名義雇主 (EOR) 在​​  中國​​ 

在中國，雇主登記產品和服務在遵守該國複雜的勞動法規方面發揮著至關重要的作用。中國名義雇主的產品和服務對於任何旨在在該國建立穩固地位的企業至關重要。他們確保從招聘到最終聘用，整個僱用流程符合當地法律要求。這包括遵守國家和地區的相關法規。人工智慧驅動的雇主服務涵蓋了從合法僱傭合約、管理工資稅到其他合規職責的各個方面，從而確保無縫運營活動。​​ 

藉由利用 名義雇主 China 的專業知識，公司可以成功地應付各種監管要求，從而降低法律風險。名義雇主支援可降低違規的風險，使企業能夠專注於其核心活動，並使他們擺脫本地法律和稅務要求的複雜性。此外，通過中國名義雇主進行招聘可幫助企業確保合規。​​ 

為什麼要在中國使用名義雇主 (EOR)？​​ 

中國就業環境受強大的國家框架管轄，但勞工法、社會安全供款和假期權利的實施方式因省和城市而有很大差異。這種區域變化為外國公司創造了複雜的合規環境。​​ 

中國的 名義雇主 供應商，例如 G-P，簡化了這種複雜性。我們提供符合法律規範的實體，代表您招聘員工，管理所有當地人力資源任務，從草擬合規的勞動契約和處理薪資，到管理福利以及操作複雜的結束聘用程序。使用名義雇主可讓您無需建立本地子公司即可獲得中國人才，從而節省大量時間和資源，同時確保完全遵守所有地區法規。​​ 

中國僱傭合約​​ 

A written employment contract is mandatory for all full-time employees. Employers should have it signed on or before the start date where possible, and no later than 1 month after commencement. Failure to do so may result in statutory consequences, including double wages for the period of non-compliance. Failure to conclude a written employment contract within one month after the employee starts work requires the employer to pay twice the employee’s monthly wage for the non-compliant period, capped at 11 months. If no written contract is provided within one year from the employee’s start date, the relationship is generally deemed an open-ended employment contract.​​ 

勞動契約的法律要求包括：​​ 

• 雇主及員工身份證明細​​ 

• 合約期限（定期、開放或專案為基礎）​​ 

• 工作描述與工作地點​​ 

• 工作時間、休息時間和休假​​ 

• 薪酬詳情​​ 

• 社會保險信息​​ 

• 工作場所安全與健康保護​​ 

最好的做法是在報價信和勞動契約中註明所有薪水和報酬金額以人民幣（CNY）為單位。​​ 

中國的工作時間​​ 

Under the Labor Law of the People's Republic of China, working hours are capped at 8 hours per day and an average of 44 hours per week. Current standard working-hours rules generally use a 40-hour week, typically 5 days per week. While office hours vary, a common schedule is 9 a.m. to 6 p.m. with a lunch break.​​ 

中國公眾假期​​ 

中國每年有7 天法定假日，即11 天全國有薪假日。政府經常會調整週邊的週末，以創造更長的假日區塊。​​ 

• 元旦： 1 天​​ 

• 春節（中國新年）： 3 天​​ 

• 清明節： 1 日​​ 

• 勞動節： 1 天​​ 

• 端午節: 1 天​​ 

• 中秋節: 1 天​​ 

• 國慶日： 3 天​​ 

在春節周圍提供額外的靈活性，以滿足員工的旅行是市場標準。​​ 

在中國繳稅​​ 

對於任何在該地區投資的公司來說，了解中國稅制是必要的。中國的法定福利包括醫療保險、退休金、工人補償、失業保險和家長福利的 5 保險。供款金額因地區而異。 供款金額因省份和員工的收入階段而有所不同。​​ 

中國的休假權利​​ 

在中國的假期天數​​ 

Statutory paid annual leave is based on an employee's cumulative years of service with all employers, not just the current one. Employees generally qualify after 12 months of continuous work.​​ 

• 1 至<10 服務年限： 5 天​​ 

• 10 至<20 服務年限： 10 天​​ 

• 20+ 服務年限： 15 天​​ 

If an employer fails to arrange statutory annual leave, they must pay 300% of the employee’s daily wage for each unused annual leave day. In practice, many multinational companies offer 2 to 4 weeks of paid vacation to attract and retain professional talent.​​ 

中國病假​​ 

有效管理病假是維持員工士氣的基本要素。員工有權因非工作相關的疾病或受傷而獲得有薪病假。休假期為 3 至 24 個月，由他們在現有雇主服務年份及其累積服務總額決定。在此休假期間，員工根據當地法規和服務長期獲得一定薪水的百分比（通常是 60% 至 100%）。​​ 

中國家長假​​ 

中國家長假的權利因省份而有很大差異。堅持這些省份差異是人力資源運作順暢的關鍵。使用名義雇主可以幫助企業了解省份差異。​​ 

• Maternity leave: The national standard is 98 days of paid leave. Provinces and municipalities commonly add extra maternity leave, so total entitlement often varies by work location. Leave is extended by 15 days for each additional child in a multiple birth.​​ 

• 陪產假：因地而異，通常從7 到30 天不等。​​ 

• 育嬰假：大多數省份每年為每位家長提供 5 至 15 天的假期，直到孩子達到 3 歲為止。​​ 

中國的報酬和福利​​ 

社會安全及住宿津貼​​ 

Employers and employees must contribute to the mandatory social security system, known as the "Five Social Insurances and One Housing Fund" (五险一金). Employer and employee portions vary by city or province. Contribution rates and the salary base caps are set locally and vary by city. The system includes:​​ 

• 退休基金​​ 

• 醫療保險​​ 

• 失業保險​​ 

• 工傷保險​​ 

• 產假保險​​ 

• 住宿津貼（補貼租金或物業購買）​​ 

Employer contributions for mandatory social security and housing fund benefits commonly add approximately 30% to 45% to employment costs on top of gross salary. Actual costs vary by city or province, the employee’s salary, local contribution bases, and the applicable housing fund rate.​​ 

中國健康保險​​ 

基本醫療和養老金保險是透過國家系統提供的。但是，有些雇主為其員工提供補充健康保險。​​ 

中國的獎金​​ 

While not generally required by national law, a 13th-month salary or annual performance bonus is a common market practice for professional employees. It may become legally enforceable if promised in a contract, policy, offer letter, collective agreement, or consistent employer practice. Commission plans are also common for sales roles.​​ 

中國結束聘用及遣散​​ 

Terminating employment in China is complex and requires a legally permissible cause. Unilateral termination by an employer is extremely difficult and carries a high risk of legal challenges. An agreed probation period can be established in the employment contract, with a maximum length of 6 months for an open-ended contract. It may be agreed only once with the same employee and cannot be set in a standalone probation-only contract. During probation, employer termination does not have a statutory advance notice period, but it must have a lawful ground and the employer must explain the reason. After probation, 30 days’ prior written notice, or one month’s salary in lieu, is required only for statutory notice-based termination grounds.​​ 

Employees are protected from ordinary unilateral termination and economic redundancy during pregnancy, maternity leave, and the breastfeeding period, generally until the child turns one. If a fixed-term contract expires during this time, it generally must be extended until the protected period ends. Termination may still be possible for serious statutory misconduct. Severance pay is required for most terminations and is calculated based on the employee's length of service with the employer.​​ 

為什麼選擇 G-P？​​ 

G-P 名義雇主是屢獲殊榮的 人工智慧 驅動的 軟體即服務 (SaaS) 平台，使雄心勃勃的 公司 能夠建立 全球團隊。在幾分鐘內加入、管理和付款超過 180 國家的頂尖人才，繞過本地實體設置的典型時間、成本和複雜性。G-P 名義雇主 是領先的 HCM、PEO 和薪資平台的首選合作夥伴。將您的勞動力資料整合在一個地方，以維護現有的工作流程，同時確保整合式系統中的資料一致且準確。​​ 

立即要求提案，以了解更多資訊。​​ 

常見問題​​