HR Outsourcing is a fast developing trend in China, as complex labor regulations and tedious HR procedures baffle the increasing number of foreign investors lured to this booming economy.   Many foreign companies have turned to HR outsourcing providers such as The JLJ Group as a solution to minimize legal risks, keep a focus on their core business activities as well as lower costs by avoiding the need to hire and manage an in-house HR team.

 

The range of HR outsourcing services available in China is tailored to match its unique set of labor regulations, policies and practices.   Unlike other countries, China mandates employers’ obligations to file their staff employment and dismissal with relevant government bureaus, maintain employees’ personnel file (a Chinese document that records employment and academic history of an employee), withhold and pay social benefits as well as individual income tax on behalf of their employees, etc.   In particular, China refrains Representative Offices from directly hiring local employees and requires them to do so through an authorized service provider instead.   Some commonly outsourced HR functions in China include:

 

Employment Contract ManagementAll companies are required to sign employment contracts with their employees and severe penalties apply otherwise.   The China labor law has several provisions relevant to the basic contract terms.   For example, probation period must not exceed two months, minimum wage of RMB 960 (for Shanghai) must be met, severance pay must be provided in most contract termination scenarios, etc.   It is useful to seek assistance from the HR professionals when crafting the contract so as to avoid violating the regulations unknowingly.  

 

Generally, it is important to prepare the contract in Chinese (since China’s legal system only acknowledges contracts in Chinese) and include standard terms such as probation period and length of contract, job description and title, working conditions and labor protection, salary, termination conditions, disciplinary rules and breach of contract provisions, non-disclosure and non-compete agreements, etc.

 

Social Benefits AdministrationsThis is an important aspect in China’s HR administrations apart from basic payroll that applies only to local Chinese employees.   It is mandatory that both employers and employees contribute to social benefits on a monthly basis.   It is the employer’s (or the HR service provider’s) responsibility to compute, withhold and pay the contributions (including employee’s portion) to the respective government bureaus.   The contribution basis and percentages differs from region to region in China.

 

Increasingly common, supplemental benefits are voluntarily provided by employers as part of their retention strategy.   It is important to ensure your HR provider offers a good range of such additional insurance schemes that fits your organization’s needs.  Individual Income Tax AdministrationsSimilar to social benefits administrations, employers are required to withhold and submit income taxes on a monthly basis, on behalf of their employees.   China’s tax calculation is based on a progressive tax rate ranging from 5% to 45% and allows tax deductions for social benefits contribution and a basic tax threshold of RMB 2,000 (recently increased from RMB 1,600).   The role of a professional HR provider is to help employers keep up-to-date with the constantly evolving tax rules and assist with the administrations and compliance of their employees’ tax contributions.

 

Employment termination and dismissalIt is generally difficult to terminate employment contracts in China, unless the employee violated some company regulations or failed certain conditions of employment. In most situations, employers are required to provide severance compensation, which is generally equal to one month’s pay per year of service, and must have a clearly defined reason for terminating their employee.   Many foreign companies chose to seek assistance from HR professionals to manage this complex employment and dismissal process, so as to minimize legal and financial liabilities.

 

HR service providers in China to help care staff personnel files and any related certification during their employment. The document, which has academic and professional career to the employee by the employer, other information when an employee changes jobs. Unlike other countries like Europe and North America, where well-known concept of outsourcing is high, the industry just beginning to grow in China. It is very important to a qualified company to provide professional services to meet you. In particular, companies should ensure that the HR Outsourcing companies, they chose:

 

• Provides on-time and accurate service delivery• Possesses in-depth knowledge of relevant laws and policies• Ensures security and confidentiality of the company’s data• Adapts to clients’ need• Possesses adequate technology to support clients’ need.

 

This article is contributed by The JLJ Group (www. jljgroup. com) – a one stop service-provider for foreign enterprises entering and growing in China. For more information, please email to info@jljgroup. com or visit www. jljgroup. com/page/en/73/HR-Outsourcing. html.


Article Source:China Sourcing Blog

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