Category: Expertise

Cosmetics regulations in China: What foreign brands need to know

Cosmetics regulations in China: What foreign brands need to know

The Chinese cosmetics market has become a major global player, attracting many foreign brands. However, setting up a successful business in China requires a thorough understanding of the strict regulations that govern the sector. This article examines the key regulations concerning cosmetics ingredients in China, their importation, marketing and commercialisation, with a particular focus on the implications for foreign brands.

The new CSAR regulations

On 1 January 2021, China introduced a new global regulatory framework for cosmetics: the Cosmetic Supervision and Administration Regulation (CSAR). This regulation replaces the old rules dating back to 1989 and aims to improve the safety, quality and efficacy of cosmetic products on the Chinese market. The CSAR introduces an obligation to assess the safety of each product and strengthens control throughout the product life cycle. The regulation also introduces new requirements for efficacy claims and new definitions and classifications for cosmetic products and their ingredients.

Although the CSAR has officially been in force since 2021, its full implementation is being phased in gradually until 2024, with the introduction of additional implementing regulations. The list of prohibited ingredients drawn up by the National Medical Products Administration (NMPA), for example, has been regularly amended and extended since 21 March 2024 to include 5 new ingredients. At the same time, the testing protocols have been modified and will come into force in December 2024. This change introduces 11 new test methods and revises 3 already in use.

From 1 May 2024, all cosmetic products marketed in China will have to undergo a full safety assessment, replacing the simplified version currently accepted.

The inventory of cosmetic ingredients (IECIC 2021) has been updated. It lists the 8783 authorised ingredients. Safety data for all new ingredients must be submitted to the authorities. The aim of this regulatory update is to better control the quality and safety of cosmetics imported or produced in China, in a fast-growing market.

Importation of Cosmetic Products

Product registration :

Before importing cosmetic products into China, foreign brands must register their products with the National Medical Products Administration (NMPA). This process can be complex and time-consuming, requiring the submission of detailed technical files, safety tests and compliance with local standards. For example, so-called ‘special cosmetics’ (such as sun protection products, hair dyes and hair loss products) must be registered and tested, a process that can take several months.

Animal Testing Requirements :

Historically, China required animal testing for all imported cosmetics, which posed an ethical problem for many international brands. Since May 2021, so-called “ordinary” cosmetics (such as skin care products, hygiene products and make-up) can be exempted from this requirement if certain conditions are met, such as Good Manufacturing Practice (GMP) certification by the country of origin.

Marketing and Sales

Advertising regulations :

All products, whether sold on the domestic market (offline or online) or on cross-border e-commerce (CBEC), must comply with Chinese advertising laws. Claims requiring administrative approval from the Chinese government are not permitted without the corresponding certificate. For example, cosmetics advertised as being for sensitive skin or simply improving skin elasticity must undergo efficacy tests on humans or consumer tests to assess the efficacy claim.

Product Supervision Solution
Cosmetics with general claims: moisturising, anti-oxidant, etc. Less strict Regulatory restrictions can be avoided by using alternative arguments
Cosmetics with specific claims: sensitive skin, etc. Very strict supervision Sanctions will be applied if these claims are not accompanied by efficacy tests on humans or consumer tests.

 Sales channels :

  • Cross Border E-Commerce: Supervised by the General Administration of Customs of China (GACC), trademarks will be reported to the local authorities by anti-counterfeiting professionals against the illegal use of arguments.
  • Domestic market: Overseen by the State Administration for Market Regulation, advertising and designations are strictly supervised.

Ingredients and Formulation

List of Prohibited and Restricted Ingredients :

The NMPA maintains a list of prohibited and restricted ingredients in cosmetic products. Brands must ensure that their formulations comply with this list. For example, certain preservatives and colourings commonly used in other markets may be banned in China.

Certification of Ingredients :

Brands must also provide detailed information on the ingredients used in their products, including certificates of analysis and evidence of safety. New substances used in cosmetic products must be approved by the NMPA before being placed on the market.

Labelling and Packaging

Labelling requirements :

Cosmetic products sold in China must comply with strict labelling requirements. This includes the translation into Chinese of all relevant information, such as the name of the product, the list of ingredients, instructions for use and precautions. In addition, the label must include the name and address of the Chinese importer, and of the responsible body in the event of an incident.

Mandatory information :

The label must also indicate the date of manufacture and the product’s shelf life. Cosmetics intended for children or people with sensitive skin must include specific warnings. Failure to comply with labelling requirements may result in products being withdrawn from the market.

Cosmetics advertising

Cosmetics advertising in China is subject to strict rules to protect consumers from misleading information and unsubstantiated claims.

Prohibitions on advertising :

  • Falsify or exaggerate the name, manufacturing method, ingredients, effectiveness or performance of cosmetic products.
  • Using another person’s name to guarantee or mislead others as to effectiveness.
  • Communicate medical effects or use medical terminology (e.g. cosmeceuticals, prescriptions, antibacterials, sterilisation, etc.).
  • Denigrate the similar products or services of other producers or operators.
  • Using or concealing the name or image of a State body or its staff.
  • Indicate or imply that the efficacy, quality or safety of cosmetic products have been recognised by the State authorities through registration, filing, certification and other activities of State bodies.

Authorised claims :

  • Advertisements must be consistent with the content of the product registration or filing documents. For example, a product registered in China as having a whitening function cannot use the argument of sun protection.
  • The following effects are authorised in China: hair dyeing, perming, freckle whitening, sunscreen, hair loss prevention, acne elimination, moisturising, anti-wrinkle, soothing, etc. Cosmetics claiming to have additional effects or to be suitable for specific groups must provide a special registration certificate.
  • The data and quotations used in advertising must be true and accurate, and the source must be indicated.

Restrictions on Terms and Claims :

  • It is forbidden to use terms such as “national level”, “superlative”, “best”, “first”, “premium”, “top”, “latest innovation”, “pure natural products”, “organic products”, “without side effects”, “food quality”, etc.
  • The arguments “gentle and non-irritating”, “sensitive skin”, “does not sting the eyes” require an assessment of efficacy, including human efficacy tests, consumer tests or laboratory tests.

Conclusion

The cosmetics market in China represents a considerable opportunity for foreign brands, but it is governed by strict regulations that can be complex. Understanding import, marketing, formulation and labelling requirements is essential for a successful and sustainable business. Despite the challenges, brands that are able to comply with regulations and adapt their marketing strategies to local preferences can thrive in this dynamic and growing market. With growing demand for beauty products and an increasingly sophisticated consumer population, China offers exciting prospects for the global cosmetics industry.

If you are interested in the cosmetics market in China and would like to find out more about consumer habits, Chinese regulations governing the import and sale of skincare products and cosmetics, or the role and importance of the responsible body, contact VVR International. Our experts in the field will be happy to answer your questions.

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The cultural and creative industries market in China

The cultural and creative industries market in China

China plays a central role in international trade, industry and technology, and now also in art and culture. Indeed, since the early 2000s, aware of the potential of these fields for the country’s economic growth and influence around the world, the Chinese government has been supporting the sector through a number of policies and massive investments. China’s creative and cultural industries are multiplying and diversifying their activities. The expansion of the middle class in China, accompanied by a general increase in purchasing power, is contributing to the growth of the cultural and entertainment sector. As per capita disposable income rises, people are more inclined to increase their spending on leisure, cultural and artistic outings. These dynamics support players in the sector and create new opportunities.

The emergence of the art and culture market in China

The contemporary art market

In the early 2000s, China’s economic expansion was accompanied by an opening up to the world of contemporary art. Marginal in the early 2000s, China is now at the centre of the world contemporary art market. By 2021, China will be the world leader in contemporary art, ahead of the United States, with a market share of nearly 35.5%.

This meteoric rise can be explained by a number of factors.  Between 2005 and 2008, the government introduced policies to make the contemporary art market more flexible and facilitate sales. The aim of these policies was to legitimise and promote Chinese contemporary art internationally. The aim was also to promote national creation within the country by lifting the ban on exhibiting works of contemporary art in public museums, which had been in place since 1989.

Over the last twenty years, an affluent class has developed and expanded. Made up of entrepreneurs, often urban dwellers with substantial incomes, this affluent class is developing a taste for art, which is expressed in leisure activities as well as in the purchase of works of art. In China, for example, the number of contemporary art collectors continues to grow. This dynamism is also illustrated by the significant growth in auction sales by internationally renowned Chinese artists such as the visual artist Zeng Fanzhi, born in 1964.

The arts and culture sector at the heart of China’s strategy

In recent years, the Chinese government has initiated a policy of financial support for the creation of public and private contemporary art museums across the country. These massive investments have helped to develop cultural infrastructures across the country: between 2000 and 2019, 42 new contemporary art museums were created. In addition to these public institutions, the State has also contributed to the opening of 88 private contemporary art museums over the same period.

Numerous public initiatives aimed at promoting the cultural and creative industries are being carried out at national, regional or local level, such as the creation of creative clusters in major cities like Beijing and Shanghai. At the heart of megacities with intense economic activity, the aim of these clusters is to bring together players and companies in the creative sector in a restricted area in order to create synergies, stimulate creativity and develop ambitious, innovative projects. These zones bring together companies in the sector and benefit from support to stimulate innovation.

This development of creative and exhibition spaces to showcase the country’s creative wealth has helped to boost the contemporary art market. Private players – art galleries and art centres – have multiplied, supported by the development of major contemporary art fairs such as Art Basel in Hong Kong, which bring together art market players, artists and collectors from all over the world . This combination of political will, the commitment of private players and the growing interest of the Chinese public is contributing to the dynamism of the arts and culture sector in China.

The creative and cultural sector: economic leverage and influence

The importance of the cultural and creative industry sector is not only economic, but also geopolitical. China is exporting more and more cultural products such as films, animation and visual arts to foreign markets. These exports help to promote Chinese culture around the world, strengthen its influence and shape a certain image of China.

A number of major international events take place in China every year, helping to establish its importance in the field of cultural creation. At the crossroads of entertainment, production and technology, video games occupy a strategic place in the Chinese economy and in its influence on the cultural and creative industry sector. The number of players involved and the number of dedicated events bear witness to its importance and dynamism. The China Joy (China Digital Entertainment Expo & Conference), for example, which takes place every year in Shanghai and brings together the main Chinese and international players in this creative industry, is considered to be one of the biggest video game trade fairs in Asia. At its 17th edition 5 years ago, China Joy brought together more than 1,360 Chinese and international exhibitors and attracted nearly 365,000 visitors. This success illustrates the importance of the video game and digital entertainment sector in China in recent years.

What opportunities are there for foreign cultural and creative industries (CCIs)?

For the year 2021, the Chinese government’s annual budget allocated to the “culture, tourism, sport and communication” sector was EUR 2.45 billion, with EUR 433.28 million allocated directly to culture and tourism (services, museums, halls, libraries, artistic dissemination, management).[6] This amount testifies to the importance of the sector in the Chinese economy. This vast market, with its many players and diverse activities, offers great opportunities for foreign companies. By contributing their know-how, their cultures and their unique artistic and cultural offerings, they have everything they need to establish themselves successfully in China.

There is strong demand for foreign cultural products in a wide range of fields, including live performance, music and the support and creation of large-scale cultural projects (galleries, fairs and museums). What’s more, the development of world-class cultural infrastructures and facilities initiated in the 2000s offers major opportunities for dissemination and the creation of partnerships.

Finally, despite certain regulatory constraints and the government’s sometimes cautious approach to foreign investment, China welcomes and encourages the growth of the cultural and creative industries through public funding, which is seen as a new economic and job-creation engine. Nevertheless, investing in the Chinese culture and entertainment market requires a prior understanding of its specific features and the rules that govern it, particularly the import quotas for foreign cultural content, which still limit opportunities.

Finally, products and services need to be adapted to the Chinese market, not only to match the tastes and practices of the target audience, but also to comply with the rules governing the creation and distribution of cultural content in China.

Conclusion

The cultural and creative industries market in China is flourishing. Boosted by public investment, the emergence of creative clusters and the middle class’s appetite for leisure and culture, accelerated by the digital transition, it is continuing to grow rapidly while becoming increasingly international.

Are you in the Cultural and Creative Industries sector? Are you interested in the Chinese market? Did you know that there is a development support programme in China dedicated to CCIs?

Download the Cultur’export China programme brochure here

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The Cosmetics Market in China: developments and outlook

The Cosmetics Market in China: developments and outlook

The China Beauty Expo (CBE) 2024, held in Shanghai from 22 to 24 May, brought together more than 10,000 brands and 70,000 beauty products, from global giants such as L’Oréal and Shiseido to trendy niche brands and national leaders such as Proya and Bloomage Biotech. More than 1,500 companies from the beauty supply chain were also present on 100,000 m² of exhibition space. This event is a showcase for the vitality of this sector in the Chinese market.

Indeed, the Chinese beauty market is growing by leaps and bounds, making it one of the most dynamic and lucrative in the world. With a population of over 1.4 billion and a rapidly expanding middle class, demand for beauty products continues to grow. This article explores the key factors behind this growth, as well as the emerging trends that are shaping this market.

Focus on the Chinese cosmetics market

Is the growth of the cosmetics market in China sustainable?

China has become the second largest cosmetics market in the world, just behind the United States. According to data from Statista, the Chinese cosmetics market will be worth more than 390 billion yuan (around $60 billion) in 2023. It is interesting to note that, although China is the world’s second largest market, per capita cosmetics consumption is significantly lower than that of US consumers. In fact, in 2022, the average American will spend $333 a year on beauty products, while the average Chinese will spend just $41. The growth potential of the Chinese market is therefore considerable.

However, following strong growth between 2018 and 2022, with an average annual growth rate of almost 10.7%, the market is expected to fall slightly to around 7% per year over the next 5 years. This expansion is underpinned by several factors:

Urbanisation and rising incomes:

Migration to urban areas and rising disposable incomes have led to increased demand for sophisticated beauty products.

Growing awareness of beauty and well-being:

Chinese consumers are attaching increasing importance to their personal appearance and well-being, boosting demand for skincare and make-up products. The dietary supplements market is also benefiting from this growing interest in well-being (for more information, see our dedicated article: The vitality of the dietary supplements market in China – VVR International, strategic development, production, sourcing, distribution… )

Influence of social media :

Social media platforms such as WeChat, DouYin, Weibo and Xiaohongshu play a crucial role in the emergence of trends and the promotion of cosmetic products. In China, livestreaming on social networks is enjoying considerable success. During these lives, influencers test, comment and advise their followers on new products to buy. These livestreams are very popular, and can generate a lot of sales! (For more information on social selling and its influence in China, see our article: Focus on the extraordinary phenomenon of social selling in China – VVR International, strategic development, production, sourcing, distribution…)

Among foreign brands, France, Japan and Korea are the main importers.

Since 2022, France has dominated the imported cosmetics market, with a market share of over 24%, or 36.4 billion yuan (around 5.6 billion dollars). In China, the premium cosmetics market has historically been largely held by foreign brands, while Chinese brands have mainly exported products with low added value, creating a trade deficit in this sector. In recent years, however, there has been an increase in the power and quality of domestic cosmetics brands.

The rise of Chinese brands:

Until the 2010s, the skincare and cosmetics market was largely held by foreign companies. In 2013, for example, they accounted for 72% of the make-up market, compared with 46% in 2022. Today, buoyed by changing consumer habits, local Chinese brands such as Giant Biogene (巨子生物), Syoung (水洋股份), Proya, Jahwa, BTN or even Bloomage Biotech are gaining in popularity, rivalling the international giants. Since 2020, they have held more than 50% of the local make-up market.

 This rapid development is due to three main factors:

  • Firstly, these brands have been able to adapt more quickly than foreign brands to new consumption patterns and changing demand. Being closer to their consumers, they have observed and understood their changing habits. What’s more, they are often smaller companies, more agile in organising R&D and implementing marketing plans, and able to adjust their prices more easily. Companies such as Perfect Diary, Florasis and Chando have managed to capture the attention of consumers with products tailored to local preferences and innovative marketing strategies. What’s more, the distribution strategy chosen by these brands is often based mainly on online sales, which allows them to be more responsive (online sales are the preferred marketing method for these brands, as is the case with Proya, which achieves over 90% of its sales online).
  • Secondly, young consumers are more inclined to consume national brand products. Generation Z represents almost 19% of the Chinese population, and includes many consumers of cosmetics. Born during a period of prosperity for China and its international influence, young people are proud to buy national brands, which creates excellent development opportunities for Chinese companies.
  • Finally, the desired effects and specific functions of cosmetics have become increasingly important when it comes to purchasing products. Social networks and the internet have helped to raise awareness among the Chinese of skin problems and the various treatments available to deal with them. Domestic brands were quick to pick up on these new consumer concerns. They have been able to adapt, for example by increasing the number of partnerships with medical institutions in order to reinforce their image as experts in skin care. At the same time, they have consolidated their online distribution strategy.

Challenges and opportunities for foreign brands

French cosmetics: brand image and luxury

Brand image and the perception of quality play a crucial role in purchasing decisions. Chinese consumers are particularly sensitive to well-known brands and luxury products, which they associate with high social status and a guarantee of quality. Many French brands enjoy an image of luxury and quality that is highly prized by Chinese consumers. For example, brands such as Chanel, Dior and Lancôme enjoy strong recognition and loyalty from Chinese consumers. Made in France” is seen as a guarantee of prestige and quality, particularly in the skincare and fragrance segment.

Foreign brands can also capitalise on the growing interest in natural and organic products. Demand for products that are free from harmful ingredients and respect the environment is on the rise, paving the way for brands such as Caudalie and L’Occitane to promote their natural, sustainable formulas.

Adapting to the Chinese market: challenges for foreign brands

Enhanced regulations:

China is continuing to tighten its regulations on the safety and quality of cosmetic products. Brands must remain vigilant and ensure that they comply with these standards to avoid any risk of withdrawal from the market or penalties. Compliance with local regulations is essential to maintain the confidence of consumers and the authorities.

Establishing a suitable distribution network:

Beauty products are distributed in China through a combination of online and offline channels. E-commerce platforms such as Tmall and JD.com are still major players, but their leadership position is being challenged by social selling and the growing importance of livestreaming. Physical shops continue to play an important role, offering immersive shopping experiences and personalised consultations. In 2020, online sales of cosmetics accounted for around 38% of total sales in China. In recent years, the rapid expansion of cross-border e-commerce (CBEC) in China represents a major opportunity for foreign brands. Specialised CBEC online sales platforms such as Tmall Global and JD Worldwide give foreign brands direct access to Chinese consumers without the need to register their products. Participating in major online events such as the ‘Double 11’ can generate massive visibility and sales in a short space of time, however it is important to note that Chinese consumers will expect a strong discount on the price of products at these festivals.

 

Conclusion

In conclusion, the cosmetics market in China offers considerable opportunities for both French and foreign brands. However, success in this market requires an in-depth understanding of consumer preferences, an ability to innovate and personalise offerings, and constant vigilance with regard to local regulations. Brands that are able to navigate this dynamic and ever-changing landscape will be able to capitalise on the market’s continued growth and strengthen their presence in China. With a vast and diverse population, China continues to represent fertile ground for the global cosmetics industry, promising great prospects for years to come.

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HR Outsourcing in China: Trends, Challenges, and Strategic Solutions (2025 – 2026)

HR Outsourcing in China: Trends, Challenges, and Strategic Solutions (2025 – 2026)

1. Introduction

HR outsourcing China has become one of the most strategic tools for foreign companies entering or expanding in the Chinese market. Managing payroll, benefits, and compliance locally is complex, and building an in-house HR team requires heavy investment. Outsourcing allows companies to hire employees in China faster, remain compliant with local laws, and focus on growth instead of administration. 

China remains a global business hub in 2026, with a labor force of more than 770 million people and a fast-changing workforce. At the same time, HR policies in China, strict labor contract laws, and varying payroll systems across cities make human resources management difficult for newcomers. By partnering with HR outsourcing providers, companies reduce risk while benefiting from local expertise. 

In this article, we, VVR International, examine the current HR landscape in China, the role of outsourcing, top challenges, strategic HR solutions for foreign businesses, and future trends shaping HR practices in 2026.

2. HR Management in China: A Current Landscape

To understand where things stand, we begin by looking at today’s HR landscape in China, including market size, regulations, and talent dynamics. China is not isolated from global trends. According to Insignia Resource, the global HR outsourcing industry is projected to grow from USD 276.44 billion in 2025 to USD 291.59 billion in 2026. In parallel, Deloitte reports that 62% of Chinese companies plan to increase investment in HR technology in 2025–2026, focusing on automation and analytics tools.  

This shows that HR management in China is entering a new phase: balancing compliance with digital innovation. 

HR management in China is influenced by strict labor laws, fast-changing workforce expectations, and regional disparities. On one hand, China offers a wide range of skilled employees, from IT engineers to manufacturing specialists. On the other hand, employers must deal with high compliance requirements, complex payroll rules, and rising benefit expectations. 

For instance, HR policies in China are shaped by strict labor contract rules and mandatory benefits such as social insurance and the housing fund. Employers must sign written agreements with employees, contribute to insurance schemes, and respect probation and termination clauses. Mutual agreement is essential in resolving disputes.

Chinese firms and foreign investors alike now treat HR management as a strategic function. It is no longer only about hiring and payroll. Instead, HR policies in China emphasize employee retention, digital transformation, and compliance with social insurance rules. Strategic HR management ensures that companies can balance talent acquisition with long-term workforce development.

Foreign firms often struggle to adapt to local HR practices. Payroll systems differ by region, social insurance contributions vary by city, and employment contracts must comply with the labor contract law. For this reason, many foreign companies choose HR outsourcing services in China to avoid costly mistakes and reduce risks.

3. HR Outsourcing in China: Why It Matters 

Given rising complexity in compliance and talent demands, HR outsourcing China matters now more than ever for foreign businesses. It offers solutions to the two main challenges: managing compliance with Chinese labor laws and handling payroll across regions.

HR outsourcing in China offers various benefits for international businesses.

HR outsourcing in China offers various benefits for international businesses.

Benefits of HR outsourcing for foreign companies in China

HR outsourcing in China offers clear benefits for international businesses: 

  • Compliance: Providers ensure contracts, social insurance, and payroll comply with Chinese labor law. 
  • Cost savings: Hiring a local HR team is expensive; outsourcing reduces overhead. 
  • Speed: Companies can hire employees in China without first creating a local entity. 
  • Flexibility: Scale operations up or down as business needs change. 
  • Local expertise: Providers understand HR policies in China and offer tailored solutions. 

Outsourced HR services in China cover a wide range of functions, including: 

  • Payroll support. 
  • Social insurance and employee benefits management. 
  • Recruitment and onboarding support. 
  • Work permit processing for foreign employees. 
  • Labor contract management under mutual agreement rules. 

By relying on an HR outsourcing company, foreign firms can focus on growth while ensuring compliance with Chinese regulations.

If you are considering between HR outsourcing and in-house HR, their pros and cons, let’s explore the below table.

Factor  In-House HR in China  HR Outsourcing in China 
Cost High (salaries, training, systems)  Lower, predictable service fees 
Compliance  Risk of errors  Provider ensures accuracy 
Flexibility  Limited  High (easy to scale up/down) 
Speed  Slower onboarding  Faster hiring process 
Expertise  Dependent on internal team  Access to local experts 

 

👉 The verdict: HR outsourcing China is the preferred option for foreign SMEs and companies testing the market. It saves costs while reducing legal risks. 

4. Top HR and Talent Management Challenges in Mainland China 2026 

Despite the opportunities, HR management in China presents many challenges. These issues explain why outsourcing has grown so quickly.

  • Complex HR policies in China

Chinese labor laws are detailed and strictly enforced. Employers must provide written contracts, pay social insurance, and contribute to the housing fund. Any mistake can lead to fines or employee claims. Mutual agreement clauses must also be clearly defined. HR outsourcing providers help foreign companies navigate these policies safely.

  • Compliance and payroll

Payroll regulations vary across China, with each city applying its own social insurance rates, housing fund rules, and tax brackets. Managing employees in multiple locations requires strong local knowledge. This is one of the top challenges when your company operates in the China region.

Therefore, as an HR professional/provider, VVR can support you in ensuring employment practices are aligned with regional requirements.

The top HR challenges in China are compliance, payroll, and retention.

The top HR challenges in China are compliance, payroll, and retention.

  • Talent retention

China’s economy continues to evolve. Employees in China, especially younger professionals, expect higher salaries, better benefits, and career development. HR outsourcing partners can provide market insights, salary benchmarks, and benefits packages to help firms stay competitive.

  • Work permits and foreign employees

Hiring expatriates in China involves strict work permit rules. Without expert guidance, the process can delay projects or prevent hires. HR outsourcing services include support for work permits, helping foreign companies hire smoothly. 

👉 The verdict: The top HR challenges in China are compliance, payroll, and retention. Outsourcing offers solutions by combining expertise with local knowledge.

5. Strategic HR Solutions for Foreign Companies in China

Foreign companies, facing unique challenges in hiring and compliance, require strategic HR solutions to succeed in China.

Foreign businesses expanding to China often ask: How do we hire employees quickly and compliantly? Our HR outsourcing provides solutions such as: 

  • Recruitment support and access to local talent pools. 
  • Employment contracts are drafted under labor contract law. 
  • Social insurance and tax compliance. 
  • HR audits and compliance monitoring.

Outsourcing providers guide companies through work permit applications, ensuring expatriates can be legally employed. They also monitor compliance with mutual agreement rules, probation periods, and termination laws.

By outsourcing HR services, companies can align with China’s workforce trends. Providers ensure compliance but also deliver insights on HR practices in China, helping firms adapt to employee expectations. 

👉 The verdict: For foreign companies, HR outsourcing in China is not just about cost savings. It is a strategic tool for compliance, talent retention, and long-term growth.

6. Opportunities from HR Outsourcing in China

Despite obstacles, HR outsourcing in China offers real opportunitiesfrom cost savings to faster market entry.

Providers in China offer a wide range of HR solutions, from payroll to full employee lifecycle management. These include:

  • Benefits administration and social insurance payments. 
  • Hiring services for foreign companies entering China. 
  • Compliance monitoring and HR audits.

Companies that outsource HR can focus on business growth instead of administrative work. Here are some examples of how to apply HR outsourcing solutions in a variety of industries: 

  • IT companies use HR outsourcing to recruit engineers quickly. 
  • Manufacturers rely on providers to manage payroll across multiple cities. 
  • Service firms outsource HR functions to reduce compliance risk.

👉 The verdict: HR outsourcing in China provides practical opportunities for all industries. It helps businesses scale while staying compliant.

7. The Future of HR Practices in China

Looking ahead, HR management in China will continue to evolve. By 2026, HR practices in China will be shaped by technology, big data, and digital transformation.

  • Digital HRAI and Big Data

By 2026, HR practices in China will lean further into big data, AI tools, and cloud-based HR platforms. Providers predict that AI-powered recruitment, payroll automation, employee analytics, and performance tracking tools will be adopted by most mid-to-large enterprises. 

Insights from Deloitte and other tech-studies show digital HR spend growing by double digits in China. Moreover, with HR technology market rising strongly (global growth of ~12.8% CAGR), foreign firms must plan for digital adoption as part of their HR strategy

The future of HR practices in China is big data and AI transformation.

The future of HR practices in China is big data and AI transformation.

  • Employee well-being and ESG

HR policies in China now emphasize employee well-being, diversity, and ESG standards. Outsourcing providers help companies align with these values by offering modern HR practices. 

  • Strategic HR management

HR is becoming a driver of growth, not just a support function. Strategic HR management helps businesses hire, retain, and motivate employees in China while adapting to new labor trends. 

👉 The verdict: The future of HR management in China is digital, data-driven, compliance-focused, and employee-centered. Outsourcing providers will play a leading role in this transformation. Companies that adopt outsourcing with digital HR solutions will be best positioned for success. 


You may also like 

📩 Looking to expand your HR operations in China? Talk to VVR International experts today.


8. Look Ahead

HR outsourcing China has moved from being an optional service to a strategic necessity in 2026. It allows foreign companies to hire employees quickly, receive support for managing salaries in accordance with labor standards, and comply with strict HR policies in China. At the same time, it provides flexibility, scalability, and digital transformation. 

For businesses, the choice is clear: HR outsourcing in China is not just about administration. It is a strategic tool that supports long-term success in a competitive market. 

📩 Contact VVR International today to discover how our HR outsourcing services in China 2026 can help your business hire employees, manage payroll, and stay compliant.  

Share your project with us via contact@vvrinternational.com.

CONTACT US

FAQ

  • What are the main HR challenges in China that outsourcing helps foreign companies solve?

The main HR challenges in China include compliance with labor contract law, managing payroll across different cities, handling social insurance and housing fund contributions, and navigating work permit requirements for foreign employees.

HR outsourcing for foreign companies in China addresses these issues by providing local expertise, payroll outsourcing services, contract management under mutual agreement rules, and support for work permits. This allows companies to operate smoothly while minimizing legal and operational risks.

  • How do HR outsourcing services in China support strategic HR management and long-term growth?

HR outsourcing services in China support strategic HR management, aligning with modern HR practices in China, including digital HR solutions, employee retention strategies, and ESG-focused HR policies. By outsourcing HR functions, companies gain access to market insights, salary benchmarks, and compliance monitoring, enabling them to build sustainable teams in China while adapting to workforce trends and long-term business objectives.

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Navigating the New Wave of Opportunities: M&A Expansion in China

Navigating the New Wave of Opportunities: M&A Expansion in China

The Chinese market, with its impressive growth trajectory, has established itself as fertile ground for mergers and acquisitions (M&A), creating a landscape rich in opportunities for international companies ready to venture in. In 2023, the data reveals a dynamic M&A scene, marked by figures that underline the renewed confidence of investors and the vitality of the market.

A vibrant M&A scene

The Chinese M&A market had a dazzling year in 2023, with inbound deals jumping 68% and outbound deals growing by 31%, a clear indication of China’s growing appeal to both local and international investors.

Consolidation in sectors such as technology, renewable energy and financial services reflects a maturing economy seeking to capitalise on global trends and innovations. Renewable energy, for example, has captured attention thanks to government-backed initiatives, propelling China to global leadership in the sector.

Focus on Sectors and Key Transactions

M&A activity was concentrated mainly in the industrial sector, which accounted for 21.5% of the market or $66 billion, followed by commodities (14.6%) and high technology (13.3%). This illustrates a strategic interest in key industries that are at the heart of China’s economic growth and integration into the global economy. A major acquisition this year was the partial acquisition (10%) of Rongsheng Petrochemical by Aramco Overseas Co for $3.4 billion.

 

Investment focus : Beijing, Shanghai and Guangzhou

The 2023 M&A market in China highlights the importance of leading cities as investment centres. Beijing recorded $70 billion in transactions, Shanghai followed closely with $60.5 billion, and Guangzhou posted $58 billion. Despite a downward trend on the previous year, these figures confirm the crucial role of these metropolises as strategic investment hubs in China, acting as incubators for companies setting up there.

This regional dynamic underlines the potential of these cities not only as economic centres, but also as privileged points of entry for international companies exploring opportunities in China. (More information on the main Chinese cities in our article : here)

Navigation Challenges and Strategies

Although investment flows and the Chinese market in general are growing exponentially, there are a multitude of factors that need to be taken into account in order to set up effectively in this market, including regulatory nuances, cultural differences and business practices. Success in China requires a deep understanding of the local market, the ability to establish solid strategic partnerships and the flexibility to adapt to market dynamics.

Conclusion: A Future of Mutual Growth

The M&A boom in China is an open invitation to international companies to explore this market. With a strategic approach and an in-depth understanding of current trends, companies can not only successfully establish themselves in China but also contribute to the country’s dynamic economy, creating a virtuous circle of growth and innovation.

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Outsourcing in China: Everything You Need to Know (2025 – 2026)

HR Outsourcing in China: Everything You Need to Know (2025 – 2026)

1. Introduction

Expanding into China remains a key strategy for international companies seeking growth and cost efficiency. The country combines world-class manufacturing capacity, skilled labor, and advanced infrastructure. However, entering China’s market can be complex due to regulations, labor laws, and setup costs. That’s why HR outsourcing in China has become one of the most effective solutions. It allows foreign businesses to delegate specific functions, from manufacturing and IT to HR and logistics, to local experts without establishing a full legal entity. 

In this article, VVR International’s experts will explore: 

  • What outsourcing in China is and how it works. 
  • The benefits and risks of this model. 
  • HR, and compliance aspects about labor contract law. 
  • A comparison between outsourcing and outstaffing models. 
  • Why companies increasingly rely on outsourcing for faster, more efficient market entry.

By the end, you’ll understand whether outsourcing is the right strategy to support your expansion in China.

2. Outsourcing in China: 101 Overview

For global businesses, outsourcing provides a quick and compliant way to access China’s talent, production, and service capabilities. Let’s dive into what it means and how it differs from other models like outstaffing. 

Outsourcing offers a fast and compliant way to access the local talent pool.

Outsourcing offers a fast and compliant way to access the local talent pool.

What is Outsourcing in China? 

Outsourcing is a business model where a company delegates certain functions, projects, or processes to an external service provider in China. The provider handles managing tasks, people, and outcomes. 

Unlike outstaffing, where employees are legally hired by a third party but work under your daily supervision, outsourcing means the provider takes full responsibility for delivery, quality, and operations. 

Common types of outsourcing in China include: 

  • Manufacturing outsourcing: Partnering with Chinese factories to produce goods cost-effectively. 
  • IT outsourcing: Delegating software development, technical support, or maintenance. 
  • Business Process Outsourcing (BPO): Outsourcing functions such as customer service, accounting, or procurement. 
  • HR outsourcing: Using a local partner to handle contracts and compliance. 

Key Benefits of Outsourcing to China 

Outsourcing continues to attract global companies for its strategic and operational advantages: 

  • Cost efficiency. China offers competitive labor and production costs without compromising quality. 
  • Access to expertise. Local providers bring deep knowledge of supply chains, logistics, and compliance. 
  • Faster market entry. Avoid months of administrative setup by working through established partners. 
  • Scalability. Easily expand or reduce operations based on demand. 
  • Focus on core business. Delegating non-core functions allows management to focus on growth. 
  • Compliance support. Providers ensure adherence to labor, and environmental regulations.

👉 The Verdict: Outsourcing in China delivers flexibility, cost savings, and operational reliability. Thus, it is ideal for companies aiming to grow in Asia while minimizing administrative complexity.


Risks and Challenges of Outsourcing in China 

Like any business approach, outsourcing brings both advantages and risks. Companies must also consider its challenges: 

  • Loss of direct control. The provider manages daily operations and decisions. 
  • Quality consistency. Product or service quality must be monitored closely. 
  • Intellectual property (IP) risks. Always use clear legal contracts and NDAs. 
  • Cultural and communication gaps. Time zones, language, and expectations may differ. 
  • Vendor dependence. Your performance may rely heavily on your partner’s reliability. 

⇒ Tip for you: You should choose outsourcing companies with proven track records, transparency, and strong local networks to mitigate risks. 

3. Outsourcing vs Outstaffing in China 

Both models help companies operate in China without building a full entity, but they serve different purposes. 

  • Outsourcing in China shifts responsibility for a function or project to a third party. You focus on results while the provider manages the process. 
  • Outstaffing in China gives you dedicated employees who legally belong to the outstaffing company but work under your direction. Think of it as renting talent with compliance included. 
Outsourcing in China shifts responsibility for a function or project to a third party.

Outsourcing in China shifts responsibility for a function or project to a third party.

The table below shows some key points of the two models’ differences. 

Aspect  Outsourcing in China  Outstaffing in China 
Control  Limited control, focus on outcomes.  Full control over tasks and workflows. 
Cost structure  Fixed price for project/function.  Salaries plus service fees. 
Workforce  Staff serve multiple clients.  Dedicated staff to your company. 
Flexibility  Less flexible once contracted.  Easy to scale up or down. 
Compliance  Provider ensures project delivery.  Provider ensures labor law, payroll, and social insurance. 

👉 The Verdict: Choose outsourcing when you prefer a hands-off, results-driven model. So, it is perfect for production, logistics, IT, or back-office operations. Opt for outstaffing when you want to manage people directly while keeping legal employment with a third party.


Here are some practical scenarios for your references: 

  • A software company needs developers: outstaffing model. 
  • A fashion brand wants garments produced: outsourcing to China. 
  • A trading company needs logistics support: could use either, depending on goals. 

So, the decision depends on your business goals. 

Choose outstaffing services in China if: 

  • You want to manage employees directly. 
  • You need flexibility to scale quickly. 
  • You value compliance and secure HR handling. 
  • You plan to test the Chinese market before setting up a company. 

Choose outsourcing to China if: 

  • You want a third party to take over manufacturing or support functions. 
  • You don’t need daily management of employees. 
  • You want predictable project-based costs. 

4. Why Foreign Companies Use HR Outsourcing in China 

Here’s why outsourcing remains one of the top entry strategies for international businesses: 

  • Access to a skilled workforce. China has a large talent pool in IT, engineering, sales, and manufacturing support. 
  • End-to-end service. From design to delivery, providers handle complete workflows. 
  • Compliance and legal safety. Local partners ensure adherence to China’s labor contract law. 
  • Supply chain optimization. Outsourcing manufacturing or logistics reduces overhead and speeds of delivery. 
  • HR outsourcingProviders support recruitment, contract administration, and local HR compliance. 

For foreign businesses, this model allows companies to start operations quickly, without forming a Wholly Foreign-Owned Enterprise (WFOE).

Outsourcing services in China help foreign companies save time and reduce risks.

Outsourcing services in China help foreign companies save time and reduce risks.

5. How Outsourcing Works in China: The Typical Process 

A successful outsourcing setup generally follows these steps: 

  • Define needs. Determine which functions or projects to delegate. 
  • Select a provider. Choose based on experience, references, and local expertise. 
  • Set KPIs and scope. Agree on timelines, performance metrics, and quality standards. 
  • Contract signing. Include clauses on IP, confidentiality, and dispute resolution. 
  • Project execution. The provider manages tasks while reporting progress. 
  • Quality control and feedback. Regular reviews ensure compliance and standards. 

For example, instead of registering a WFOE (known as Wholly Foreign-Owned Enterprise), a European consumer-goods brand may outsource packaging production to a certified Chinese supplier while maintaining quality control through audits and shared digital tools. 

6. How to Choose Right HR Outsourcing Partner in China 

Your success depends heavily on the provider. So how do you choose HR outsourcing for foreign companies in China to meet the needs? Here are key tips to help you make better decisions:  

  • Compliance expertise. Do they understand Chinese labor laws? 
  • Industry knowledge. Do they have experience in your sector? 
  • Quality control systems: Are processes certified (e.g., ISO, BSCI)? 
  • HR systems. Can your provider effectively support recruitment workflows, employee documentation, and compliant contract handling? 
  • Transparency. Clear fees and no hidden costs. 
  • Network. Strong local connections for recruitment and support. 

When you have a list of potential providers, remember to always ask for references and case studies before signing an agreement.


You may also like:

📩 Looking to expand your HR operations in China? Talk to our experts today. 


7. HR Considerations in Outsourcing 

China has strict labor and HR regulations. Many foreign companies often struggle with employment laws and expectations. Therefore, HR outsourcing providers bridge this gap, especially in recruitment, onboarding, and employee support. 

Chinese Labor Contract Law requires formal, compliant agreements that define the employee’s terms of work. A reliable HR provider can help draft and manage these contracts. 

In addition, HR partners like VVR International assist with talent acquisition, onboarding, and day-to-day HR guidance. When operating under an Employer of Record (EOR) service, the HR provider becomes the legal employer in China, and is responsible for contracts, onboarding, and social insurance obligations. 

In short: A trustworthy outsourcing partner like VVR you stay compliant with Chinese labor law, especially when recruiting, onboarding, and supporting employees, so you can focus on core growth. 

8. Look Ahead

Outsourcing in China is a flexible and cost-effective way for foreign companies to hire staffs, enter the market quickly, and reduce compliance risks. Compared to outstaffing, it offers a more hands-off model focused on results and end-to-end delivery. 

If you are considering outsourcing services in ChinaVVR International can support you. With deep experience in Chinese labor law, HR management, our team guides foreign companies through every step of their China strategy. 

⇒ Contact us today to discover how outsourcing can accelerate your business in China.

Share your project with us via contact@vvrinternational.com.

CONTACT US

FAQ

  • How does EOR model work for foreign companies without a local entity in China?

EOR in China allows foreign companies to hire and manage staff without setting up a Wholly Foreign-Owned Enterprise (WFOE). A local EOR/PEO provider acts as the legal employer, handling labor contracts, social insurance, and compliance with Chinese labor contract law. This model enables faster market entry, reduces administrative burden, and ensures compliance, while foreign companies retain strategic oversight of operations. It is particularly suitable for companies testing the Chinese market or scaling teams quickly in 2026.

  • What are the main compliance risks when outsourcing to China and how can they be managed?

When outsourcing to China, foreign companies may face compliance risks related to labor law, intellectual property protection, and quality control. These risks can be managed by selecting experienced outsourcing providers with proven compliance expertise, clear contractual frameworks, and strong IP protection clauses. Reputable HR outsourcing partners also ensure employment contracts align with Chinese labor contract law, reducing legal exposure and operational risk for foreign companies expanding in China.

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EOR/PEO Services in China: Detailed Explanation and Legal Insights for Foreign Companies

PEO Services in China: Detailed Explanation and Legal Insights for Foreign Companies

1. Introduction

China continues to attract foreign companies, but hiring employees directly is never simple. The country’s strict labor laws, complex payroll system, and regional social insurance rules make compliance a serious challenge. For businesses that want to expand quickly, PEO services in China provide a practical solution. In this article, we – VVR RH, explain what EOR/PEO services are, how they work, and what legal updates in 2025 – 2026 mean for foreign businesses. We also compare EOR/PEO with alternatives like WFOEs, helping you decide which approach best supports your China expansion.

2. What Are EOR/PEO in China?

Before diving into regulations, it is important to define what PEO means in China. A Professional Employer Organization (PEO) is a local HR service provider that becomes the legal employer of record for your staff. PEO allows companies to hire employees in China without creating a local entity. While the PEO handles payroll, contracts, and benefits, the foreign company still manages the employees’ day-to-day work.

This model reduces time, costs, and legal risks while ensuring compliance with Chinese regulations. In fact, PEO services are now one of the most popular choices for SMEs and multinational firms testing the market. This arrangement is also referred to as EOR in China, since in practice, the PEO functions as the employer of record. In China, the difference between the two is more technical than practical.

Co-employment involves a business and a professional employer organization (PEO) jointly sharing specific employment responsibilities through a contractual relationship.

Co-employment involves a business and a professional employer organization (PEO) jointly sharing specific employment responsibilities through a contractual relationship.

PEO and EOR in China: Definitions

Although the terms are used interchangeably, understanding the PEO and EOR helps decision-makers.

  • PEO (co-employment). Both the PEO and the client share employer roles. The PEO handles HR and payroll, while the client directs the employee’s work.
  • EOR (full legal employer). It refers to when the PEO is the sole legal employer. The client company manages the employee’s duties but does not appear as the employer on contracts.

In China, most providers market PEO/EOR services together, so the difference is largely branding. The choice depends on whether the company already has a legal entity in China. If yes, PEO services complement the entity. If not, EOR solutions in China provide a full legal employer framework.

Benefits of Using This Service in China

For many foreign companies, the benefits go beyond compliance.

  • Market entry speed: Start operations quickly.
  • Legal security: Reduce exposure to fines or lawsuits.
  • Employee satisfaction: Timely salary, insurance, and benefits build trust.
  • Strategic flexibility: Scale staff up or down as business needs evolve.
  • Access to HR expertise: PEOs understand local practices, from contracts to dispute resolution.

Ultimately, PEO/EOR services in China free up foreign firms to focus on sales, sourcing, and growth — while experts handle HR and compliance.

Risks and Challenges

Of course, no model is without drawbacks. Companies should understand the risks before committing.

  • Legal gray areas. In some regions, PEO services may overlap with restricted “labor dispatch.” Choosing a licensed provider reduces this risk.
  • Higher long-term costs. Service fees may exceed the cost of setting up a WFOE if hiring dozens of staff.
  • Employee perception. Some Chinese employees may prefer direct contracts with foreign entities.
  • Dependence on provider. The client relies on the PEO’s systems and expertise.
  • Mitigation strategy. Conduct due diligence and choose a provider with proven compliance, transparent pricing, and local licensing.

3. Why Foreign Companies Choose PEO/EOR in China

Expanding in China is complex, but PEO services simplify the process. For foreign companies, the benefits are immediate and significant.

  • Speed. A PEO can onboard employees in days, while setting up a Wholly Foreign-Owned Enterprise (WFOE) may take 3–6 months. So, it is critical for companies testing the market or starting pilot projects when applying PEO service in China.
  • Compliance. China has strict rules for labor contracts, payroll, and mandatory benefits. PEOs ensure full compliance with the Chinese Labor Contract Law and local bureau requirements.
  • Flexibility. Companies can start with one or two employees before scaling up. If the business shifts, they can also exit without facing heavy closure costs.
  • Risk reduction. PEOs reduce the risk of fines, penalties, or employee lawsuits related to misclassification.
  • Cost efficiency. SMEs can avoid the high registered capital and administrative costs linked to entity setup.

In short, PEO services in China provide a low-risk bridge for foreign companies that want to operate in the country without committing large investments upfront.

Furthermore, the demand for PEO services in China is set to rise, driven by several key trends. Many companies are adopting a China+1 strategy, combining their China presence with expansion into ASEAN markets such as Vietnam and Thailand, and PEO solutions make this dual approach easier to manage.

At the same time, the rise of digital PEO platforms, powered by AI and automation, is streamlining payroll, enhancing compliance monitoring, and reducing costly errors. Moreover, high-growth sectors such as green energy, semiconductors, and AI are attracting increasing foreign investment, creating strong demand for compliant hiring models.

Together, these factors indicate that PEO services will remain a critical tool for businesses entering China, offering agility and compliance in an unpredictable global market.

Comparison between PEO (Professional Employer Organization) and WFOE (Wholly Foreign-Owned Enterprise) in China.

Comparison between PEO/EOR and WFOE (Wholly Foreign-Owned Enterprise) in China.

4. Legal Environment for PEO Services in China (2026 Update)

China’s labor market is heavily regulated, and foreign companies must follow the same laws as local employers. PEOs step in as the legal buffer to ensure compliance.

  • Employment contracts. Every employee in China must have a written labor contract in Mandarin. Contracts must specify job roles, working hours, wages, benefits, and termination clauses. PEOs prepare these contracts according to Chinese law, protecting foreign companies from non-compliance fines.
  • Social insurance and housing fund (5+1 model). Employers must contribute to the “five insurances and one housing fund” which are pension, medical, unemployment, work injury, maternity, and housing fund. Contribution rates vary by city. For instance, in Shanghai, employers pay around 27% of salary, while employees contribute ~11%. PEOs manage these payments accurately, avoiding penalties and ensuring employees receive their benefits.
  • Probation and termination rules. Probation periods are capped based on contract length, ranging from one to six months. Termination without proper cause requires severance pay. Mishandling termination is one of the most common risks for foreign firms, and PEOs reduce this risk by following the correct procedures.
  • Expat employment rules. Hiring foreigners in China requires work permits, Z visas, and residence permits. PEOs can handle these processes, ensuring documents meet requirements and reducing visa rejection risks.
  • Legal updates. Crackdowns in Beijing and Shanghai on the misuse of labor dispatch agencies. Stricter enforcement of social insurance for foreign workers, unless exempted by bilateral agreements. More digitalized labor administration systems, requiring timely online filings.

To sum up, these updates make it more difficult for foreign companies to hire directly without expertise, further reinforcing the value of EOR/PEO services in China.

5. EOR/PEO vs. Setting Up a WFOE in China

Foreign firms often compare PEO with setting up a Wholly Foreign-Owned Enterprise (WFOE). Both allow hiring, but the processes differ greatly.

Factors EOR/PEO in China WFOE Setup
Time to hire Days 3 – 6 months
Legal entity needed No Yes
Cost Service fees only High registered capital, ongoing compliance
Compliance risk Handled by PEO/EOR Company responsible
Scalability Easy to scale or exit Long-term commitment

 

Therefore, for companies testing the market, PEO/EOR is a flexible first step. WFOEs are better for firms planning long-term, large-scale operations.

6. Payroll and HR Compliance Under China EOR Services

Payroll in China is more complex than in many Western countries. PEO/EOR payroll services ensure compliance with:

  • Personal income tax (PIT). Progressive rates up to 45%, with monthly withholding.
  • Social insurance and housing fund contributions.
  • Reporting deadlines. Company must file with the local tax bureaus each month.
  • Payroll cycle. Usually monthly, with strict deadlines.

Failure to comply can lead to fines or blocked work permits. Using a PEO payroll service reduces administrative burdens while guaranteeing employees are paid accurately and on time.

Payroll in China is more complex than in many Western countries.

Payroll in China is more complex than in many Western countries.

7. How to Choose the Best PEO Services in China

Selecting the right PEO partner is essential, as your compliance, payroll accuracy, and even employee trust will depend on it. The wrong choice can lead to fines, disputes, or talent loss. Below are key factors for your evaluation:

  • Licensing and compliance track record.

Not every PEO in China is licensed to operate legally. You always verify that the provider holds valid licenses for HR outsourcing, payroll services, and labor dispatch, where applicable. Also, you should ask for proof of compliance and check whether the provider has faced any disputes with local authorities. A strong track record ensures you won’t risk penalties.

  • Experience with foreign SMEs and multinationals.

A PEO that has worked with both small businesses and large corporations understands different hiring needs. SMEs often require flexibility and cost efficiency, while MNCs demand scalability and strict compliance. Look for case studies or testimonials from companies similar to yours, especially in your industry.

  • Transparent fees without hidden charges.

Some providers charge low upfront fees but add hidden costs for visa applications, tax filings, or sudden contract terminations. You should request a full pricing sheet that covers payroll, benefits, onboarding, and offboarding. Clear pricing builds trust and helps you budget accurately.

  • Knowledge of local labor laws.

Chinese labor law is detailed and enforced differently across provinces. A good PEO should not only know the national laws but also local variations in minimum wage, social insurance rates, and housing fund contributions. Providers should also update you about regulatory changes that may affect your employees.

  • Ability to handle expat visas and cross-border payroll.

If you plan to hire foreign experts in China, the PEO must manage work permits, residence permits, and renewals smoothly. Delays can interrupt operations and frustrate employees. For regional companies, the PEO should also provide cross-border payroll support, ensuring compliance when staff split time between China and ASEAN hubs under a China+1 expansion model.

  • Cultural and HR expertise

Beyond compliance, a strong PEO understands workplace culture in China. This includes handling sensitive resignations, providing guidance on bonuses, and supporting employee retention strategies. Providers with bilingual HR staff can bridge communication gaps between foreign managers and local employees.


Read more related articles


8. Conclusion

Hiring employees in China is complex, but PEO/EOR services in China simplify the process. They provide a legal employer framework, manage payroll and benefits, and ensure compliance with labor laws. Compared to setting up a WFOE, PEO services are faster, cheaper, and less risky, making them ideal for SMEs and firms testing the Chinese market. However, choosing the right partner is critical. A reliable PEO not only manages compliance but also builds trust with employees, supporting long-term success.

📩 If you want to hire employees in China without setting up a local entity, VVR RH offers expert PEO and/or EOR solutions for foreign companies in China. Contact us today to explore how we can help you expand with confidence.

Share your project with us via contact@vvrinternational.com.

CONTACT US

FAQ

  • What are the main HR challenges in China that outsourcing helps foreign companies solve?

The main HR challenges in China include compliance with labor contract law, managing payroll across different cities, handling social insurance and housing fund contributions, and navigating work permit requirements for foreign employees.

HR outsourcing for foreign companies in China addresses these issues by providing local expertise, payroll outsourcing services, contract management under mutual agreement rules, and support for work permits. This allows companies to operate smoothly while minimizing legal and operational risks.

  • How do HR outsourcing services in China support strategic HR management and long-term growth?

HR outsourcing services in China support strategic HR management, aligning with modern HR practices in China, including digital HR solutions, employee retention strategies, and ESG-focused HR policies. By outsourcing HR functions, companies gain access to market insights, salary benchmarks, and compliance monitoring, enabling them to build sustainable teams in China while adapting to workforce trends and long-term business objectives.

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Commercial success in China: Know Your Consumers

Commercial success in China: Know Your Consumers

The Chinese market may seem vast, but it is far from homogeneous. So while there are real opportunities for many business sectors, it is essential to study the structure of this market and its dynamics in advance. Indeed, if you want to do business in China for the long term, it’s essential to understand the mindset of the Chinese consumer. Influenced by a unique combination of traditional culture and modernity, these consumers have specific expectations that companies must recognize and satisfy.

Understanding the Chinese consumer

Understanding the Chinese consumer is the first step for any company looking to expand into China. A brief overview of consumer habits and interests.

Cultural values and their influence on buying habits

China, with its thousands of years of history, has a deeply rooted culture that can influence buying behavior. Certain values, such as respect for family and the value of saving, guide consumer choices and set the pace for certain purchases. For example, on special occasions such as Chinese New Year, it’s common to give expensive gifts to show respect and affection.

The Importance of Brand and Quality

Chinese consumers place a high value on brand reputation and product quality. A well-known brand is often associated with reliability and superior quality. For this reason, many foreign companies with a good international reputation have a clear advantage in the Chinese market.

The Role of Social Media and Influencers

With the rise of technology and the mass adoption of smartphones, social media plays an important role in the lives of Chinese consumers. Platforms such as TikTok have become essential sources of information for consumers. Influencers have a significant impact on purchasing decisions as they are perceived as reliable and authentic sources of information. They drive this digital commerce by offering live streaming on the main Chinese platforms, where they present products and generate a sometimes colossal volume of sales The rise of live streaming in China, a hot new sales channel – VVR International, strategic development, production, sourcing, distribution…

Meeting consumer expectations

Responding effectively to the needs of Chinese consumers requires an adapted and innovative approach, supported by a tailored marketing strategy and a multi-channel distribution network – Supply Chain & Distribution – VVR International, strategic development, production, sourcing, distribution… Here’s how companies can adapt to these expectations to ensure their success.

The Importance of Localizing Products and Services

China is a huge country with cultural and regional diversity. What works in one region may not be as effective in another. Therefore, localization of products and services is critical. This means not only language translation, but also adapting products, packaging and communication to local tastes, preferences and needs.

Customer service: a key element in gaining trust

Chinese consumers place a high value on customer service. Fast, efficient and courteous service can have a significant impact on brand perception. What’s more, word of mouth is powerful in China. A single bad customer experience can quickly spread across social networks and damage a company’s reputation.

Current and future trends to watch

The Chinese market is evolving rapidly. Companies need to stay on top of the latest trends and adapt accordingly. For example, the rise of e-commerce and certain platforms unknown in Europe, the growing importance of sustainability, and the appeal of local products are all trends that companies need to consider in their strategy.

Tips for foreign companies

Entering the Chinese market can seem daunting, but with the right strategies and a thorough understanding of the terrain, foreign companies can thrive. Discover some essential tips for successfully navigating this dynamic market.

Market Research and Local Partnerships

Before entering the Chinese market, it’s essential to conduct in-depth market research to understand local nuances. Working with local partners can also be advantageous, as they have intimate knowledge of the market and can help navigate the complex Chinese business landscape.

Adapt Marketing and Communications Strategies

Marketing and communications in China are very different from those in the West. Companies must adapt their messages to resonate with Chinese consumers. This may include using local celebrities for advertising campaigns or participating in local festivals and events to increase brand exposure. Relying on a local employee to represent the brand or product in China is an advantage when launching in China. Thanks to Portage Salarial, it is possible to hire a Chinese sales representative without having to set up a legal entity in China. In fact, VVR International provides a legal home for your employee. As part of our “PEO services, we manage your employee’s administrative affairs and act as an intermediary for the payment of salaries and other fees;

Understanding Local Regulations and Standards

China has its own regulations and standards for trade, quality and safety. Foreign companies need to ensure that they comply with these regulations and keep abreast of developments to avoid legal problems. This may involve working with local experts or consultants to ensure compliance.

The bottom line: Navigating the Chinese market with confidence

China, with its ever-evolving market and demanding consumers, offers immense opportunities for companies that are able to adapt and innovate. By focusing on localization, building strategic partnerships, and staying on top of the latest trends, companies can thrive in the Chinese market.

With over 24 years of experience, VVR International has assisted numerous European companies in their industrial and commercial development in China. Whether you’re looking to establish local brands, sell through distribution networks, recruit the best local talent on your behalf, or use the PEO services, VVR International’s teams are ready to assist you in your development project.

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Strategies for standing out in the ultra-competitive Chinese market

Strategies for standing out in the ultra-competitive Chinese market

The Chinese market is attractive, but with aggressive local competition and consumers with ever-higher expectations, how can a foreign company really stand out and win the trust of Chinese consumers? In this article, we’ll explore some proven tips for succeeding in this dynamic and sometimes unforgiving market, even in the face of fierce competition. Whether you’re new to the market or looking to consolidate your presence, these strategies could be the key to your success in China.

Understand and adapt to the Chinese culture

Entering the Chinese market without a thorough understanding of its culture and nuances is a common and costly mistake. Here are some key elements to keep in mind:

Importance of localization:

Chinese consumers appreciate brands that speak to them in their own language and respect their customs. This is more than just translation. Localization means adapting your messaging, design, and even aspects of your product or service to resonate with local audiences. Implementing a targeted, specific marketing strategy is essential to establishing yourself in the marketplace.

Cultural nuances:

From the color of packaging to local festivals, being aware of cultural nuances can help your company avoid major faux pas. For example, red is a lucky color in China, while white is often associated with mourning.

Work with local partners: Working with local partners, distributors and/or retailers can not only ease market entry, but also enhance your brand’s credibility. They can help you navigate regulatory complexities and better understand consumer preferences.

Maximize your digital presence

China is one of the most connected countries in the world, with a highly active population on digital platforms. Here’s how to optimize your online presence to reach and engage this audience:

The Chinese Social Media World:

In China, the main social networks are WeChat, Weibo, and Douyin. Each of these platforms has unique features and audiences that require tailored content strategies. For example, WeChat is ideal for CRM, while Douyin (the equivalent of TikTok) is essential for viral marketing. L’essor du live streaming en Chine, nouveau canal de vente en vogue – VVR International, développement stratégique, production, sourcing, distribution…

E-commerce and distribution platforms:

With platforms such as Tmall, JD.com and Pinduoduo, online commerce is a booming industry in China. Pinduoduo : l’avenir du e-commerce chinois – VVR International, développement stratégique, production, sourcing, distribution…. It’s essential to provide a smooth user experience and understand the nuances of Chinese e-commerce, such as specific “shopping days” (e.g. Singles’ Day).

Tailor content to the Chinese audience:

Create content that speaks directly to your Chinese consumers. This may mean working with local KOLs, producing customized videos, or even launching advertising campaigns specific to certain regions or cities.

Build strategic partnerships and collaborations

Collaboration is often the key to success, especially in a market as diverse and vast as China. Here’s how you can use collaborations to strengthen your position:

Work with recognized local brands:

Partnering with established Chinese brands can open doors for you and make it easier for the local public to accept your product or service. These collaborations can take the form of co-branding, cross-promotion, or joint marketing campaigns.

Attend trade shows and local events:

These events are an opportunity to meet potential partners, understand market trends, and showcase your products directly to Chinese consumers.

The Art of Succeeding in China: Adapt and Persevere

The Chinese market can be complex to navigate, but with a thorough understanding of the culture, the implementation of a multi-channel distribution strategy, and strategic alliances, your company can launch and sustain its business in China.

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Human Resources in China: Common Recruiting Mistakes to Avoid and What to Do Instead

Human Resources in China: Common Recruiting Mistakes to Avoid and What to Do Instead

1. Introduction

China is one of the world’s most attractive destinations for international business, yet it is also one of the most complex when it comes to its people. For global companies, managing human resources in China requires a new mindset: a mix of cultural awareness, legal precision, and adaptive leadership. Unlike in Western markets, success in recruiting in China doesn’t simply come from offering good pay. It stems from understanding what motivates Chinese professionals, how trust is established, and why speed, clarity, and respect influence every hiring decision. In this article, we, VVR HR, explore the main aspects of human resources in China, including how to attract, hire, and retain top talent in China, while avoiding the costly mistakes many foreign companies make. 

2. Understanding the Chinese Job Market

Before posting your first job ad, it’s important to understand how the Chinese employment landscape differs from Western markets, both culturally and structurally. 

A massive workforce and a growing talent gap 

China’s labor market remains one of the largest on Earth, with over 770 million active workers according to the National Bureau of Statistics. Yet employers often face talent shortages, especially in specialized sectors like engineering, AI, green energy, and logistics. In 2025, average urban wages grew by more than 6% year-on-year, reflecting rising expectations among skilled employees. This means that human resources in China must focus not only on hiring, but also on retaining valuable professionals through development, benefits, and culture. While entry-level recruitment remains abundant, mid-level management and technical roles are becoming more competitive, pushing companies to enhance training and succession planning.

Cultural context: Hierarchy, respect, and harmony 

The Chinese professional environment still values hierarchy and collective harmony. Employees appreciate structure and clarity in reporting lines. For example, during interviews, modesty is a sign of respect rather than weakness. A candidate who avoids self-promotion may still be extremely competent, just more reserved. For foreign HR leaders, understanding this nuance is essential. It’s part of what defines successful human resource practices in China. For instance: 

  • Asking candidates to “describe how your team achieved success” feels more natural than “what did you accomplish?” 
  • Managers are expected to lead by example, balancing authority with empathy. 
  • Public recognition of achievements motivates staff, but private criticism preserves face and respect. 

These subtleties might seem minor, but they deeply influence trust, engagement, and retention.

Guanxi: The invisible engine of China’s HR ecosystem 

Guanxi (关系) refers to the web of personal and professional connections built through trust and reciprocity. In China human resources, guanxi remains an invaluable asset. Many quality hires still come through referrals rather than job boards.

Guanxi refers to the web of personal and professional connections built through trust and reciprocity.

Guanxi refers to the web of personal and professional connections built through trust and reciprocity.

Foreign companies often underestimate this soft power. Building guanxi takes time: attending industry events, supporting local initiatives, or collaborating with universities can open doors that standard recruitment channels cannot. Moreover, maintaining good relationships with current employees enhances your employer reputation — an important aspect of human resource management in China that drives word-of-mouth recruitment. 

Human Resources in China: Regional diversity and mobility 

China is not a single market. The country has regional diversity, including: 

  • Tier-1 cities (Shanghai, Beijing, Shenzhen, Guangzhou) offer deep talent pools but also the highest salary competition. 
  • Tier-2 cities (Chengdu, Suzhou, Nanjing, Wuhan) balance affordability with strong universities and rising professional populations. 
  • Tier-3 manufacturing hubs attract younger workers but require more investment in onboarding and training. 

As mobility increases, many professionals prefer employers offering hybrid work or rotational assignments. Flexible policies, when aligned with compliance, make companies more attractive, a growing trend in human resources management in China post-pandemic. Besides, employers are expected to provide not only fair compensation but also career developmenttraining opportunities, and a clear sense of purpose, all of which strongly influence candidate decisions. 

3. Common Mistakes Foreign Companies Make (and What tDInstead)

Many companies enter China with enthusiasm, but without adapting their hiring practices to local realities. Here are the most common pitfalls to avoid. 

Translating job descriptions without localization 

Literal translation often results in confusion or misalignment. A job posting written for Europe or the U.S. might not fit Chinese expectations of seniority or reward. In fact, titles, benefits, and role expectations may not align with local norms. For instance, what’s considered a “Manager” in Europe may be viewed as a mid-level position in China. Or a “Business Development Executive” role might sound junior in China, while “Sales Manager” communicates clearer responsibility. Likewise, benefits such as social insurance, annual bonus, and housing allowances are not perks; they are norms. HR Tips: Write the job description in Mandarin first. Specify clear KPIs, include benefits transparently, and describe the company’s local presence. This ensures your recruitment in China resonates with both language and mindset.

A job posting written for Europe or the U.S. might not fit Chinese expectations of seniority or reward.

A job posting written for Europe or the U.S. might not fit Chinese expectations of seniority or reward.

 

Underestimating employer branding 

Today’s candidates check everything, from your WeChat account to employee reviews. Without localized visibility, your company can appear transient or unreliable. Candidates regularly check company profiles on MaimaiWeChat, and major job portals such as ZhaopinLiepin, or 51Job before applying. If they can’t find credible local information about your company, they may question its stability or long-term presence. HR Tip: Create Chinese-language pages and updates. Post about your team, community engagement, or partnerships. Maintain a responsive WeChat Official Account. A consistent local narrative builds trust and strengthens human resources management in China. 

Delays and unclear job offers 

One of the biggest cultural mismatches is timing. Chinese candidates expect clarity and speed in communication. Prolonged approval cycles, incomplete offer details, or inconsistent communication are among the main reasons candidates reject offers. Indeed, silence after interviews can be discouraging for candidates. HR Tip: Provide a structured one-pager (role details, compensation overview, benefits, key conditions) and prioritize transparent, timely communication at each stage. Even when a process needs more time, clarity and consistency help maintain engagement and trust. 

Ignoring compliance and labor law 

China’s labor regulations are detailed and vary between cities. Mistakes such as exceeding legal probation periods, skipping mandatory benefits, or using generic foreign contracts can lead to disputes or penalties. 

  • Written contracts are mandatory and must include job title, location, term, and benefits. 
  • Probation periods are capped based on contract length (e.g., 1 month for contracts under a year, up to 6 months for long-term contracts). 
  • Social contributions (known as the “Five Insurances and One Housing Fund”) must be paid for every employee, with rates that differ by region. 

HR Tip: Always prepare bilingual contracts, following national and city-specific regulations. Keep a record of all signed documents and onboarding procedures. Or you can work with local HR experts or a PEO provider who understands the latest legal updates and ensures full compliance from day one. 

Using a single recruitment channel 

Focusing only on one hiring source, such as LinkedIn or Western job boards, is a common and costly mistake. In fact, LinkedIn’s audience in China is small. Chinese professionals rely heavily on domestic platforms and personal referrals. They use Zhaopin, 51Job, Liepin, and Boss Zhipin, while Maimai functions as a business social network. Therefore, relying on one platform reduces diversity in applications. HR Tip: Use a multi-channel approach: from posting on local job portals, engaging on social media, attending networking events, building referral programs, to mixing job boards with headhunters. 

Overlooking onboarding and training 

Hiring is only the first step. Retaining your talent requires consistent follow-up and professional development. Many employees leave within their first year if they feel disconnected or undervalued. HR Tip: Design a clear 30–60–90 day onboarding plan, offer training on company tools and culture, and ensure regular manager check-ins. Strong onboarding is one of the most impactful human resources practices in China, directly reducing early turnover. 

4. How to Succeed in Recruiting in China

Once you understand the challenges, the next step is to design a recruitment strategy tailored to local realities, ensuring consistency, adaptability, and long-term thinking. Here is how to build robust strategies for human resources in China. 

Collaborating with local specialists 

Partnering with a local HR or PEO expert is the most efficient way to navigate legal, cultural, and operational complexities. At VVR International, our VVR HR helps foreign companies understand local law systemsdiploma structures, salary benchmarks, and industry-specific expectations. With a local partner, you can identify qualified candidates faster and avoid costly hiring mistakes. For foreign companies entering the Chinese market, the hybrid model of human resources management, like EOR/PEO in China, reduces risk and accelerates setup.

Partnering with a local HR or PEO expert is the most efficient way to navigate legal, cultural, and operational complexities.

Partnering with a local HR or PEO expert is the most efficient way to navigate legal, cultural, and operational complexities.

Investing in employee development 

Training and career progression are among the top factors influencing job satisfaction in China. Offering learning opportunities, even small-scale internal programs, helps build loyalty and reduces turnover. Regular feedback and mentorship show that your company values long-term growth, not just short-term performance. HR TipIntroduce quarterly workshops, mentorship programs, and internal promotions. Link training outcomes to recognition and measurable growth. Such investment nurtures loyalty and strengthens your human resource practices in China. 

Design structured, transparent recruitment processes 

An organized recruitment flow conveys professionalism. Here is our recommended model for your reference: 

  • Job definition and salary validation 
  • Mandarin-language posting 
  • Screening and shortlisting within 7–10 days 
  • Two interview rounds: HR fit and technical 
  • Reference check (often informal via guanxi) 
  • Offer issuance within 3 days 

Consistency and clarity build trust both internally and externally, hallmarks of strong China human resources operations 

Negotiate with cultural awareness 

Negotiation in China is not just about numbers. It’s about balance and sincerity. Candidates may discuss job title, growth path, or even working location before confirming. How you communicate matters as much as what you offer. Be consistent in your messaging, transparent about compensation, and respectful of the decision-making process. HR TipBe flexible but transparent. Explain how social insurance, taxes, and bonuses affect net pay. Avoid abrupt changes or delayed responses, stability and predictability are highly valued in recruiting in China. 

Cultivate company culture with local flavor 

Global companies often bring a strong culture, but local adaptation matters. Chinese employees value leaders who are visible, empathetic, and decisive. Cultural exchange, bilingual communication, and community-building activities help bridge global and local mindsets. HR Tip: Encourage team lunches, celebrate Chinese holidays, and highlight shared achievements publicly. A strong local identity within a global framework fosters pride and belonging across your China human resources network.


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5. Look Ahead: Enter the Chinese Market with Confidence

To sum up, recruiting in China is not about replicating your home-country methods; it’s about adapting and evolving. Understanding local culture, complying with labor laws, and investing in relationships will shape your long-term success far more than short-term cost savings. At VVR Internationalwe help foreign companies hire and manage teams in China with confidence. From recruitment strategy and compliance to payroll and employee management, our local experts simplify complexity, so you can focus on growth. 

Reach out to our HR experts to discuss your recruitment or compliance project. Together, we’ll turn China’s complexity into your competitive advantage. 

Share your project with us via contact@vvrinternational.com.

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FAQ

  • What are the main HR challenges in China that outsourcing helps foreign companies solve?

The main HR challenges in China include compliance with labor contract law, managing payroll across different cities, handling social insurance and housing fund contributions, and navigating work permit requirements for foreign employees.

HR outsourcing for foreign companies in China addresses these issues by providing local expertise, payroll outsourcing services, contract management under mutual agreement rules, and support for work permits. This allows companies to operate smoothly while minimizing legal and operational risks.

  • How do HR outsourcing services in China support strategic HR management and long-term growth?

HR outsourcing services in China support strategic HR management, aligning with modern HR practices in China, including digital HR solutions, employee retention strategies, and ESG-focused HR policies. By outsourcing HR functions, companies gain access to market insights, salary benchmarks, and compliance monitoring, enabling them to build sustainable teams in China while adapting to workforce trends and long-term business objectives.

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