随着中国经济全球化程度加深，外籍人才已成为企业创新发展的重要力量。然而，外籍员工招聘涉及复杂的行政审批和劳动法规，企业稍有不慎可能面临法律风险。本文将梳理外籍员工聘用的政策要点、操作流程及风险防控策略，为企业提供合规指引。
As China's economic globalization deepens, foreign talents have become a critical force driving corporate innovation. However, recruiting expatriate employees involves complex administrative approvals and labor regulations, exposing enterprises to legal risks if mishandled. This article outlines key policies, operational procedures, and risk mitigation strategies for employing foreign staff, providing compliance guidance for businesses.
Core Framework of Policies and Regulations1. 基础法律依据 ·《中华人民共和国出境入境管理法》 ·《外国人在中国就业管理规定》 ·《关于为外籍商贸人员提供签证便利的通知》等新政 1. Basic legal basis · Exit and Entry Administration Law of the People's Republic of China · Regulations on the Administration of Foreigners' Employment in China · Notice on Providing Visa Convenience for Foreign Business Personnel and Other New Policies
2. 用人单位资质要求 · 依法设立且无重大违法记录 · 岗位需符合"急需紧缺"原则（部分自贸区放宽限制） · 薪资标准不低于当地行业平均水平 2. Qualification requirements for employers · Established in accordance with the law and without significant illegal records · The position must comply with the principle of "urgent need and shortage" (some free trade zones have relaxed restrictions) · The salary standard shall not be lower than the local industry average level 3. 外籍员工准入条件 · 年满18周岁，身体健康 · 具备从事岗位所需的专业技能及2年以上相关工作经验 · 无犯罪记录及非法就业史 3. Admission conditions for foreign employees · Over 18 years old, in good health · Having the professional skills required for the position and more than 2 years of relevant work experience · No criminal record or history of illegal employment |
Standardized recruitment process| 第一阶段：前置审批 1.向所在地人社部门提交《境外人员就业岗位需求申报表》 2.申请《外国人工作许可通知》（需提供聘用合同、无犯罪记录证明等8项材料） Phase 1: Pre approval 1.Submit the "Declaration Form for Employment Requirements of Overseas Personnel" to the local human resources and social security department 2.Apply for the Notice of Foreigner's Work Permit (8 materials such as employment contract and certificate of no criminal record are required) 第二阶段：签证办理 1.外籍人员凭Z字签证入境 2.入境后完成体检及工作许可申领
Phase 2: Visa processing 1.Foreign personnel entering the country with a Z-shaped visa 2.Complete the medical examination and apply for a work permit after entering the country 第三阶段：用工管理 1.签订劳动合同（建议明确薪酬结构、税收承担方式） 2.30日内办理居留证件（有效期通常与合同期一致） 3.建立外籍员工专属档案（需包含证件复印件、年审记录）
Phase Three: Employment Management 1.Sign a labor contract (it is recommended to clarify the salary structure and tax payment method) 2.Apply for a residence permit within 30 days (usually valid for the same period as the contract) 3.Establish exclusive files for foreign employees (including copies of identification documents and annual audit records) |
Key risk prevention and control points· 学历证书需经使领馆认证及中国教育部留学服务中心确认 · 工作经历证明须包含前任雇主联系方式以备核查 · 定期查验护照及居留证件有效期（建议设置到期前60天预警） 1. Triple verification of qualification review · Academic certificates need to be authenticated by the embassy or consulate and confirmed by the China Education Ministry's Study Abroad Service Center · The proof of work experience must include the contact information of the previous employer for verification purposes · Regularly check the validity period of passports and residence permits (it is recommended to set a 60 day warning before expiration) 2. 社保缴纳新规应对 · 2023年起，上海、深圳等地试点外籍员工强制参保 · 需区分协定国公民的社保豁免情形
2. Response to the new regulations on social security payment · Starting from 2023, Shanghai, Shenzhen and other places will pilot mandatory insurance coverage for foreign employees · It is necessary to distinguish the exemption of social security for citizens of treaty countries 3. 离职管理特别程序 · 提前10日向公安出入境部门申报离职信息 · 监督办理工作类居留证件注销手续 · 保存离职交接文件至少2年 3. Special procedures for resignation management · Declare resignation information to the public security immigration department 10 days in advance · Supervise the cancellation procedures for work-related residence permits · Save resignation handover documents for at least 2 years |
Suggestions for handling special circumstances1. 港澳台员工聘用 · 适用《台湾香港澳门居民在内地就业管理规定》 · 无需办理工作许可，但需申办就业证 1. Employment of employees from Hong Kong, Macau, and Taiwan · Applicable to the Regulations on Employment Management of Taiwan, Hong Kong and Macao Residents in Mainland China · No need to apply for a work permit, but an employment permit is required 2. 外籍实习生管理 · 持学习类居留证件可按规定进行校外实习 · 每周工作时间不得超过20小时（寒暑假除外） 2. Management of foreign interns · Holders of study residence permits are eligible for off campus internships in accordance with regulations · The weekly working hours shall not exceed 20 hours (excluding winter and summer vacations) |
Related Regulations (Part)- 不得聘用未取得工作许可或工作类居留证件的外国人（《出境入境管理法》第41、43条）
- 必须为外国人申请《外国人工作许可证》及工作类居留证件（《就业管理规定》第8、11条）
- 需在外国人入境后15日内办理工作许可证，30日内办理居留证件（《就业管理规定》第15条）
- 合同期限不得超过工作许可证有效期（《就业管理规定》第18条）
- 外国人离职或个人信息（护照、居留证件）变更时，需在10日内向人社部门及公安机关申报（《就业管理规定》第24条）
- 外国人需具备岗位所需的专业技能及2年以上相关工作经验（《就业管理规定》第7条）
- 外国人入境前需取得《外国人工作许可通知》，凭此申请Z字签证（《就业管理规定》第11条）
- 工作类居留证件有效期最长5年，需与劳动合同期限一致（《出境入境管理法》第30条）
- 非法聘用外国人：罚款1万元/人，总额不超过10万元；情节严重者吊销营业执照（《出境入境管理法》第80条）
- 非法就业：处5000-2万元罚款，拘留5-15日（《出境入境管理法》第80条）
It is not allowed to employ foreigners who have not obtained work permits or work type residence certificates (Articles 41 and 43 of the Exit and Entry Administration Law)
Foreigners must apply for Foreigner Work Permit and work type residence certificate (Articles 8 and 11 of the Employment Management Regulations)
It is required to apply for a work permit within 15 days and a residence certificate within 30 days after the entry of foreigners (Article 15 of the Employment Management Regulations)
The contract period shall not exceed the validity period of the work permit (Article 18 of the Employment Management Regulations)
Aliens who leave their jobs or change their personal information (passport, residence certificate) shall report to the human resources and social security department and the public security organ within 10 days (Article 24 of the Employment Management Regulations)
Foreigners should have the professional skills required for the post and more than 2 years of relevant work experience (Article 7 of the Employment Management Regulations)
Foreigners need to obtain the Notice of Foreigner's Work Permit before entering the country and apply for Visa Z (Article 11 of the Employment Management Regulations)
The maximum validity period for work residence permits is 5 years, which must be consistent with the term of the labor contract (Article 30 of the Exit and Entry Administration Law)
Illegal employment of foreigners: a fine of 10000 yuan per person, with the total amount not exceeding 100000 yuan; Those with serious circumstances shall have their business license revoked (Article 80 of the Exit and Entry Administration Law)
Illegal employment: fined 50-20000 yuan, detained for 5-15 days (Article 80 of the Exit and Entry Administration Law)
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Compliance management in hiring foreign talent is essential for internationalized companies. It is advisable to establish dedicated roles, participate in policy training organized by commercial authorities, and engage professional foreign·affairs HR service providers when needed. A systematic management mechanism enables enterprises to attract global talent while effectively controlling legal risks, thus achieving steady implementation of globalization strategies.
CNVISA is a specialized service provider focusing on foreign investment, company registration, and visa/immigration planning in China. Our international team offers full·cycle services including Chinese visas, work permits, and permanent residency applications for foreign individuals. Services cover FDI (foreign direct investment), short·term/medium·term visa processing, immigration consulting, enterprise setup, and tax planning. With over a decade of experience and success stories from thousands of families, we deliver tailored solutions through a one·stop service model, facilitating efficient investment, relocation, and identity planning for clients.
