Hiring · 02
Hiring & onboarding
Hiring is a sequence: offer, contract, registrations and day-one compliance. Immigration is a connected control, not the same file.
First job Map the hiring sequence and required documents before the start date.
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Key considerations
- What is the intended start date?
- Which entity will employ the worker?
- Which registrations and documents are still open?
Decision map
Keep the question bounded.
- Lock the offer and contractTerms must be consistent before onboarding.
- Check eligibilityNationality, work authorisation and the employing entity.
- Complete registrationsWork, social insurance and internal files.
Timeline
Sequence and clocks that change the next action.
- Before offerRole, location, employer entity and worker eligibility.
- Before start dateSigned contract, policies and required filings.
- Day oneOnboarding file, payroll setup and workplace rules.
Quick answers
Need the short version? Start with one narrow question.
These explainers answer one question. They do not replace this topic route or a deep guide.
Curated resources
Open the asset that matches this job.
China employment and labour law
Hiring sequence, onboarding documents and employer compliance before the start date.
Visa and immigration for China work
Keep work authorisation, entry and residence as connected but separate controls from the labour contract.
Prepare an employment enquiry
Organise high-level, non-confidential workforce facts before counsel or Ask a Lawyer.
Helpful to prepare
Facts that make the next conversation clearer.
These items are orientation aids, not a legal requirement list.
- Offer letter and draft contract
- Identity and work-authorisation documents
- Onboarding checklist owner
Local context
Add the city only when it changes implementation.
Social insurance, labour-bureau practice and arbitration forums vary by city after the national framework is clear.
Open city and province guidesCounsel hand-off
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This hub organises workforce questions. It does not decide status, grounds, severance or a dispute outcome on your facts.
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