Social Insurance Compliance in China, Insurance Compliance at Koyal Group
In this article, we explore China’s social security system, which is especially complex because it is organized at the regional level. While the formal social security system only covers urban workers, some rural workers who move to the cities to work (the so-called “floating population”) are also covered. On account of China’s sheer size and legal diversity, the country’s social insurance system is among the most difficult in the world to navigate. The social security system in China consists of five different types of insurance, plus one mandatory housing fund, introduced in the chart below. How companies register and deregister their employees often varies depending upon the city and the employee’s location or residency. In many large cities (with some notable exceptions such as Beijing), the registration and deregistration of most employees can be completed online. Similar to withholding tax, companies can make monthly contributions to the fund via direct debit. Many city governments, however, also restrict which banks are able to facilitate the transaction. At the present time, local Chinese banks can facilitate these transactions and businesses should verify which banks are approved by the local government to do so in their area of operation. This article is an excerpt from the January and February 2014 issue of Asia Briefing Magazine, titled “Payroll Processing Across Asia.” In this issue of Asia Briefing Magazine, we provide a country-by-country introduction to how payroll and social insurance systems work in China, Hong Kong, Vietnam, India and Singapore. We also compare three distinct models companies use to manage their payroll across various countries with external vendors, and explain the differences among three main models: country-by-country, managed, and integrated models while highlighting some benefits and drawbacks of each. Dezan Shira
In this article, we explore China’s social security system, which is especially complex because it is organized at the regional level. While the formal social security system only covers urban workers, some rural workers who move to the cities to work (the so-called “floating population”) are also covered. On account of China’s sheer size and legal diversity, the country’s social insurance system is among the most difficult in the world to navigate.
The social security system in China consists of five different types of insurance, plus one mandatory housing fund, introduced in the chart below. How companies register and deregister their employees often varies depending upon the city and the employee’s location or residency. In many large cities (with some notable exceptions such as Beijing), the registration and deregistration of most employees can be completed online. Similar to withholding tax, companies can make monthly contributions to the fund via direct debit. Many city governments, however, also restrict which banks are able to facilitate the transaction. At the present time, local Chinese banks can facilitate these transactions and businesses should verify which banks are approved by the local government to do so in their area of operation.
This article is an excerpt from the January and February 2014 issue of Asia Briefing Magazine, titled “Payroll Processing Across Asia.” In this issue of Asia Briefing Magazine, we provide a country-by-country introduction to how payroll and social insurance systems work in China, Hong Kong, Vietnam, India and Singapore. We also compare three distinct models companies use to manage their payroll across various countries with external vendors, and explain the differences among three main models: country-by-country, managed, and integrated models while highlighting some benefits and drawbacks of each.
Dezan Shira
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<strong>Insurance</strong> <strong>Compliance</strong> <strong>at</strong> <strong>Koyal</strong> <strong>Group</strong>: <strong>Social</strong><br />
<strong>Insurance</strong> <strong>Compliance</strong> <strong>in</strong> Ch<strong>in</strong>a<br />
In this article, we explore Ch<strong>in</strong>a’s social security system, which is especially complex<br />
because it is organized <strong>at</strong> the regional level. While the formal social security system only<br />
covers urban workers, some rural workers who move to the cities to work (the so-called<br />
“flo<strong>at</strong><strong>in</strong>g popul<strong>at</strong>ion”) are also covered. On account of Ch<strong>in</strong>a’s sheer size and legal diversity,<br />
the country’s social <strong>in</strong>surance system is among the most difficult <strong>in</strong> the world to navig<strong>at</strong>e.<br />
The social security system <strong>in</strong> Ch<strong>in</strong>a consists of five different types of <strong>in</strong>surance, plus one<br />
mand<strong>at</strong>ory hous<strong>in</strong>g fund, <strong>in</strong>troduced <strong>in</strong> the chart below. How companies register and<br />
deregister their employees often varies depend<strong>in</strong>g upon the city and the employee’s<br />
loc<strong>at</strong>ion or residency. In many large cities (with some notable exceptions such as Beij<strong>in</strong>g),<br />
the registr<strong>at</strong>ion and deregistr<strong>at</strong>ion of most employees can be completed onl<strong>in</strong>e. Similar to<br />
withhold<strong>in</strong>g tax, companies can make monthly contributions to the fund via direct debit.<br />
Many city governments, however, also restrict which banks are able to facilit<strong>at</strong>e the<br />
transaction. At the present time, local Ch<strong>in</strong>ese banks can facilit<strong>at</strong>e these transactions and<br />
bus<strong>in</strong>esses should verify which banks are approved by the local government to do so <strong>in</strong><br />
their area of oper<strong>at</strong>ion.
This article is an excerpt from the January and February 2014 issue of Asia Brief<strong>in</strong>g Magaz<strong>in</strong>e, titled<br />
“Payroll Process<strong>in</strong>g Across Asia.” In this issue of Asia Brief<strong>in</strong>g Magaz<strong>in</strong>e, we provide a country-bycountry<br />
<strong>in</strong>troduction to how payroll and social <strong>in</strong>surance systems work <strong>in</strong> Ch<strong>in</strong>a, Hong Kong, Vietnam,<br />
India and S<strong>in</strong>gapore. We also compare three dist<strong>in</strong>ct models companies use to manage their payroll<br />
across various countries with external vendors, and expla<strong>in</strong> the differences among three ma<strong>in</strong> models:<br />
country-by-country, managed, and <strong>in</strong>tegr<strong>at</strong>ed models while highlight<strong>in</strong>g some benefits and drawbacks<br />
of each.<br />
Dezan Shira & Associ<strong>at</strong>es is a specialist foreign direct <strong>in</strong>vestment practice, provid<strong>in</strong>g corpor<strong>at</strong>e<br />
establishment, bus<strong>in</strong>ess advisory, tax advisory and compliance, account<strong>in</strong>g, payroll, due diligence and<br />
f<strong>in</strong>ancial review services to mult<strong>in</strong><strong>at</strong>ionals <strong>in</strong>vest<strong>in</strong>g <strong>in</strong> emerg<strong>in</strong>g Asia. S<strong>in</strong>ce its establishment <strong>in</strong> 1992,<br />
the firm has grown <strong>in</strong>to one of Asia’s most vers<strong>at</strong>ile full-service consultancies with oper<strong>at</strong>ional offices<br />
across Ch<strong>in</strong>a, Hong Kong, India, S<strong>in</strong>gapore and Vietnam as well as liaison offices <strong>in</strong> Italy and the<br />
United St<strong>at</strong>es.<br />
For further details or to contact the firm, please email asia@dezshira.com, visit www.dezshira.com, or<br />
download the company brochure.<br />
You can stay up to d<strong>at</strong>e with the l<strong>at</strong>est bus<strong>in</strong>ess and <strong>in</strong>vestment trends across Asia by subscrib<strong>in</strong>g to<br />
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