China Onboarding and HR Solutions: How Getting the First 30 Days Right Protects Your Business

 The 30-day window that follows an employee's start date in China is the most legally significant period in the entire employment lifecycle. Two of the most consequential compliance obligations under China's Labour Contract Law must be met within this window, and both carry automatic financial penalties when they are not.

A written employment contract should be concluded when employment begins or, if not signed at that time, within one month after the employee starts work. If the employer fails to conclude a written contract for more than one month but less than one year, double-wage liability may arise for the relevant period. If no written contract is concluded for one full year, an open-ended employment contract is generally deemed to exist.

The second is social insurance enrolment. Employers must comply with social insurance obligations from the commencement of employment and should generally apply for employee social insurance registration within 30 days after the employee starts work. Housing fund registration and account procedures should be completed within the applicable local statutory period. Delaying these procedures until after probation does not remove the employer’s underlying contribution obligations.

https://chinapayroll.mystrikingly.com/blog/china-onboarding-and-hr-solutions-how-getting-the-first-30-days-right

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