In recent years, Chinese companies have steadily increased their presence across Europe, driven by domestic market saturation, supportive Chinese industrial policies and free-trade agreements, and ongoing tensions with former economic partners. Key industries leading this expansion include electric vehicles and automotive manufacturing, followed by renewable energy and clean tech, particularly solar, wind, and battery production, as well as sectors like electronics, industrial machinery, and consumer retail. There are also emerging partnerships in agriculture and food supply chains.

‍

‍

While opportunities in Europe are significant, Chinese companies entering regional markets are frustrated at the start by regulatory differences in business setup and hiring practices. Many Chinese business owners and HR professionals are not fully informed about work and residence permits for their teams, payroll localization, and country-specific labor laws. In this guide, we provide an overview of employment specifics for Chinese nationals within the EU and highlight the advantages of expanding your business in the region through an EOR (Employer of Record) model.

‍

How can Chinese companies legally hire their employees in the European Union?

Chinese citizens cannot work on tourist visas in any European Union (EU) member country and must obtain appropriate residence/work permits. There is no uniform “China visa” – rules of entry with the purpose of employment depend on each country, with the following schemes generally applicable throughout the Union:

‍

• The EU Blue Card, which is suitable for highly qualified professionals in industries such as IT, engineering, and R&D. To be eligible for it, a Chinese citizen must hold a university degree in the relevant field or provide equivalent professional experience, and receive a salary that meets the minimum threshold, ranging from 1 to 1.6 times the average gross annual salary in the designated EU country. Holders of the EU Blue Card also benefit from faster family reunification and mobility across participating countries, excluding Denmark and Ireland.

‍

• National Work (Type D) Visas, which are standard work permits suitable for a broader range of roles. To obtain one for a Chinese passport holder, an employer must demonstrate that no suitable EU citizen is available for the position. Moreover, a candidate must hold a degree in the relevant field from one of China’s top 100 recognized universities. Exact application processes and rules vary by member state.

‍

• Intra-Company Transfer (ICT) Visas, which allow Chinese companies to temporarily send managers or specialists to EU affiliates. To be eligible, a Chinese citizen must provide proof of relevant skills and adhere to the labor law in the destination country for the duration of their stay.

‍

‍

What do Chinese employers need to know about labor laws, taxes, and the social security system in the EU?

It is crucial to understand that once a Chinese passport holder is legally employed in an EU member state, they are no longer subject to Chinese labor regulations and must instead be enrolled in the tax and social security system of the designated country. The EU provides residents with robust social support, which is built on three pillars: comprehensive healthcare (ranging from annual checkups and minor treatments to medical emergencies, major surgeries, long-term care, and medical support during pregnancy and childbirth), unemployment benefits in various scenarios of job loss, and pensions for retirees. The system is well-established and functions reliably across member states, with contribution rates varying from country to country but typically higher than those in the PRC. Employer and employee tax rates are also higher, meaning a larger portion of payroll goes toward taxes and social security contributions.

‍

Employment agreements with Chinese team members relocating to Europe must be drafted in the local language and comply with local labor laws regarding the 8-hour workday, overtime pay, notice periods, termination procedures, and similar requirements. Salaries must be paid in local currency, and domestic intra-company rules regarding overtime, annual leave, or other types of PTO do not override the mandatory benefits and paid leave established by EU member states.

‍

Chinese employers intending to operate in the EU must also be prepared for significantly longer mandatory annual paid leave (commonly 25–30 days, depending on the country, plus additional public holidays), as well as paid sick leave entitlements 为他们的团队。在中国，公共假期主要集中在春节和国庆节等节日，通常会导致整个公司出现较长的“黄金周”假期。相比之下，在欧盟，法定假日主要基于基督教日历，其中圣诞节和复活节是普遍庆祝的节日。雇主通常遵循 官方假期日历，并且 员工通常会提前很久规划个人休假。休假通常在团队之间进行协调，以确保工作覆盖和 缺勤的均衡分布。

‍

‍

什么是GDPR，它如何影响在欧盟运营的中国公司？

GDPR（通用数据保护条例） 是一项法律框架，适用于所有处理欧盟境内个人数据的公司， 无论其国籍如何。 根据GDPR， 在欧盟成员国之一根据雇佣协议雇用的中国公民，享有与当地员工相同的数据保护权利。 在欧盟境内运营的中国雇主必须有明确的法律依据来处理其团队成员的个人数据，用于招聘、薪资、福利、绩效管理和解雇等目的。 个人数据的存储、处理和传输必须符合GDPR的安全标准。

‍

最重要的是， GDPR不允许将员工数据从欧盟传输到中国 （例如，传输给母公司、总部或人力资源系统） 在没有额外保障措施的情况下：

‍

• 欧盟委员会批准的标准合同条款；

‍

• 评估中国数据访问法律的传输影响评估；

‍

• 其他技术或组织保障措施（如有需要）。

‍

‍

什么是名义雇主，它如何简化在欧盟雇佣中国公民的流程？

一个 名义雇主，简称EOR，是一家 代表客户企业在国外合法雇佣和管理员工的外包公司 。在这种情况下，您作为雇主， 无需经历在欧盟国家设立法律实体这种耗时且成本高昂的流程。相反，您与名义雇主（EOR）服务商签订合同，由其承担为您在欧盟雇佣的员工提供行政和法律责任。按每位员工固定费用计算， 您将获得全面的支持，包括工资发放、奖金、税务、社会保障金以及遵守当地劳动法。 换句话说，您的团队为您工作的同时，您的EOR服务商确保雇佣的每个阶段都合法合规，提供各种法律咨询，管理文件，并确保您、您的团队与当地政府之间顺畅沟通。

‍

Acvian是一家总部位于欧盟的EOR服务商，拥有一支多语言团队，并在许多热门欧洲目的地设有实体办事处。我们目前有活跃项目，通过名义雇主（EOR）模式协助中国公民在欧盟工作。

‍

这意味着我们了解该地区招聘的国别细微差别，并有能力在合作的每个阶段为您的公司提供信息和实践支持： 将您的中国团队迁至欧洲 通过最合适的签证途径， 雇佣合同本地化，和 在整个雇佣生命周期提供全面支持。除此之外，我们提供合理透明的定价以及快速响应的真正客户服务。要开始，只需 预约与我们的专家会面 或 提交请求表。