China – Work Permits and Working Legally

Do expats need a work permit to work legally in China?

China’s Exit and Entry Administration Law, together with accompanying regulations administered by the Ministry of Human Resources and Social Security (MOHRSS), establishes who is permitted to engage in paid employment within the country. The fundamental rule is clear: foreign nationals must possess both an approved work permit and the appropriate visa before undertaking any form of paid work. This obligation applies equally across all organisational types, whether the employer is a multinational corporation, a joint venture, or a representative office.

The application process is managed by the employer, not the employee. Employing organisations must submit the initial work permit application before the foreign national can seek a Z visa. The procedure unfolds in two distinct phases: first, securing the Work Permit Notice, and second, obtaining the visa and residence permit. In contrast to jurisdictions where individuals shoulder most of the administrative responsibility themselves, China places the primary obligation firmly on the sponsoring organisation to initiate and support the application throughout.

Foreign nationals who are seconded from an overseas employer to a Chinese subsidiary for no more than 90 days in any given calendar year — while continuing to receive their pay and benefits from the overseas employer — may be eligible for an exemption from the work permit requirement. In such cases, entry via an M business visa is typically permitted for the duration of the short-term posting.

Engaging in work without a valid work permit — even when holding another type of valid visa, such as a tourist or business visa — is unlawful and exposes individuals to fines, deportation, and potential bans on future entry to China. A spouse travelling on a Q (family reunion) visa does not automatically acquire working rights; a separate work permit application through a sponsoring employer is required in all cases.

China has concluded social security treaties with a number of countries, which may exempt nationals of those countries from certain insurance contributions under the terms of the applicable agreement. Whether your home country has such an arrangement with China can be confirmed via the Ministry of Human Resources and Social Security website.

What types of work permit are available in China?

On 1 April 2017, China introduced a unified work permit framework, consolidating the previously separate “Alien Employment Permit” and “Foreign Expert Certificate” into a single document: the Foreigner’s Work Permit (FWP). The system classifies applicants into one of three tiers — Class A, Class B, or Class C — based on qualifications, professional skills, the nature of the role, and intended length of stay. The framework is designed both to draw in exceptional international talent and to safeguard the needs of the domestic labour market.

Class A is reserved for foreign talents who are actively encouraged to come to China — including leading scientists, technology innovators, international entrepreneurs, and specialists in fields critical to China’s economic and social progress. Applicants in this tier benefit from a dedicated “green channel” that accelerates processing by approximately five working days compared to standard timelines. Class A candidates are also not subject to requirements relating to age, educational qualifications, or years of work experience, and can take advantage of paperless verification during the application process.

Class B covers professional foreign talent who meet defined criteria aligned with China’s development needs — such as qualified technical specialists, foreign language instructors, high earners, or individuals whose circumstances generate a personal score of between 60 and 84 points under the scoring framework. Class B1, for instance, requires at least a bachelor’s degree and a minimum of two years of full-time post-graduation experience in a relevant field. The scoring mechanism — which weighs factors including educational attainment, work experience, salary level, and language ability — is comparable in structure to points-based immigration systems used in countries such as Canada and Australia.

Class C encompasses foreign nationals whose employment aligns with domestic labour market requirements and who are engaged in temporary work (not exceeding 90 days), seasonal roles, non-technical positions, or service-sector jobs consistent with Chinese policy. Class C workers are subject to government-imposed quotas, typically face longer processing times, and receive permits with shorter validity windows compared to those in higher tiers.

The scoring system is central to the classification process: a total of 85 points or more places an applicant in Tier A; scores between 60 and 84 qualify for Tier B; and scores below 60 result in a Tier C classification.

With regard to associated visa categories: the R Visa is granted to highly skilled foreign professionals whose expertise is considered urgently needed in China. It may be issued for multiple entries, with a validity of between 5 and 10 years depending on the individual’s credentials and role, and permits stays of up to 180 days per entry. The R Visa comes with expedited processing and reduced documentation requirements relative to standard visas. From 1 October 2025, China formally introduced the K Visa under updated entry and exit regulations, targeting young STEM professionals and researchers who hold a bachelor’s degree or above or who are engaged in research activities.

The D Visa is available to foreign nationals involved in long-term, high-value investment or project work in China. Eligibility is restricted to individuals meeting stringent criteria — such as significant investors, long-serving foreign experts, or those with established family connections to China. Approval is uncommon and requires extensive assessment. Once granted, the D Visa confers the right to reside and work in China indefinitely, without the need for periodic renewals.

How do you apply for a work permit in China, and how long does it take?

Bringing a foreign employee to China on a Z visa involves a series of coordinated steps that must be completed in strict sequence and supported by the correct documentation at each stage. Unlike immigration systems in which the individual applicant manages most of the process independently, China’s system is firmly anchored in employer responsibility — the employing organisation must take the lead from the outset.

1. Confirm employer eligibility. The employer must hold a current business licence and be lawfully registered in China. The company’s registered scope of business must expressly permit the hiring of foreign nationals. Applications from companies that do not satisfy this requirement will not be accepted by the authorities.
2. Determine the applicant’s permit category. China’s points-based classification system assigns foreign workers to one of three tiers. The tier assigned will determine processing timelines, approval prospects, and the specific documentation that must be submitted.
3. Submit the online work permit notice application. Once employer eligibility has been established, the company submits an online application through the SAFEA (State Administration of Foreign Experts Affairs) platform. The submission must include information about the organisation, the employee’s qualifications and credentials, and the terms of employment. Notarised and translated copies of the employee’s degree certificate, criminal record check, and other personal documents must also accompany the application. Following review, the competent government authority issues a Work Permit Notice.
4. Apply for the Z Visa. Armed with the Work Permit Notice or Representative Certificate, the foreign national may then apply for a Z work visa at the relevant Chinese consular post — typically located in their country of nationality or habitual residence.
5. Obtain the Foreigner’s Work Permit on arrival. Within 15 days of entering China on a Z visa, the foreign national must apply in person for the formal work permit from the relevant local administrative authority.
6. Register with the local police. On arriving in China, the employee must report to the nearest police station and register within 24 hours. Failure to complete this registration can cause delays at subsequent stages of the process.
7. Apply for a residence permit. Within 30 days of entering China on a Z visa, and once the work permit has been issued, both the employee and any accompanying family members must apply for residence permits at the local Public Security Bureau (PSB). The residence permit functions as a multiple-entry travel document and supersedes the original single-entry Z visa.

Processing times: For a new application where all documentation is in order, the period from submission to receipt of the Work Permit Notice is typically 15 to 20 working days. Actual timelines can differ between cities, so consulting a professional advisory firm or the relevant local authority for current estimates is advisable. Once approved, the residence permit is generally issued within 7 to 15 working days.

Tier A applicants benefit from the green channel fast-track service, which reduces processing times by around five working days compared to the standard route. The most frequent source of delays is the authentication of foreign documents: notarisation and legalisation can be time-consuming, so applicants should begin gathering and certifying documentation well in advance.

What documents do expats need to apply for a work permit in China?

Document requirements differ by permit category and are subject to revision, so applicants should always verify the current checklist with the National Immigration Administration (NIA) or the local Human Resources Bureau. The following sets out the typical requirements for a standard Category B application.

Documents required from the applicant (employee):

• Completed Foreigner’s Work Permit Application Form
• A formal job offer from a legally registered employer in China; at minimum two years of relevant professional experience; a bachelor’s degree or equivalent (in most cases); a clean criminal history; and satisfactory health, confirmed through a medical examination.
• A physical examination certificate for foreigners, issued within the preceding six months by a Chinese inspection and quarantine authority or a recognised overseas health examination facility.
• For Category B applicants, a certificate confirming no criminal record, issued by the police, security department, or court in the applicant’s country of nationality or habitual residence, and authenticated by the relevant Chinese embassy or consulate.
• Relevant professional qualification certificates and supporting approval documents; where qualifications were obtained overseas, these must be certified by a Chinese embassy or consulate in the issuing country, or by that country’s embassy or consulate in China, or by an approved Chinese academic credential verification institution.
• An employment contract in Chinese, signed by the applicant and bearing the official stamp of the employer.

Documents required from the employer:

• A valid business licence registered in China; evidence that there are no outstanding legal or tax liabilities; and demonstration of a genuine operational need for a foreign hire.
• Company registration documents confirming that the business scope authorises the employment of foreign nationals
• Full details of the employment contract, including job title, scope of duties, remuneration, and duration of the engagement

China’s accession to the Apostille Convention means that public documents originating from another contracting state — such as a foreign national’s degree certificate — need only be apostilled by the competent authority in the country of origin, rather than undergoing the lengthier and more costly process of consular legalisation. This change has meaningfully reduced the time required to prepare documents for work permit notice applications.

A medical examination is a mandatory component of the application. Where the examination is conducted at an approved overseas hospital, the resulting report may be forwarded to the appropriate health centre in China for verification. However, some Chinese health centres decline to accept overseas medical reports and instead require the applicant to undergo a fresh examination at a designated facility within China.

Precise document requirements can vary depending on permit type, the city in which employment will take place, and the relevant industry sector. Always confirm the current requirements directly with the local Human Resources Bureau or the NIA before lodging an application.

What does a work permit cost in China?

China does not publish a single standardised government fee schedule for work permits in the way that some countries do for visa applications. Applicable charges vary according to the region, the permit category, and the specific services required. Readers should verify the most current fee information directly with the local Human Resources Bureau or the National Immigration Administration, as the amounts are subject to periodic revision.

The costs associated with obtaining a work permit typically fall into the following categories:

• Government application fees: These are generally modest and differ by permit type and municipality. Contact your local Human Resources Bureau or the NIA to obtain the most up-to-date figures.
• Z Visa fee: Consular visa fees differ by nationality, as China operates reciprocal fee arrangements with many countries. Consult the fee schedule published by your nearest Chinese embassy or consulate for current amounts (as of 2025).
• Medical examination: The compulsory health check must ordinarily be conducted at a designated medical institution. Costs differ depending on location.
• Document authentication and translation: Notarised translations of all foreign-language documents are required where applicable, and the authentication process itself involves both time and cost. Since China joined the Apostille Convention, the expense and duration of document certification for nationals of member countries has been reduced, as apostilling replaces the more elaborate consular legalisation procedure.
• Residence permit fee: A fee is payable when lodging the work-type residence permit application at the local PSB office. Check the current amount with your local PSB or NIA office before applying.

Employing foreign nationals in China demands strict compliance with both labour and immigration legislation. Employers must hold valid authorisation to recruit foreign workers and must provide employment contracts that comply with statutory requirements, including minimum salary thresholds. In China, the costs of sponsoring and processing a work permit are ordinarily borne by the employer; passing these expenses on to the employee may constitute a breach of labour law obligations. Seek advice from a qualified legal professional for clarity on your specific circumstances.

Can expats change jobs or employers while on a work permit in China?

Work permits and residence permits in China are tied to a specific employer and issued in respect of a particular location. As a general rule, a foreign national is authorised to work only for the organisation named on their work permit and is expected to reside in the area where the permits were granted. This differs considerably from permit frameworks in other countries that confer broader, employer-independent employment rights.

If any of the registered details shown on a work permit or residence permit change, the relevant authorities must be notified promptly and amendments must be filed accordingly. Where a foreign national’s employment with a given employer comes to an end, the work permit must be formally cancelled with the appropriate authority.

When moving to a new employer, the authorities must be informed and new documentation submitted, including a formal release letter from the previous employer. Upon termination of the employment relationship, the outgoing employer is responsible for cancelling the work permit. The incoming employer must then begin the application process afresh, starting from the Work Permit Notice stage.

Because work permits are location-specific as well as employer-specific, individuals seeking to change roles or relocate to a different part of China — even within the same company — may be required to seek approval or submit a new application. An internal transfer to a different city can therefore trigger the need for an amendment or an entirely fresh permit application.

Class A permit holders benefit from accelerated processing and greater flexibility, including in some cases the ability to change employers without having to restart the entire application from scratch — a significant advantage for highly skilled professionals in the top tier. Class B and C holders should anticipate a more regulated transition and may be required to demonstrate that the prospective new employer’s needs satisfy labour market demand criteria before approval is granted.

Given the complexity involved in changing employers, expats are strongly encouraged to consult a qualified immigration adviser or their prospective employer’s HR team before resigning from their current position, as the gap between jobs can affect the validity of the existing residence permit.

What are the penalties for working illegally in China?

The relevant penalties are set out principally in the Exit and Entry Administration Law of the People’s Republic of China and its associated administrative regulations. Illegal foreign employment generally encompasses three scenarios: working without any valid work permit; performing work activities that fall outside the scope of an existing work permit; or, in the case of foreign students, working beyond the permitted scope or hours.

Penalties for the individual:

• Foreign nationals found to be working without authorisation face fines ranging from RMB 5,000 to RMB 20,000 (as of 2025). The precise sum is determined at the discretion of the enforcement authorities based on the gravity of the violation.
• In more serious cases, foreign nationals may be placed in administrative detention for a period of between 5 and 15 days, typically as a precursor to being expelled from the country.
• Deportation is a standard consequence of illegal employment, and is frequently accompanied by a re-entry ban preventing the individual from returning to China for a specified period, which may range from 1 to 10 years depending on the circumstances and severity of the infraction.
• A record of unlawful employment can also adversely affect future visa applications for China and may complicate applications to other countries, restricting the individual’s international mobility more broadly.

Penalties for employers:

• Individuals or entities that unlawfully engage foreign workers face a fine of RMB 10,000 for each person employed without proper authorisation, subject to a total ceiling of RMB 100,000, with any profits derived from the illegal arrangement liable to be confiscated.
• Employers also risk substantial administrative penalties, loss of their authorisation to hire foreign staff, deportation of the affected employee, and lasting damage to their corporate reputation.

The regulatory framework extends to those who facilitate illegal employment arrangements. Individuals who unlawfully introduce foreign nationals into employment may be fined up to RMB 50,000, while organisations doing so may face fines of up to RMB 100,000, with any illicit gains confiscated in addition.

Chinese national authorities conduct regular compliance inspections of employers who employ foreign nationals. Enforcement activity can be concentrated in particular sectors or regions, meaning that the likelihood of inspection is not evenly distributed across all industries and locations.

Where can expats find reliable and up-to-date information on work permits in China?

The foundational legal texts governing immigration and employment in China are the Exit and Entry Administration Law of the People’s Republic of China and its subordinate regulations. The National Immigration Administration (NIA) — which operates at local level through the Public Security Bureau — and the Ministry of Human Resources and Social Security jointly oversee the corporate immigration regime.

The following official sources should serve as the primary reference points for expats:

• National Immigration Administration (NIA) — the principal authority responsible for entry, exit, residence, and work authorisation for foreign nationals in China. The NIA website provides relevant laws, regulations, and guidance documents in English.
• Ministry of Human Resources and Social Security (MOHRSS) — responsible for the employment authorisation dimension of the work permit system, including permit classification rules and domestic labour market considerations.
• Local Human Resources and Social Security Bureaus — requirements and procedures vary considerably between provinces and cities, including major centres such as Beijing, Shanghai, Guangzhou, and Shenzhen. Consulting the bureau in the specific city where employment will be based is essential.
• Chinese embassies and consulates abroad — for applicants submitting their Z visa application from outside China, the Chinese diplomatic post in their country of residence is the appropriate contact for visa-related queries and current fee schedules. The China Visa Application Service Centre (CVASC) website also provides country-specific application information.

China’s immigration and work permit policies continue to evolve, and individual provisions are adjusted with some regularity. Between 2023 and 2024, requirements for certain work-related applications were revised on multiple occasions. Variation in how policies are implemented from one city to another also remains a feature of the system. For this reason, official municipal government portals — such as the Shanghai Municipal People’s Government portal — can be especially useful for city-specific guidance.

Exercise caution when using third-party websites, immigration forums, or social media communities as sources of specific procedural or fee information, as such content is frequently out of date. Always cross-check any information against the relevant official source, particularly with respect to fees and processing times, which are subject to regular change.

Frequently Asked Questions

Can I start working in China while my work permit application is being processed?

No. Foreign nationals must hold a fully approved work permit and the appropriate visa before commencing any paid work. Beginning employment while an application is still under review — even where the employer has already submitted it — constitutes illegal employment and carries identical penalties to working with no permit whatsoever.

Does a spouse or family member automatically have the right to work if their partner holds a work permit?

No. Family members and dependants must pursue separate work permit applications on the basis of their own individual qualifications and circumstances. A spouse or dependant holding an S (family reunion) visa has no automatic entitlement to work in China. They must obtain their own work permit through a sponsoring employer before taking up any employment.

How long is a Chinese work permit valid, and can it be renewed?

The validity period is determined by the permit category. Class A permits generally carry longer validity and more straightforward renewal procedures. Renewal applications must be lodged at least 30 days before the current permit expires. While renewals typically require fewer documents than the original application, employer verification remains a necessary component. Consult your local Human Resources Bureau for the specific validity period that applies to your category.

Can I work for more than one employer at the same time in China?

Work permits in China are employer-specific, meaning that a foreign national is generally authorised to work only for the organisation named on their permit. Simultaneously working for a second employer — whether on a part-time or freelance basis — is ordinarily regarded as working outside the authorised scope of the permit and constitutes a violation. Always seek legal advice before entering into any secondary employment arrangement.

Is there a minimum salary requirement for obtaining a work permit in China?

Yes. Salary thresholds are part of the eligibility criteria, particularly for Class A and certain Class B permit categories. Foreign nationals classified under Category A must be paid at least six times the average local wage in the area where they will be employed. Applicable thresholds vary by city, as they are anchored to local wage statistics. Confirm the current figures for your specific city with the local Human Resources Bureau, as these are periodically updated.

Can I apply for permanent residency in China through the work permit route?

Foreign nationals who have made a significant contribution to China’s economic and social development, or who satisfy other prescribed conditions for permanent residence, may apply to the National Immigration Administration for permanent residence status. However, a direct transition from a temporary work visa to a pathway leading to permanent residence is not available. China’s permanent residency status — sometimes referred to informally as the “China Green Card” — is subject to strict eligibility requirements and is granted at the NIA’s discretion.

What happens to my work permit if my employer closes down or goes bankrupt?

If the employing organisation ceases trading, your work permit — which is tied to that specific employer — becomes invalid and must be formally cancelled with the relevant authority. To continue working legally in China, you would need to find a new employer willing to sponsor an entirely new application, and your residence permit would need to be updated accordingly. It is important to act swiftly, as remaining in China on a permit that is no longer valid can constitute an overstay, which carries its own set of penalties.

Do I need a work permit to carry out freelance or independent contractor work in China?

Independent contractors follow a distinct process, and their arrangements do not ordinarily involve employer sponsorship. Nevertheless, engaging in any form of paid work in China without the correct authorisation — regardless of the contractual structure — remains unlawful. Anyone intending to work on a self-employed or freelance basis should obtain specialist immigration and legal advice, as the rules governing independent work are complex and subject to local interpretation. The NIA and MOHRSS are the appropriate official bodies to approach for guidance.