If you’re hiring foreign nationals to work in China, you need to understand how the country’s work authorisation system operates before you make an offer. China requires foreign workers to hold both a Foreign Work Permit (FWP) and a Residence Permit with work status. These aren’t optional extras. Working without both documents in place exposes the employee to deportation and the employer to fines and reputational risk. Since February 2026, enforcement has tightened further as Covid-era relaxations were removed, and salary thresholds for permit categories are now strictly applied.
The work permit and residence permit system
China’s work authorisation framework is administered by the Ministry of Human Resources and Social Security (MOHRSS) and its local bureaus. Foreign workers are classified into three categories: A, B, and C. Which category a worker falls into determines what documentation they need to provide, what salary threshold applies, and how easily they can obtain long-term status. The categorisation is based on a government scoring system that factors in qualifications, professional experience, age, and salary level.
Category a: high-end talent
Category A covers China’s top-tier foreign talent. It’s designed for senior executives, leading scientists, internationally recognised professionals, and high-income earners. Workers in this category face the fewest restrictions and the most straightforward path to long-term residence.
Requirements
To qualify for Category A, a foreign national must meet at least one of the following:
- A monthly salary of 6 times or more the local average monthly wage
- A score above 85 on the government’s classification system
- An internationally recognised achievement in a relevant field
There’s no upper age limit for Category A applicants, and qualifying workers can sponsor dependant family members for residence in China.
2026 Salary benchmarks
The salary threshold for Category A is tied to local average wages, which vary by city. As of February 2026, the monthly salary benchmarks are:
- Beijing: approximately RMB 71,622/month
- Shanghai: approximately RMB 74,604/month
These figures reflect the removal of Covid-era relaxations. Employers should check local bureau guidance for the current benchmark in other cities before relying on salary alone to qualify a candidate for Category A.
Category b: professional talent
Category B is the most common route for skilled foreign workers in China. It covers engineers, teachers, managers, and technical specialists who meet standard professional qualifications but don’t reach the higher bar set for Category A.
Requirements
Category B applicants must satisfy one of the following:
- A bachelor’s degree plus at least two years of relevant work experience
- A monthly salary of 4 times or more the local average monthly wage
- A score of 60 to 84 points on the government’s classification system
2026 Salary benchmarks
The monthly salary benchmarks for Category B as of February 2026 are:
- Beijing: approximately RMB 47,748/month
- Shanghai: approximately RMB 49,736/month
As with Category A, these thresholds are calculated against local average wages, so the figure will differ depending on which city the work is based in.
Age restrictions
Category B has an age limit. New applications are generally restricted to those under 60, and this is strictly enforced from 2026. There’s limited discretion on renewals for existing permit holders, but employers shouldn’t assume exceptions will be granted. If you’re onboarding a candidate who is approaching 60, confirm their eligibility with the relevant local bureau before proceeding.
Category c: other workers
Category C covers temporary workers, service-sector roles, interns, and other positions that don’t meet the criteria for Categories A or B. Workers in this category score below 60 on the government’s classification system.
This is the most restrictive category. Category C permits are subject to annual quotas set by provincial governments, which means availability depends on where the work is based and how many permits have already been issued in that quota period. Permit durations are limited, and the path to long-term residence from this category is more constrained than for A or B workers. Employers relying heavily on Category C workers should factor quota availability into their workforce planning.
How the application process works
The application process for a Chinese work permit follows a set sequence, and it’s the employer’s responsibility to initiate it. Here’s how it works:
- Employer applies for the Work Permit Notification Letter. The sponsoring employer submits an application through the MOHRSS online system. The application includes documents from both the employer and the employee (see below).
- Employee applies for a Z visa. Once the Notification Letter is issued, the employee uses it to apply for a Z visa (the work visa) at a Chinese diplomatic post in their home country or country of residence.
- Employee enters China and applies for the Residence Permit. Within 30 days of arrival, the employee must apply for a Residence Permit (work type) at the local Exit-Entry Administration Bureau.
Standard documents required for all categories include:
- Passport with at least six months’ validity
- Physical Examination Record for Foreigners, completed at a designated health facility
- Certificate of No Criminal Record, authenticated by the relevant authority
- Highest academic degree certificate, authenticated or notarised
- Formal employment contract with the Chinese employer
- Employer’s business licence and social insurance registration
The work permit and Residence Permit are both employer-specific. If an employee changes jobs, they need to go through the process again with the new employer. Employers should account for this when managing transitions or reassignments.
For employers hiring from countries that have signed bilateral social security agreements with China, such as Germany, Japan, and Canada, the employee may be exempt from making contributions to China’s social insurance system. It’s worth confirming treaty coverage before completing the employment contract, as this can affect both costs and administrative obligations.
Hiring permit holders through an Employer of Record
If your company doesn’t have a registered legal entity in China, you can’t directly sponsor a Foreign Work Permit. The sponsoring employer must be a recognised Chinese legal entity. This is where an Employer of Record (EOR) is a practical option.
An EOR acts as the legal employer on your behalf. It holds the work permit sponsorship, manages employment contracts in compliance with Chinese labour law, handles payroll, and administers social insurance obligations. Your team member works within your business day-to-day, while the legal employer relationship and permit sponsorship sit with the EOR. This lets you bring people into China-based roles without first going through the time and cost of entity registration.
Quality EOR services will also keep track of permit renewal timelines, salary threshold changes, and local bureau requirements so you don’t have to monitor these yourself.
Book a demo to see how RemotePass supports foreign work permit hiring in China.
Frequently asked questions
Can a foreign national start work in china before the residence permit is issued?
No. The Z visa allows entry into China but doesn’t authorise work on its own. The employee must complete the Residence Permit application within 30 days of arrival. Until the Residence Permit is issued, the employee isn’t formally authorised to work. Employers should build this processing time into their onboarding plans and avoid scheduling a start date that assumes the permit will arrive immediately.
What happens if an employee changes jobs in china?
The work permit and Residence Permit are tied to the sponsoring employer, not the individual. If an employee moves to a new employer, the new employer must apply for a fresh Work Permit Notification Letter and go through the full process again. The employee can’t simply transfer their existing permit. This means there will be a gap in authorisation during the transition, and both parties need to plan accordingly.
Which documents need to be authenticated, and what does that involve?
Two documents typically require official authentication before submission: the Certificate of No Criminal Record and the highest academic degree certificate. Authentication generally means having the document certified by the relevant government authority in the issuing country and then legalised for use in China, either through apostille (where applicable) or through the Chinese diplomatic post. The exact process depends on the issuing country. Employers should confirm requirements with the relevant Chinese consulate or the local bureau handling the application, as authentication processing times can add weeks to the overall timeline.
Do bilateral social security agreements affect the permit process itself?
No, they don’t change the permit application process. The work permit and Residence Permit requirements are the same regardless of the employee’s nationality. What changes is the social insurance obligation. If the employee is a national of a country with a bilateral social security agreement with China, they may be exempt from contributing to China’s social insurance system. This affects payroll costs and compliance but doesn’t alter the steps required to obtain the work permit or Residence Permit. Employers should confirm treaty coverage with a local adviser before finalising the employment contract.
