integrations (3.5/5): Functional platform for payroll, contracts, and reporting. Suitable for operational needs, but automation depth and native integrations lag behind tech-first EOR leaders like Deel or Remote.
3.9/5
✓ Entity Ownership (5.0/5): Operates through its own legal entities in mainland China with multiple registered offices, including a large Shanghai hub in the K11 Building. IntelliPro maintains direct control over employment, payroll, and compliance with no partner hand-offs. Leadership and senior management teams are predominantly China-based, strengthening governance and accountability.
✓ Onboarding Speed (4.5/5): Fast and reliable onboarding supported by large in-country HR teams. Contract issuance, statutory registrations, and payroll setup are typically completed within standard China timelines, with strong execution across Tier-1 and Tier-2 cities.
✓ On-Site HR Support (5.0/5): Outstanding on-the-ground support through fully staffed offices in Shanghai, Beijing, Shenzhen, Hangzhou, Wuhan, and other major cities. Mandarin-speaking HR and payroll specialists provide direct employee support, in-person escalation, and hands-on handling of complex payroll and social insurance cases.
✓ Visa & Work Permit Support (4.5/5): Strong experience supporting Employment Permit and Residence Permit processes for foreign nationals across major Chinese cities. Well-positioned for regulated and cross-border hiring scenarios, though timelines remain dependent on local PSB and SAFEA processing.
✓ In-Country Compliance (4.0/5): Solid compliance execution across Chinese labor law, Individual Income Tax (IIT), social insurance, housing fund (公积金), and local bureau filings. Particularly strong in Tier-1 cities. Slight regional variation remains typical in multi-city China operations.
✓ Local Add-Ons (4.5/5): Broad China-specific service stack including statutory benefits administration, multi-city payroll handling, bilingual HR support, recruitment, managed services, contractor conversion, and hands-on employee lifecycle management.
4.6/5
Owned entity and strong China footprint: Operates through its own Chinese entities with offices in Shanghai, Beijing, Shenzhen, and other major cities. No partner risk and very strong local execution.
Excellent on-the-ground HR support: Large Mandarin-speaking HR and payroll teams with deep experience in social insurance, housing fund, and employee relations.
Limited automation and integrations: Service-led model with fewer self-service features and integrations than SaaS-first EOR platforms.
Not ideal for large multi-region programs: Best for China and APAC hiring, but less suited as a single global EOR partner across many continents.
IntelliPro is best for startups, scale-ups, and mid-market companies that want a service-led China EOR with deep local execution rather than a pure SaaS platform. It’s a strong fit for teams that prioritise compliance accuracy, Mandarin-speaking HR support, and hands-on guidance in a highly regulated market.
With a large US presence and long-standing China operations, IntelliPro works especially well for US-based companies expanding into China that want a provider familiar with both US business practices and Chinese labour, payroll, and social security requirements.
Pebl, formerly Velocity Global, remains one of the most recognized names in the Employer of Record (EOR) industry, offering coverage in 185+ countries. The rebrand introduces a new AI-powered platform designed to make global hiring faster, smarter, and more automated. Customers still work with the same experienced team and core services, now enhanced with real-time compliance insights, improved self-service workflows, and a more modern product experience.
Global
Ø Fee per Employee per Month, First Year
- Strong global entity infrastructure
- Transparent (but high) pricing
✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.
✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.
✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,
✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.
✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.
4.3/5
✓ Entity Ownership (4.5/5): Own entity established in 2o20.
✓ Onboarding Speed (4.5/5): Typically 1–2 weeks due to regional requirements.
✓ On-Site HR Support (4.5/5): Local payroll and HR expertise available.
✓ Visa & Work Permit Support (4.0/5): Work permit coordination supported.
✓ In-Country Compliance (4.5/5): Solid handling of IIT, social insurance, and labor contracts.
✓ Local Add-Ons (4.0/5): Benefits and compliance support.
4.3/5
Chinese entity: They operate through own entity which smooths the process
White glove service: Customized support and packages of hiring solutions for companies in need of a ‘high touch’ partner.
Global coverage: All international locations covered by EOR, as well as a full PEO solution. Useful when you need “one throat to choke” across multiple markets.
Platform: User experience is not as modern as product-led rivals.
Price transparency: Compared to other providers, Pebl’s service fees are fairly high. The EOR provider could also be more transparent with prices than they currently are.
Pebl (also known under the former nameVelocity Global) is ideal for medium to large enterprises that plan a rapid or complicated international expansion into the Chinese market, and other countries in APAC. These companies usually require strong compliance, consistent processes over several countries, as well as solid HR support. It’s an excellent partner for organizations that value committed HR support, the ability to manage dispersed teams, and compliance.
BIPO is a fast-growing Asia-Pacific HR and payroll provider that has expanded into global Employer of Record (EOR) services in over 100 countries. Founded in Singapore, BIPO built its reputation on strong regional payroll infrastructure before extending its technology and partner network worldwide. Today, BIPO positions itself as a unified HR platform offering EOR, global payroll, workforce management, and an all-in-one HRIS designed for companies hiring in APAC and emerging markets.
Global
Ø Fee per Employee per Month, First Year
- APAC Expert
✓ Global Coverage & Services (4.0/5): EOR and payroll services across 100+ countries, with strongest depth in APAC and China. Services are compliance-led rather than software-first.
✓ Pricing & Transparency (3.5/5): Enterprise-style, sales-led pricing with predictable costs once quoted, but limited upfront country-level transparency.
✓ Payment & Contract Terms (3.5/5): Standardized EOR contracts with compliance-first structures. SLAs and notice terms vary by country and require contract confirmation.
✓ Customer Experience & Support (4.5/5): Strong regional payroll and compliance teams, especially across Asia-Pacific. Support is reliable but process-driven.
✓ Platform & Integrations (3.5/5): Functional HR and payroll platform covering core needs. Limited automation and integrations compared to SaaS-first EORs.
3.8/5
✓ Entity Ownership (5.0/5): Operates through a strong local Chinese entity, enabling direct employment and full statutory compliance without reliance on third-party EORs.
✓ Onboarding Speed (3.5/5): Onboarding is slower than lightweight EORs due to regulatory complexity, but processes are stable and predictable once documentation is complete.
✓ Local HR Support (4.5/5): Deep in-country HR and payroll expertise, including handling of IIT, social insurance, housing fund, and local labor bureau requirements.
✓ Visa & Work Permit Support (4/5): Limited mobility and expat sponsorship support compared to global EOR leaders; best suited for local hires.
✓ In-Country Compliance (5.0/5): Excellent compliance execution aligned with Chinese labor law, statutory filings, audits, and reporting obligations.
✓ Local Add-Ons (4.5/5): Strong China-specific payroll and HR services; fewer global-style perks or equity-focused add-ons.
4.6/5
Strong APAC expertise: excellent compliance understanding in China, Singapore, Malaysia, India, and Southeast Asia.
Solid Payroll Accuracy & Local Compliance: As BIPO started as a payroll provider.
Low fees: compared to the main global providers.
Partner-Based EOR Model Outside APAC: Strong in Asia, less so outside the region
Mixed User Experience with Platform UI: Functional, but less UI/UX appealing.
BIPO is a strong fit for companies that want reliable EOR and payroll execution in China without paying Deel- or Remote-level pricing. It’s especially suitable for businesses expanding into APAC for the first time, and companies that value local compliance, stable payroll, and an HRIS included in the package. If your priority is accuracy, statutory compliance, and cost efficiency, BIPO is a safe, pragmatic choice in China.
Globalization Partners (G-P) is now called G-P and is one of the pioneers in the EOR space, has earned its reputation by setting up its own local entities and building strong in-country teams. Because it directly employs workers in most markets, the company can better figure out regional labor laws and avoid expensive compliance mistakes. Recently, G-P expanded its platform with recruiting tools that connect companies to local talent partners.
Global
Ø Fee per Employee per Month, First Year
- White-glove service
- Enterprise-grade software
✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.
✓ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.
✓ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.
✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.
✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.
3.8/5
✓ Entity Ownership (5/5): G-P operates through its own legal entity in China, enabling direct employment and stronger compliance control. This owned infrastructure is critical in China’s complex regulatory environment.
✓ Onboarding Speed (3.5/5): Onboarding is slower than some competitors due to G-P’s thorough internal review processes. China’s extensive documentation requirements (hukou considerations, social insurance registration) add complexity. Typical timelines of 7+ days.
✓ On-Site HR Support (5/5): Small but knowledgeable local team based in China. Exceptional deep expertise on Chinese labour law. Reliable support for foreign companies navigating complex HR processes.
✓ Visa & Work Permit Support (4.0/5): China has restrictions on EOR visa sponsorship, some visa types require the end client to hold the local entity. G-P can support certain work permit processes but with limitations compared to direct entity sponsorship.
✓ In-Country Compliance (5/5): Strong compliance controls with careful handling of sensitive HR processes including social insurance (five insurances + housing fund), Individual Income Tax (IIT), mandatory benefits, and local filing requirements. Risk-reduction value is significant.
✓ Local Add-Ons (4.0/5): Supports statutory benefits and can administer supplementary packages. Less flexibility on custom benefit structures due to enterprise-oriented model, but covers core market expectations.
4.4/5
Owned legal entity: G-P does not use a third-party provider in China, resulting in more consistent performance.
Local team: G-P has an on-the-ground team in China that can support employees without language or time-zone barriers.
Payroll accuracy: Stable partner with careful processes that result in a smooth and compliant payroll experience.
High pricing: G-P still charges fees similar to what EOR companies charged years ago – too high and with too many hidden costs.
Less platform automation: Not as modern as Deel or Papaya; lacks a full HRIS and several automation features expected from top-tier EORs.
Slower onboarding: Processes take longer at G-P, including onboarding and offboarding timelines.
G-P is a great fit for companies that prioritize low risk, compliance certainty, and a steady partner in China. It’s not ideal for teams needing fast onboarding, tech-driven workflows, or tight budgets. Overall, G-P delivers reliability over speed, making it a strong but premium choice for hiring in China.
Galaxy APAC is a regional EOR and HR outsourcing specialist focused exclusively on the Asia-Pacific market. Galaxy APAC positions itself as a true regional expert, deeply familiar with the legal, cultural, and payroll nuances of APAC jurisdictions. The company supports hiring, payroll, tax compliance, and HR admin across key markets such as Singapore, Malaysia, Hong Kong, Japan, Australia, and the Philippines.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.5/5): Broad country coverage supporting standard EOR hiring, payroll, and statutory compliance. Suitable for expansion into less common markets, but service depth and execution quality vary significantly by country and local partner.
✗ Pricing & Transparency (3.5/5): Competitive pricing in select regions, but no public pricing available. Final costs often depend on country and partner, with FX, benefits, and statutory fees clarified late in the process.
✓ Payment & Contract Terms (4.0/5): Standard EOR contracts aligned with local labor laws and reasonable flexibility to scale headcount up or down. However, notice periods, termination mechanics, payment terms, and currencies vary by country.
✓ Customer Experience & Support (4.0/5): Responsive account management and solid support for complex or non-standard hiring cases. Support quality and availability depend heavily on the responsiveness of local partners.
✗ Platform & Product Experience (2.0/5): Basic platform offering centralized access to employment records only. UX is dated, with no advanced automation, analytics, integrations, or self-service workflows.
3.4/5
✓ Entity Ownership (4.5/5): Strong local boutique presence in China with deep operational capabilities, including support for WFOEs and Representative Offices, giving Galaxy more control than typical partner-only EORs.
✓ Onboarding Speed (4.0/5): Onboarding is efficient for China, typically completed within 1–2 weeks depending on city and documentation requirements.
✓ On-Site HR Support (4.5/5): Excellent hands-on local support with experienced teams guiding clients through payroll, HR administration, and day-to-day employment issues in a complex regulatory environment.
✓ Visa & Work Permit Support (4.5/5): Strong advisory and coordination support for work permits and residence permits, including expat-related processes tied to entity setup.
✓ In-Country Compliance (4.5/5): Very strong compliance handling across PRC labor law, IIT, social insurance, housing fund, and local tax bureau requirements.
✓ Local Add-Ons (4.4/5): Above-average local add-ons including company setup (WFOE, Rep Office), payroll outsourcing, statutory benefits administration, tax compliance, and regulatory advisory.
4.4/5
Exceptional China Compliance Expertise: Strong team of Chinese employment law experts
Physical office in Hong Kong: Same time zone and billingual support
Ideal for Complex Cases: Can handle foreign-invested entity setup, localized benefits, and expat tax handling.
Limited Tech Platform & Automation: workflows are manual and lack modern dashboards, integrations, or automation.
Not a Global EOR Provider: not competitive globally compared to Deel, Remote, or Papaya.
Slower Onboarding & Processes: Compliance-heavy and manual approaches that require substantive email back and forth
Acclime is a local expert in complex cases and will provide hands-on support for you if you want to hire expats or have complicated tax edge cases. They are not a fit if you are looking for a global partner with a fancy tech platform. They operate in a more traditional way and are not really suitable for startups that look to hire within days rather than weeks.
RemoFirst was founded to make it easier for companies to be remote-first, removing the geographical barriers from international business. While they’ve only been around since 2021, they’ve made a big splash on the industry as they offer quite competitive prices. They solely operate through third party providers, so they do not employ through their own entity in China.
Global
Ø Fee per Employee per Month, First Year
- Low cost provider
- Extensive global coverage
✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).
✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep in mind that an FX markup may apply in this case).
✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.
✓ Platform & Integrations (4.0/5): Modern, intuitive platform with automated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.
4.0/5
✗ Entity Ownership (3.5/5): RemoFirst operates through a vetted local partner in China rather than an owned entity. Partner navigates China’s complex regulatory environment with established local presence.
✓ Onboarding Speed (4.0/5): Onboarding through RemoFirst’s platform. China’s extensive documentation and social insurance registration requirements may extend timelines slightly.
✓ On-Site HR Support (4.0/5): Local Chinese partner provides expertise on labor law and sensitive HR processes. Support coordinated through dedicated account managers.
✓ Visa & Work Permit Support (3.5/5): China has restrictions on EOR visa sponsorship—some visa types require end client entity. RemoFirst partner can support certain processes but with limitations.
✓ In-Country Compliance (4.5/5): Strong compliance coverage for Chinese labor laws including social insurance (five insurances: pension, medical, unemployment, work injury, maternity) plus Housing Fund (公积金), and Individual Income Tax (IIT) withholding.
✓ Local Add-Ons (4.0/5): Supports Chinese statutory benefits including five social insurances and Housing Fund (rates vary by city). Can administer supplementary commercial health insurance, meal allowances, communication allowances, transportation subsidies, and annual bonuses (13th month common). Housing Fund contributions are tax-advantaged for employees. Equipment provisioning available.
4.0/5
Affordable provider: Great for price-conscious customers
Extremely Fast and Responsive Support: 15 min response by sales and usually around 30 min support for other issues
Broad Country Coverage Through Local Partners: Offering 180+ countries for global scale
Partner-Based EOR Model Creates Inconsistency: Payroll accuracy, support, compliance highly depends on partner
Slower resolution times: Support often cannot resolve issues before talking to partner first
No edge case support: Not a good point of contact for immigration cases in China
RemoFirst is a cost-effective EOR Platform with useful software infrastructure and wide international coverage. RemoFirst is best suited to companies that are looking for an EOR on a budget in many countries at once. For most complex immigration cases, other edge cases or if you only want to hire in China, we recommend other providers.
CDP Group is a Shanghai-based HR and EOR provider with over 20 years of experience supporting employment and payroll services. Its roots are deeply local, and the company has built a reputation for serving mainly Chinese multinationals expanding abroad as well as foreign firms operating in China. CDP combines payroll and HR outsourcing with employer-of-record services for clients across dozens of countries, though its primary strength lies in China payroll, compliance, and HR execution rather than self-serve global SaaS offerings.
Global
Ø Fee per Employee per Month, First Year
- China-based EOR
✓ Price & Transparency: Public materials show package framing but not a full global price list; CDP markets “WorkLife” platform and fixed-service bundles, though detailed country-level fees and FX/markup disclosures are not consistently published.
✗ Payment & Contract Terms: Enterprise-style contracts and SLAs are used, but public evidence suggests deposit or country-dependent billing terms may apply; confirm deposit/advance clauses in contract.
✓ Service Quality & Support: Mature, China-native support organization with 24/7 payroll/HR channels and longstanding local expertise; CDP references 2,000+ customers and multi-industry experience.
✗ Platform & Product Experience: The WorkLife HCM SaaS+ product is central to CDP’s positioning, but the platform is functionally oriented (HCM + service) rather than a modern API-first EOR product; users report manual workflows in some regions. Score reflects product/service mix.
✓ Global Add-Ons: Offers payroll consolidation, global payroll controls, mobility advisory, and benefits admin; marketing materials claim coverage across many countries (40–180+ cited in various pages — verify exact country list).
2.9/5
✓ Entity Ownership (5.0/5): CDP operates through its own wholly owned Chinese legal entities with long-standing registrations in Shanghai and other major cities. Direct entity ownership eliminates partner risk and gives CDP full control over employment contracts, payroll, and statutory filings.
✓ Onboarding Speed (4.0/5): Onboarding is reliable and compliant, typically completed within 5–10 business days once documentation is in place. Processes are more manual and relationship-driven than SaaS-first platforms, which can slow down urgent or high-volume hires.
✓ On-Site HR Support (5.0/5): One of CDP’s strongest areas. Large Mandarin-speaking HR and payroll teams based in Shanghai and across China provide true on-the-ground support. Excellent handling of employee questions, social insurance topics, and local labour-law matters.
✓ Visa & Work Permit Support (4.0/5): Solid experience supporting Employment Permits and Residence Permits for foreign nationals. Strong coordination with local authorities, though immigration is handled as a service add-on rather than a core product and timelines depend heavily on local bureau processing.
✓ In-Country Compliance (4.5/5): Very strong compliance execution across PRC labour law, IIT withholding, social insurance, housing fund (公积金), contract structuring, probation rules, and compliant terminations. Deep experience reduces risk in one of the world’s most complex EOR markets.
✓ Local Add-Ons (4.2/5): Offers China-specific payroll handling, flexible social insurance optimisation, housing fund administration, benefits brokerage, tax equalisation support, and HR outsourcing services. Strong breadth for companies building real operations in China.
4.6/5
Established local expertise: CDP has operated in China for more than 20 years and is well-versed in local HR compliance, payroll rules, and statutory contributions making it a reliable choice for complex China workflows.
Integrated HR and payroll services CDP is mainly a payroll provider and HR management solutions, with specialty in markets like China, Vietnam, and Indonesia where Western providers often rely on partners.
Limited transparency & traditional sales model: CDP doesn’t publish straightforward pricing and often requires multiple touchpoints before costing is revealed, which can slow procurement processes.
Less competitive versus modern EOR platforms: Its technology stack and global owned-entity footprint are not as strong as SaaS-first global EORs like Deel or Remote, making CDP more suited for service-led, China-focused needs than purely self-serve global hiring.
CDP Group is best for companies with a strong operational focus on China that want a deeply local, compliance-first EOR partner rather than a global SaaS platform. It is a strong fit for multinationals with established China hiring plans, Chinese companies expanding internationally, and foreign firms with medium to large teams in China that need reliable payroll execution and labour-law accuracy.
CDP works particularly well for organisations that value long-term local expertise, relationship-driven account management, and support with complex Chinese employment structures, social insurance, and tax reporting. It is less suited for startups looking for instant self-serve onboarding or a single global EOR platform across many countries.
Second Talent operates as a boutique APAC-focused EOR and HR advisory firm, helping foreign companies hire employees in Mainland China without opening a local entity. Their strength lies in deep, on-the-ground HR and payroll expertise, direct communication, and hands-on problem-solving for China’s uniquely bureaucratic employment landscape.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.5/5): Second Talent offers EOR services primarily across Asia-Pacific, with strongest execution in China and selected regional markets. Supports core EOR delivery including compliant contracts, payroll, statutory filings, and local HR coordination. Coverage outside core regions is limited, making it less suitable for multi-continent hiring strategies.
✓ Pricing & Transparency (3.0/5): Pricing is quote-based with limited upfront visibility. Costs are reasonable once scoped, but lack of public benchmarks and country-level breakdowns reduces predictability for procurement-driven buyers.
✓ Payment & Contract Terms (3.0/5): Standard locally compliant employment contracts with clear payroll cycles. Payroll pre-funding may apply. Flexibility is acceptable, but contract terms are more conservative than SaaS-first global EORs.
✓ Customer Experience & Support (3.5/5): Strong local support in core markets with knowledgeable HR and payroll teams. Service quality is high where Second Talent operates directly, but global consistency varies outside its primary regions.
✓ Platform & Integrations (3.0/5): Basic platform supporting payroll inputs, employee documentation, and reporting. Not automation-first and offers limited native integrations compared to global SaaS-led EOR providers.
3.2/5
✓ Entity Ownership (5.0/5): Second Talent operates through a local owned legal entity in China, allowing direct employment, stronger compliance control, and reduced dependency on third-party partners.
✓ Onboarding Speed (4.5/5): Local employees can typically be onboarded within 7 business days, assuming documentation is complete. This is fast for the Chinese market, especially for compliant contract setup and payroll registration.
✓ Local HR & Payroll Execution (4.5/5): Strong handling of Chinese employment contracts, payroll processing, individual income tax, social insurance, and housing fund contributions. Execution is reliable and aligned with local labor law requirements.
✓ In-Country Support (4.5/5): Dedicated China-based HR and payroll teams provide local-language support and practical guidance for day-to-day employment matters. While not always physically on-site, support is clearly in-country and responsive.
✓ Compliance & Statutory Handling (4.5/5): Excellent compliance coverage across labor law, statutory benefits, termination rules, and ongoing regulatory changes. This is one of Second Talent’s strongest areas in China.
✓ Local Add-Ons & Flexibility (4.0/5): Covers core EOR needs very well. More advanced add-ons (equity structuring, bespoke benefits, complex mobility cases) may require additional scoping or external advisors
4.5/5
Deep expertise in China: labor law, social security, and tax administration
White-glove support: Highly personalised communication and service
Recruiting experts: They are a talent search company first and they have strong Chinese connections to find great local talent
Limited tech & self-serve: No HRIS system and quite manual workflows
No global provider: Even if they claim they do EOR in 100+ countries, they are only focused on mainly 8 South Asian countries
Second Hire is best for SMEs and founder-led companies that want highly personalised support and need a reliable, compliant way to employ in China without opening a local entity. It is not ideal for companies needing a global EOR platform, automation, or integrations across multiple regions. Overall, Second Hire offers standout China expertise and hands-on service, and is a good search if you want them not just to hire but also find your talent in China.
How We Score & Rank Employer of Record Services in China
Hiring through an Employer of Record in China requires far more than a strong global platform. China’s labor laws, payroll mechanics, social insurance system, and regulatory enforcement make local execution the single biggest success factor.
For this reason, our China rankings are based on two independent evaluations that reflect both global provider quality and real, on-the-ground performance in Mainland China. In other words, our China scores build on our global EOR methodology, adapted to local regulatory complexity.
🌍 Global EOR Scorecard
The Global EOR Scorecard measures how strong each provider is as an international EOR platform, focusing on scale, pricing transparency, contract terms, support quality, and platform maturity across multiple countries.
- Global Coverage & Services. Breadth of country coverage, delivery model (owned legal entities vs. in-country partners), and availability of scale-enabling services such as global payroll, contractor management, immigration support, equipment provisioning, and HR add-ons.
- Pricing & Transparency. Clarity of the full cost structure, including base EOR fees, FX mark-ups, security deposits, onboarding and offboarding fees, and optional add-ons.
- Payment & Contract Terms. Minimum commitments, notice periods, payroll cut-offs, invoicing cycles, security deposits, and overall contract flexibility.
- Customer Experience & Support. Responsiveness, escalation handling, and consistency of service delivery across regions and time zones.
- Platform & Integrations. Maturity of the EOR platform, including automated contract generation, employee and manager self-service, integrations, reporting, and workflow automation.
🇨🇳 China EOR Score
The China EOR Score evaluates how reliably an EOR operates inside China, where employment law, payroll, and immigration rules are uniquely complex and local execution matters more than global coverage.
- Entity Ownership. Does the EOR operate through its own Chinese legal entity (since not many EORs do in China) or does it rely on local third-party partners (in-country partners) to act as the legal employer?
- Onboarding Speed. We assess how quickly an EOR can onboard employees with compliant Chinese employment contracts and complete mandatory registrations without delays caused by local authority requirements.
- On-site HR Support. Does the EOR have China-based, Mandarin-speaking HR and payroll specialists on the ground, or is support handled remotely from outside China? It’s common in China that local employees want to connect with someone based out in China to discuss payroll and social security topics, most often directly via WeChat.
- Visa & Work Permit Support. We assess whether the EOR can support Employment and Residence Permit processes for foreign nationals.
- In-Country Compliance. We assess whether the EOR is properly registered and compliant with Chinese labour law, including Individual Income Tax (IIT), social insurance, housing fund (公积金), and local reporting requirements.
- Local Add-Ons. We review the EOR’s China-specific services, such as provincial-specific payroll handling, social insurance optimisation, housing fund administration, compliant terminations, equipment provisioning, and local HR advisory.
- Global EOR Score: 40%
- China EOR Score: 60%
- EORs with strong global marketing and software but weak China execution do not rank at the top
- Providers with real China payroll, statutory compliance, and local HR expertise are properly recognised
- Rankings reflect long-term employee experience, not just onboarding speed or platform design
Hiring Employees in China: What You Need to Know
1. Employment law is highly provincial
China doesn’t have one unified labor system. Your compliance obligations differ city by city, not just countrywide.
Each province and even each city (Shanghai, Beijing, Shenzhen, Chengdu, etc.) has its own rules, including: Minimum wage, Social security contribution rates, Housing fund percentages, termination rules and mandatory benefits.
2. Severance is mandatory and formula-based
Terminating an employee requires:1 month of salary for every full year of service, capped at a maximum of 36 months in some cities. Most Western companies underestimate complex severance calculations in China.
3. Social security + housing fund contributions are significant
Employer contributions typically range: 35% to 45% of gross salary in Tier 1 cities. Social security includes: pension, unemployment, maternity, medical, work injury. The Chinese government wants to encourage home ownership and therefore employers are required to pay into a Housing fund for Chinese citizens which range from 5% to 12% of salary on each side. Overall, China is quite an expensive market to hire.
4. Probation periods have strict limits
Maximums of probations are defined by law: 6 months for contracts ≥ 3 years; 3 months for 1–3 year contracts and 1 month for contracts < 1 year. You cannot extend probation beyond these legal limits.
5. Termination is not easy, severance pay is high
China is one of the world’s strictest markets for termination. You cannot fire at will.
Termination is only possible with legal grounds, evidence, documentation. However, severance is quite straightforward by paying 1 month of salary for each year of service. Wrongful termination exposes you to reinstatement and damages.
6. 13th month “double-pay” is common
Not legally required nationwide but widely expected. Especially in the major cities like Shanghai, Beijing and Shenzhen expect a 13th salary at Shanghai usually around Chinese New Year.
7. Work visas are complex and employer-driven
Foreign employees require a Z-Visa, and approvals depend on a point systems and factors include: Education history, Work experience, Nationality, Local quotas and Employer qualification. EOR services are recommended because companies cannot easily sponsor visas directly.
8. Contractors are high-risk (misclassification is aggressively enforced)
China has one of the strictest contractor laws globally. Freelancers are rarely allowed for long-term work. Misclassification can result in: Forced employment back-pay, Social security penalties, Fines and even Lawsuits. Most foreign companies should not hire freelancers directly.
9. Salary inflation is real
Especially in the tech, finance or engineering sectors, annual increases are usually expected and often negotiated upfront. Increases are usually 5-12% per year!
10. Background checks & compliance checks are normal
Local employers commonly run degree verifications, criminal checks, background checks, residency checks, and social insurance history checks. This is standard practice, not optional.
FAQs About Employer of Record Services in China
If you’re looking to hire not only in China but in multiple countries at once, we suggest taking a look at our global EOR comparison, in addition to this best China EOR guide, to identify providers that can deliver both a suitable China EOR service and global coverage.
Yes, using an Employer of Record in China is legal, but it is highly regulated. Most EOR arrangements operate under China’s labour dispatch and HR outsourcing framework, which requires the EOR to hold the correct business licences and comply with strict employment, tax, and social insurance rules. This makes it especially important to work with an EOR that operates through a licensed Chinese entity and has proven experience with local compliance.
The easiest and fastest way to hire in China is through Employer of Record (EOR). An EOR becomes the legal employer on your behalf, manages payroll, taxes, benefits, and compliance. Setting up a Wholly Foreign-Owned Enterprise (WFOE) takes usually 3 -6 months to set up.
Employer of Record (EOR) is the cheapest way to hire in China. EOR provider cost start at $199 per employee per month and require no fix costs. Setting up a Wholly Foreign-Owned Enterprise (WFOE) requires §15.000 set-up costs and $10.000 yearly cost to run.
Technically yes, but it’s very high-risk and we do not recommend hiring contractors as a foreign company. China does not recognize contractors the same way Western markets do. Long-term contractors often risk being reclassified as employees, which can trigger back-taxes, social security penalties, and legal disputes. An EOR is safer when building an ongoing presence.
Setting up a Wholly Foreign-Owned Enterprise (WFOE) requires $15.000 set-up costs and $10.000 yearly cost to run.
China has a five-pillar social insurance system plus the housing fund. Employers usually must contribute to:
• Pension
• Medical insurance
• Unemployment insurance
• Work injury insurance
• Maternity insurance
• Housing fund (varies widely by city)
Contribution rates vary dramatically by region, for example, Shanghai differs from Beijing
Severance is relatively straightforward:
One month of salary per year of service, capped by local rules.
This formula makes China fairly predictable compared to other APAC markets, but termination procedures are extremely strict and must follow legal protocols.
Beyond base salary, employers must budget for:
• Mandatory benefits (20–40% of salary depending on location)
• 13th month pay (common practice)
• EOR fees if hiring through a provider or fees of your WFOE
Total employer cost is often 35–55% above base salary.
EOR is the best solution in China as you can operate below the radar without dealing with all the bureaucracy and operational effort.
Use an EOR if you:
• Want to hire quickly
• Are testing the market
• Don’t want compliance overhead
• Don’t plan to hire large teams yet
Open an entity (WFOE) if you (not recommended):
• Plan to hire 50+ employees
• Want long-term investment in China
Look for:
- Owned entity vs partner model (owned = faster + more consistent)
- Local support availability or preferred local office
- China-specific payroll accuracy track record
Transparent pricing - Ability to manage regional benefits variations
- Special handling for expats, visas, and complex cases
Yes, EORs can sponsor work visas but not many offer that service. Visa sponsorship requires strict qualifications, and not all EOR providers hold the license. Always confirm upfront if you plan to relocate foreign employees.
Yes, but only through a legally compliant arrangement, such as an EOR. Direct overseas employment without social insurance is illegal and exposes both parties to legal and tax risks.
- Taiwan residents use the Mainland Travel Permit for Taiwan Residents (台胞证), and
- Hong Kong and Macau residents use the Mainland Travel Permit for Hong Kong and Macau Residents (commonly called the Tongxingzheng).
Written by
Dane Cobain is a Copywriter at Employsome and an accomplished author whose work spans fiction, non-fiction, and professional writing. Over the past decade, he has built a strong track record creating straightforward content for the HR, payroll, and corporate sectors. Dane brings a storyteller’s eye to the evolving world of global employment, with a particular focus on Employer of Record and PEO models. His articles explore industry trends and dedicated Best Of Guides when managing an international workforce.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.