Working and Living in China: Immigration and Employment Compliance

Lawyer-review draft only — not legal advice Governing jurisdiction: Mainland People's Republic of China; local procedure must be verified Author / reviewer: Unassigned and unconfirmed Law stated: Must be inserted by reviewing PRC counsel

A China work assignment involves linked but separate permissions. A visa is an entry document; a foreigner's work permit concerns employment authorisation; a work-type residence permit concerns lawful residence for the work purpose. The employer and worker should plan all three systems before fixing travel or a start date.

1. Screen the employer, role and worker

Confirm that the employing entity can sponsor the role and that the job, qualifications and evidence meet the national and local foreigner-work criteria. The assessment can depend on the category of worker, education, experience, salary, age, shortage designation, employer status and locality. Do not promise approval from a résumé alone.

Build a document list early. Common national-guide items include the application form, work-qualification evidence, highest degree or professional qualification, criminal-record evidence, health documentation, employment contract or assignment letter, travel document and photograph. The correct authentication, apostille, translation, validity period and local format must be checked for the filing city.

2. Obtain the correct pre-entry document

For the ordinary route involving work for more than 90 days, the national guide describes an employer-side application leading to the Notification Letter for Foreigner's Work Permit, which supports the Z-visa application. The notification is not itself the final work permit or residence permit and should not be presented as general permission to start work.

Short-duration work and any proposed in-country change require separate analysis. Visa-free entry or a business-visit label should never be assumed to authorise productive employment.

3. Register accommodation after arrival

A hotel normally handles guest registration. A foreigner staying in a home or other non-hotel accommodation, or the person accommodating them, generally must complete registration with the local public-security authority within 24 hours after arrival at that dwelling. Some cities provide online channels, but the traveller should retain proof of the completed registration.

4. Complete the post-entry work and residence steps

The employer and worker should follow the approved local sequence to complete the work-permit process and apply for a work-type residence permit. Where the entry visa states that a residence permit is required, the statutory application deadline is within 30 days after entry. Work-type residence applications require work-permit evidence and the employer's supporting materials; health evidence and personal attendance requirements must be checked.

The legal start date should be confirmed in writing. The existence of a pending application, receipt or notification does not necessarily authorise work.

5. Keep both permissions aligned

Track the passport, work permit, residence permit, employment contract and accommodation registration separately. The national 2025 guide states that the employer should apply to extend the work permit 30 days before expiry. The Exit and Entry Administration Law requires a residence-extension application within 30 days before the residence permit expires. These are distinct filings.

The law also requires registered residence-permit changes to be addressed within 10 days. The national guide describes a 10-working-day work-permit change filing for specified personal information. Counsel should confirm which rule applies to a new passport, name, position, employer, work location or other change.

6. Plan transfers, termination and departure

Do not treat a change of employer as an automatic transfer. Before the old employment ends, identify who will cancel or amend the work permit, what the public-security authority requires for the residence permit, whether a new application is needed and what status covers any gap. Employers also have reporting duties when a foreign employee leaves or changes work region.

At termination, collect cancellation evidence, final payroll and tax records, social-insurance information where applicable, and the residence/visa plan. Confirm the last lawful work date and the deadline for change or departure.

7. Treat family status separately

Accompanying family members need their own visa or residence basis and relationship documents. A family/private-affairs residence status does not itself authorise employment; a family member who will work needs the required work and residence authorisation for that employment.

Assignment control checklist

sponsoring entity and work location confirmed;
eligibility route and local authority confirmed;
document authentication and translation plan complete;
pre-entry notification and visa sequence confirmed;
accommodation registration assigned;
work-permit and residence appointments tracked separately;
lawful start date confirmed;
renewal/change calendar created; and
termination, family and emergency-document procedures recorded.

This roadmap does not establish eligibility or authorise work. PRC immigration/employment counsel and the competent local authorities must confirm the route, documents, start date and change/termination procedure for the actual assignment.

Selected official sources

General information only, not legal advice. Law and administrative practice can change. Obtain advice for the relevant facts and jurisdiction.