Yes. But have you considered what is the most important to you as a Chinese employee? Before high salaries and job prospects, there are also the basic legal compliance issues and how they can get paid legally and get basic social security like local employees. In this article, we look at the practical aspects of employment from a non-legal point of view, combining the above two issues.

可以。但是你考虑过作为中国员工来讲来最关注什么呢？在高薪和工作前景之前还会考虑最基础的合法合规的问题和他们怎么合法拿到薪水并且和本地员工一样获得基本社会保险的问题。本篇文章我们从法律角度以外的实际雇佣问题，结合上述2个问题探讨一二。

The first thing to address is how do employees get paid legally?

It is common knowledge that China regulates foreign exchange income. If the foreign company directly pay foreign currency as wages, in addition to consider the bank to give the collection of the ceiling, but also to consider how to each time successfully in the bank to get the money?

首先要解决的是怎么合法获得薪水的问题？

大家都知道中国对于外汇收入是管制的，如果国外公司直接支付外币作为工资，除了要考虑银行给的收款上限外，还要考虑如何每次成功在银行拿到钱？

Because the foreign currency remittance into the personal account is not directly to the personal account at the disposal of all need to provide the contract documents to the bank for approval before release. Whether the labor contract with the foreign company is recognized by the bank depends on the relevant regulations of each bank. At least this foreign exchange declaration business requires employees to go to the bank counter, very troublesome.

因为外币汇入个人账号是不能直接到个人账号支配的，都需要提供合同的文件给银行审批后才能放行。同国外公司的劳动合同是否得到银行的认可这个还要看各家银行的相关规定。至少这项外汇申报业务都需要员工本人前往银行柜台办理，十分麻烦。

Secondly who is responsible for my social security and housing fund?

If there is no corporate legal entity in the country to sign the contract, then how to open an offical account for the employees to pay social insurance and housing fund? 

其次是谁负责我的社会保险和房屋公积金？

如果没有境内的企业法人签订合同，那么如何给员工在中国缴纳社会保险和住房公积金呢？

One option to consider is using a third-party human resources agency as an intermediary to hire employees and then dispatch them to work for our company. This allows employees to pay social security contributions from the social security account of the third-party human resources company.

这里我们可以考虑用第三方人力资源的代理公司作为中介来聘用员工，再将员工派遣到本公司工作，从而员工可以由第三方人力资源公司的社保账户缴纳社保。

The first problem to be solved is the signing of an agency dispatch agreement by a third party manpower company. Most manpower companies require the dispatcher to be a Chinese corporate entity. Only a few human resource agencies accept signing a dispatch agreement for a foreign company, and they usually charge a higher service fee and require the foreign company to pay 1-2 times the employee's salary as a deposit as a guarantee.

首先要解决的问题是第三方人力公司签订代理派遣协议。大部分的人力公司都会要求派遣方是中国的企业法人，极为少数的人力资源代理公司可以接受给国外企业签订派遣协议，通常也会收更加高昂的服务费以及要求外企支付1-2倍员工工资的押金作为担保。

This is due to the fact that most HR companies are unable to charge foreign currency.

因为大部分的人力资源公司也是不能收取外币的。

So what is it that makes our foreign companies reluctant to set up a corporate legal entity in China?

那么是什么原因导致我们的外国公司不愿意设立中国的企业法人呢？

Please leave us a message with your questions and we will select from the questions to give you a question and answer.We will help you to do business in China easily without getting lost.

欢迎大家给我们后台留言，我们日后会从中挑选问题来给大家做个问题解答。助力你在中国轻松商务，不迷路。