中国以其为员工提供支持的特殊福利和薪酬法而闻名。在**招聘**任何员工或设立子公司之前，你需要了解法律的各个方面，这样你才能向员工支付公平的工资并提供额外的福利，以保持竞争优势。
中国的赔偿法
China’s minimum wage varies by province-level region and may also differ by city, district, or county tier. Local standards commonly include monthly rates for full-time employees and hourly rates for part-time or non-full-time workers. Here are the monthly minimum wages in a few cities:
- 上海： 2 人民币、690
- 深圳：人民币2 、360
- 北京：人民币2 、420
- 贵州： 2 人民币、300
Please note that these figures are indicative only and are subject to change. An additional bonus or 13th-month salary is not a statutory requirement, but it is a market norm in China. It may become legally payable if promised in employment documents, company policy, or consistent past practice. Instead of a guaranteed bonus, you can state the monthly salary, how often employees will be paid, and the total annual salary in the employment contract. You can then specify that a bonus is not mandatory but will be dispersed under the right conditions. Sales employees often have a commission plan instead of this bonus.
中国的保障福利
In addition to compensation laws in China, you’ll find numerous guaranteed benefits and supplemental options for employees. For example, China observes 7 official national public holiday periods each year. Employees are entitled to paid leave for the statutory public holiday days themselves. However, many employers go above and beyond by giving employees flexibility around the Lunar New Year to avoid peak travel days.
年假是中国保障福利的另一个例子。法定休假天数因员工累积的总工作经验而异：
- 0 days statutory paid annual leave for employees with less than 1 year of cumulative work/service
- 5 days statutory paid annual leave for employees with at least 1 year but less than 10 years of cumulative service
- 10 days statutory paid annual leave for employees with at least 10 years but less than 20 years of cumulative service
- 15 days statutory paid annual leave for employees with 20 or more years of cumulative service
尽管这是法定最低限度，但雇用中层或高级管理人员的国际雇主通常会提供更多的假期。聘书中包含2 至4 周年假的情况并不少见。
中国福利管理
在中国，各公司有 2 种主要的福利管理选择：
- 一些雇主可能会选择直接向员工提供福利。此过程涉及对薪酬和福利法律的全面了解以及对您在中国的子公司的承诺。你需要确保员工获得他们有权获得的所有福利以及补充福利。
- 公司可以选择与全球专业雇主合作，例如 G-P。我们减轻了管理全球人力资源、工资单、福利等方面的压力，无需设立实体。
福利和薪酬限制
标准福利和薪酬限制包括工作时间、最低工资和年假。研究每项法律至关重要，这样您在全球增长之旅的每一步都保持合规性。
与 G-P 合作，打造突破国界，平等就业。劳动力。
作为您的全球扩张合作伙伴，G-P将处理薪资和合规事宜，因此您可以专注于发展团队和扩展业务。我们市场领先的Global Growth Platform™ 由第一套完全可定制的全球就业产品提供支持，并由业内最大的国家/地区人力资源和法律专家团队提供支持，旨在简化工资发放，帮助您提供有竞争力、合规的当地福利。
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