China Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in China?

Employers in China must secure work permits for employees who are not Chinese nationals but will be employed within the country. Generally, any foreign worker planning to take up paid employment in China will require a work permit. This includes expatriates, foreign professionals, and any individuals whose work in China requires legal documentation to ensure their stay and employment status are compliant with Chinese labor laws.

It is important for employers to recognize that individuals coming to China for business activities (such as meetings, conferences, or temporary contracts) may not need a full work permit but could require a business visa or short-term work visa instead.

Types of Work Permits and Visas in China

In China work permits and work visas refer to different authorization documents that serve different purposes. A work permit is a document issued by labor authorities that authorizes legal employment in the country. While it allows foreign professionals to work in China, it cannot be used for entry and exit. On the other hand, a work visa is an authorization document that allows entry and stay in China. Unlike the work permit (which is based on professional qualifications), the work visa is issued based on the purpose of an individual's entry and is necessary to enter or leave the country legally.

Despite their clear differences and purposes, both are required in order for a foreign national to legally work in China. Working without the proper work permit, even if you have a valid visa of another type (like a business or tourist visa), is illegal and can result in fines, deportation, and future entry bans.

Work Permits in China

China uses a three-tier talent classification system for work permits, categorizing foreign workers as follows:

Tier A (High-Level Talent) Category

The Tier A (High-Level Talent) work permit is designed for highly skilled professionals in fields of critical need in China. This category allows for expedited processing (5 days faster) through a "green channel," paperless verification during the application process, and a more inclusive and convenient application experience. There are no restrictions on age, education degree, or work experience. The permit also offers longer validity periods compared to other categories.

Applicants must typically possess high-level qualifications or specialized skills. This could include a higher education degree or significant experience in a specialized field. Employers must apply for a work permit approval before applying for the work visa.

You should apply for a Tier A work permit when hiring highly skilled or specialized professionals whose talents are needed urgently in China. This visa is best suited for employees in technical fields or leadership positions who can bring significant value to your organization.

💡Best work permit option if: This is the ideal choice if your business needs to hire top-tier talent for key roles that require specialized knowledge or leadership skills. It offers fast processing and longer-term employment flexibility, making it perfect for filling critical positions in your company.

Tier B (Professional Talent) Category

The Tier B work permit is intended for skilled professionals in China. It is for individuals with a bachelor's degree or higher, typically in technical, management, or specialized roles and at least two years of relevant work experience. While the validity periods for Tier B permits are generally shorter than Tier A, they remain a solid option for businesses hiring skilled professionals. The application process for this permit involves stricter documentation and the issuance of a work permit is influenced by the current demand for workers in specific industries or sectors.

For example, if a particular industry in China (like technology or engineering) has a shortage of qualified local professionals, the government may be more likely to approve work permits for foreign workers in that field. Conversely, if there is an oversupply of workers in a particular sector, the government may impose stricter requirements or limit the number of work permits issued for that occupation.

You should apply for a Tier B work permit when hiring skilled professionals for positions that require specific expertise but are not classified as high-level talent. This category is ideal for technical staff or mid-level management roles, where expertise and experience are key, but the role does not require top-tier qualifications.

💡Best work permit option if: The Tier B permit is perfect when you need skilled professionals for specialized roles that demand a good level of experience but not necessarily the highest level of expertise. It’s a good option for filling technical or management positions that require specific qualifications.

Tier C (Limited Skill Workers) Category

Tier C work permits are for workers with limited skills who would like to work in China. This category is typically for short-term workers (under 90 days) or those participating in government quota programs, such as internships. Tier C workers are subject to government quotas, longer processing times, and have shorter validity periods compared to higher-tier permits. This category is often used for individuals who held work permits under the previous system but no longer qualify for Tier A or B. Furthermore, Tier C applicants face stricter labor market assessments than other categories. This work permit is well-suited for internships, temporary assignments, or other short-duration positions that do not require high-level skills.

💡Best work permit option if: The Tier C work permit is best when you need to hire temporary workers for short-term projects or roles under government-sponsored programs. This visa works well for internships, seasonal work, or specialized short-term assignments, although it has limited flexibility and longer processing times.

Work Visas in China

China offers several types of work visas depending on applicant's the purpose of entry and duration of stay. Understanding the different categories will help employers determine which visa best suits the needs of their employees.

Each work permit category (Tier A, B, and C) in China is linked to specific visa types based on the qualifications and the type of employment or activities the foreign worker will undertake. These visa types determine the eligibility, processing times, and the duration of stay for foreign nationals employed in China:

Category Z Visa

This is the primary visa type used for foreign nationals employed in China. It is issued to those taking up employment with a Chinese entity and is typically valid for a single entry. Upon arrival, the visa is valid for 30 days, and it must be converted into a residence permit within this period. The Category Z Visa is designed for foreign workers and their accompanying family members, allowing them to stay in China for an extended period while employed. Tier A workers typically apply for this visa because it is designed for those who are coming to work in China and are expected to stay for a longer period. As such, this visa is ideal for top-level talent who will be in high-demand industries in China.

💡Best work permit option if: This visa is best for employers hiring foreign employees who will be engaged in full-time, long-term work in China. It is ideal for positions that require specialized skills, leadership, or critical roles within your organization. The Category Z Visa is the most common choice for employers hiring foreign nationals for employment purposes in China.

Category R Visa (High-Level Talent Visa)

The Category R Visa is issued to highly qualified foreign professionals whose skills are urgently needed in China. This visa is designed for top-tier talent and can be issued for multiple entries, valid for up to 5-10 years, depending on the worker’s qualifications and role. The maximum stay per entry is 180 days. The Category R Visa is associated with expedited processing and fewer documentation requirements compared to other visas.

To qualify for the Category R Visa, the applicant must be recognized as a high-level talent according to China's work permit classification system (Tier A). This typically includes individuals with exceptional skills in areas like technology, science, business, or leadership. Documentation proving the worker's expertise, including an approved work permit, is required.

You should apply for a Category R Visa if you are hiring foreign workers with exceptional skills in high-demand fields. It is ideal for roles where specialized knowledge is critical, such as research and development, high-tech industries, or senior management positions.

💡Best work permit option if: This visa is best for employers who need to attract highly skilled professionals for critical roles. It’s perfect for those who require top-tier talent and wish to benefit from quicker processing and longer-term employment options.

Category M Visa (Business Visa)

The Category M Visa is primarily used for business, trade, and commercial activities in China. This visa is not intended for employees of Chinese entities but rather for individuals engaging in short-term business visits, such as attending meetings, conferences, or negotiating contracts. It is available in single-entry, double-entry, or multiple-entry options, with stays ranging from 30 days to 1 year. Some US and Canadian citizens may be eligible for a 10-year multiple-entry M Visa.

To qualify for the Category M Visa, the applicant must provide documentation supporting their business activities in China, such as an invitation from a Chinese company or evidence of business negotiations.

You should apply for a Category M Visa when sending employees or business partners to China for short-term work that does not involve direct employment. This is ideal for individuals visiting China for business meetings, conferences, or trade shows.

💡Best work permit option if: This visa is best for employers who need to send employees to China for short-term business activities, such as market research, client meetings, or negotiations, without engaging them in formal employment.

Category F Visa (Non-commercial Visit Visa)

The Category F Visa is designed for individuals visiting China for non-commercial activities, such as research, cultural exchanges, lectures, or other academic and non-profit purposes. This visa is available in single-entry and double-entry options, with typical stays ranging from 30 days to 90 days. It is not intended for commercial or employment activities.

To qualify for a Category F Visa, the applicant must provide documentation related to their non-commercial activities in China. This may include an invitation letter from a Chinese organization, proof of research projects, or cultural exchange programs. This visa is suitable when employees are not engaged in formal work or commercial activities.

💡Best work permit option if: This visa is best for employers who need to send employees for non-commercial activities like research, conferences, cultural exchanges, or academic projects. It’s ideal for short-term assignments that do not involve direct employment or commercial activities.

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Work Permit Application Process in China (Step-by-step)

China’s work authorization process is structured and document-heavy, with distinct responsibilities for the employer and the foreign employee. The sequence below focuses on the standard Foreigner’s Work Permit and Z visa pathway used for most long-term employment.

• Step 1: The employer confirms eligibility to hire foreign staff. This includes ensuring the company is properly registered in China, in good standing with tax and social security authorities, and that the role meets local criteria for hiring a foreign professional.
• Step 2: The employer gathers corporate documents and creates an online account in the work permit system. Typical documents include the business license, organizational code, legal representative details, and, where applicable, industry-specific licenses or approvals.
• Step 3: The employee prepares personal supporting documents. These often include a valid passport, degree certificates, professional qualifications, a detailed CV, reference letters, a recent photo, and a non-criminal record certificate, many of which must be legalized and translated into Chinese.
• Step 4: The employer submits the Foreigner’s Work Permit Notification application online. Authorities review the role, salary level, and candidate profile, and classify the applicant (Class A, B, or C) based on points or talent criteria before issuing an electronic Notification Letter if approved.
• Step 5: The employee applies for a Z visa (or R visa where applicable) at a Chinese embassy or consulate abroad. Using the Work Permit Notification Letter and other required documents, the employee completes the visa form, attends any required appointment, and obtains the entry visa for work.
• Step 6: The employee enters China and completes local registrations. Within prescribed time limits, this typically includes temporary residence registration with the local police and, in many cities, a medical examination at a designated health center.
• Step 7: The employer finalizes the Foreigner’s Work Permit card and Residence Permit for Work. After arrival and completion of local formalities, the employer submits remaining documents so the employee can receive the physical work permit card and convert the Z visa into a Residence Permit for Work in their passport.

Requirements and Eligibility for a Work Permit

China applies a points-based and category-based system to foreign workers, with higher thresholds for some roles and more flexible rules for high-level talent. Specific criteria can vary by city and by classification (Class A, B, or C).

Common requirments inlcude:

• Relevant educational background: Most standard roles require at least a bachelor’s degree or higher, and the degree should generally relate to the position in China to demonstrate genuine professional expertise.
• Professional experience: Authorities often expect at least two years of post-graduation, relevant work experience, which helps show that the foreign hire brings skills not readily available in the local labor market.
• Clean criminal record: A non-criminal record certificate from the employee’s home country or recent country of residence is typically required, usually legalized and translated, to support public security and compliance objectives.
• Valid employment contract: A signed employment contract or offer letter with a China-based entity is needed, specifying job title, duties, work location, and compensation that meets local standards and classification thresholds.
• Health and medical fitness: A medical examination, either pre-arrival or post-arrival at a designated facility, is commonly required to confirm the employee is fit to work and does not pose public health risks.
• Employer qualification and compliance: The sponsoring entity must be properly registered, have no serious compliance violations, and in some cases meet minimum capital or revenue thresholds, ensuring it can support and supervise foreign staff.

Work Permit Processing Time in China

Processing times for Chinese work permits and visas can vary significantly by city, workload at the authorities, and the completeness of your documentation. Seasonal peaks and policy changes can also affect how long each stage takes.

The typical processing time for a work permit or visa in China can vary depending on the applicant’s classification, whether documents are correctly legalized and translated, and how quickly both employer and employee respond to any queries from authorities. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Around 1 to 3 months after all required documents are submitted and the employee has entered China, including time for the Work Permit Notification, Z visa issuance, and conversion to a Residence Permit for Work.
• Permanent Residence: Approximately 6 to 18 months or longer, depending on the category, background checks, security reviews, and the completeness and complexity of the supporting documentation.
• Short-Term Business or Work Visas: Roughly 2 to 4 weeks from submission for M visas (business) or short-term work arrangements, assuming documents are in order and the visit is limited to meetings, negotiations, or short assignments.

Expected Processing Timeline: Employer vs Employee

While exact timelines differ by case and location, the overall process can be mapped out week by week to help you plan onboarding and start dates.

• Week 1–2: Employer confirms role details, gathers corporate documents, and the employee assembles personal documents, including legalization and translation where needed.
• Week 3–4: Employer submits the online Foreigner’s Work Permit Notification application and responds to any initial questions from local authorities.
• Week 5–6: Work Permit Notification Letter is issued (in many cases), and the employee books and attends the Z visa appointment at the Chinese embassy or consulate.
• Week 7–8: Employee receives the Z visa, travels to China, completes temporary residence registration, and, if required, undergoes the medical examination.
• Week 9–10: Employer submits remaining documents for the physical Foreigner’s Work Permit card and the Residence Permit for Work application at the local exit-entry bureau.
• Week 11–12: Residence Permit for Work is issued, and the employee is fully authorized to live and work in China for the validity period of the permit.

Who Does What During China Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming eligibility to hire foreign staff, preparing and submitting the work permit and residence permit applications, paying official fees, and maintaining ongoing compliance with labor, tax, and immigration rules. They must also track expiry dates, manage renewals, and promptly report changes such as role, location, or early termination.
• Employee is responsible for: Providing accurate personal information and supporting documents, including legalized and translated certificates, and attending any required medical examinations or visa appointments. They must also maintain a valid passport and status in China, comply with the specific terms of the work permit (employer, role, and location), and cooperate with renewal or change procedures.

Work Permit Renewal Periods in China

Chinese work permits and corresponding Residence Permits for Work are typically granted for 1 year, and in some cases up to 2 or 3 years for senior or long-term employees, with renewals required before expiry. Employers should usually begin renewal preparations at least 30 to 90 days before the permit end date to allow time for gathering updated documents, medical checks if needed, and authority review.

Renewal requirements often mirror the initial application, including proof of continued employment, updated registration records, and confirmation that both employer and employee remain compliant with tax, social security, and immigration rules. Because practice may vary by city and policy can change, it is important to check current guidance from the local Human Resources and Social Security Bureau and Exit-Entry Administration when planning renewals.

What Are the Fees for a Work Permit or Visa in China?

The cost of applying for a work permit or visa in China varies depending on the visa type and the applicant’s nationality. Generally, the fees are relatively low compared to other countries, but they can add up when factoring in additional documentation or expedited processing.

Note: The above fees reflect government fees for work permits and visas in China, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

Work Permit Renewal Periods in China

Work permits in China are usually issued for a period of one to five years, depending on the nature of the job and the type of visa granted. After the initial period, the work permit can be renewed. Employers should submit renewal applications at least two months before the current permit expires to avoid gaps in the worker's legal status. Failing to renew the permit on time may lead to penalties or legal complications for both the employer and employee.

Visa Requirements for Digital Nomads in China

China does not currently offer a specific visa for digital nomads. However, foreign professionals who wish to work remotely from China may use a tourist visa (L Visa) for short stays. For longer durations, employers may need to consider other visa options, such as the Z or M visa, depending on the specific work arrangement.

 
• Valid Passport: Digital nomads must have a valid passport with at least six months' validity.
• Temporary Employment Agreement: Depending on the length of stay and work type, a temporary employment contract may be required.
• Health Check & Insurance: Some regions may request proof of health insurance and a medical check.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.