中國以其支持僱員的特殊福利和補償金法而聞名。在聘請任何工人或成立子公司之前，您需要了解法律的各個方面，以便您可以支付僱員公平的工資，並提供額外的福利，以保持在競爭對手上。
中國賠償法
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：CNY2 、690
- 深圳：CNY2 、360
- 北京：CNY2 、420
- 貴州：CNY2 、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.
中國的保證福利
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.
年假是中國保障福利的另一個例子。強制度假日會根據員工累積的總工作經驗而有所不同：
- 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
儘管這是法定的最低水平，但國際雇主僱用中級或高級 EXECUTIVE 高階主管通常會提供更多假期。聘書中包含2 到4 週的年假時間並不罕見。
中國福利管理
公司在中國擁有 2 主要福利管理選項：
- 有些僱主可能會選擇直接向僱員提供福利。這個過程涉及完全了解薪酬和福利法律，並對您在中國的子公司承諾。您將需要確保員工獲得所有權益以及補充福利。
- 公司可以選擇與 G-P 等全球擁有紀錄的雇主合作。我們可以消除管理全球人力資源、薪資、福利等方面的壓力，無需設置實體。
福利和福利；補償金限制
標準福利和薪酬限制包括工作時間、最低工資和年假。學習每一個法律是至關重要的，以便您在全球成長旅程的每個步驟中保持遵守規範。
與 G-P 合作，建立您無處不在的人手。
身為您的全球拓展合作夥伴，G-P 將處理薪資和合規，因此您可以專注於發展團隊並擴展業務。我們領先市場的 Global Growth Platform™ 採用第一個完全可定制的全球就業產品套件支持，並由業界最大的國內人力資源和法律專家團隊支持，以簡化薪資管理，並幫助您提供具競爭力且符合規範的本地福利。
了解有關我們平台的更多資訊，並立即徵求提案說明書。