The case:

A Chinese company contacted us with a request to relocate an employee from China to Prague to work in project and operations management, testing the new country for potential full-scale business expansion. With Acvian’s EOR (Employer of Record) service and relocation support, the employee managed to meet the eligibility criteria for the fastest possible visa path and was hired on a 1-year project basis, giving the company enough time and feedback to decide on further steps in the Czech market.

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Key figures:

Market entry hire relocated and onboarded in: 3-4 months‍

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Time saved compared to alternative setup paths: up to 6 months

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The challenge:

The client company, a giant in the domestic market, was unfamiliar with visa procedures and labor regulations in the destination country. Besides, the time-sensitive relocation process had to be coordinated between Prague and the Czech consulate in Shanghai.

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The solution:

Acvian offered to hire the employee through the EOR (Employer of Record) model and supported his visa application both remotely and on-site. Our team secured the employee’s eligibility for a highly qualified specialist’s work permit, which sped up the relocation and onboarding processes considerably. We also managed his local employment contract and compliance, provided extensive consultations to the Chinese management regarding the Czech tax and social security systems, and handled payroll in the right currency (CZK).

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The outcome:

The client company saved multiple weeks to 6 months in operations launch time, and the strategic hire was able to start working in full compliance, with the potential to extend his stay and train a local team if management decides on further business expansion.

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What unexpected challenges do companies from China face when hiring in the EU

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To a non-EU company, the extent of employee protection (mandatory social security contributions, severance pay, long notice periods) within the region may differ significantly from how the domestic labor market operates. Europe-based hires are subject to local laws regardless of their citizenship, with longer PTO than in China and different rules for termination of definite and indefinite employment contracts. If the company also decides to hire residents in a European country, differences may arise in business communication culture (email vs. WeChat or other messengers as primary channels), approaches to overtime work and availability outside business hours, as well as bargaining culture and internal hierarchies.

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An EOR provider already has an established presence in the country of your choice, acting not only as the legal employer for your overseas team but also as a bridge between you and the local administrative and business systems, making intercultural communication easier and more efficient.