21 Years of Expertise. One Shared Feeling: Peace of Mind
An American office furniture manufacturer partnered with HROne to establish a compliant employment arrangement in China, giving both the employer and employee greater confidence through experienced local HR support.
Industry
Office Furniture Manufacturing
Region
United States
Company Size
Enterprise
HROne Services Used
· Employer of Record (EOR)
· Employment Contract & Onboarding
· Payroll & IIT Administration
· Social Insurance & Housing Fund
· Employment Compliance Advisory
· Employment Contract & Onboarding
· Payroll & IIT Administration
· Social Insurance & Housing Fund
· Employment Compliance Advisory
THE CHALLENGE
Two Perspectives, One Need for Employment Security
The story began when an employee exploring an overseas career opportunity sought a more reliable employment arrangement in China.
The employee wanted to understand whether a professional HR service provider could offer a properly structured employment relationship, rather than relying on arrangements where individuals handled their own social insurance contributions and individual income tax declarations.
For the employer, the priority was different but equally important: understanding its responsibilities and potential employment risks before bringing the employee on board.
The employer wanted clarity on China’s labor regulations, particularly the implications of future employment termination, statutory obligations, and potential compensation costs.
Meanwhile, the employee had questions about the employment contract, the legal employer, and the benefits associated with the proposed arrangement.
Both parties needed more than a standard onboarding process. They needed a professional partner who could explain the arrangements clearly, address their concerns, and provide ongoing local support.
The employee wanted to understand whether a professional HR service provider could offer a properly structured employment relationship, rather than relying on arrangements where individuals handled their own social insurance contributions and individual income tax declarations.
For the employer, the priority was different but equally important: understanding its responsibilities and potential employment risks before bringing the employee on board.
The employer wanted clarity on China’s labor regulations, particularly the implications of future employment termination, statutory obligations, and potential compensation costs.
Meanwhile, the employee had questions about the employment contract, the legal employer, and the benefits associated with the proposed arrangement.
Both parties needed more than a standard onboarding process. They needed a professional partner who could explain the arrangements clearly, address their concerns, and provide ongoing local support.
THE SOLUTION
Professional Guidance Beyond Standard EOR Administration
HROne provided an Employer of Record (EOR) arrangement supported by an experienced client service team.
The project was led by a client manager with 15 years of professional service experience, backed by HROne’s 21 years of operating experience in China’s HR market.
Rather than simply processing employment documents, the team addressed the employer’s and employee’s concerns individually.
1. Establishing a compliant employment relationship
HROne arranged the appropriate local employment structure, clarified the contractual relationship, and coordinated the necessary onboarding procedures.
2. Addressing more than ten contract questions
During contract review, the employee raised more than ten questions concerning specific clauses and employment rights.
The client manager addressed each question individually, explaining the relevant provisions and helping the employee understand the contractual arrangements before signing.
3. Providing employment termination cost guidance upfront
Before onboarding, the employer sought advice on potential future termination scenarios and associated financial responsibilities.
HROne explained the different termination mechanisms under Chinese labor regulations, including commonly discussed compensation frameworks such as N, N+1, and 2N.
Importantly, the team clarified that their applicability depends on the specific legal grounds and circumstances of termination, helping the employer develop a more realistic understanding of potential employment costs.
4. Coordinating onboarding during China’s National Day holiday
The project coincided with China’s National Day Golden Week, creating additional coordination challenges.
The client manager maintained communication between the employer, employee, and internal operations team, following up on contract approval, signing, and onboarding arrangements to keep the process moving.
5. Coordinating payroll and statutory benefits
HROne coordinated the relevant payroll and individual income tax administration, together with the employee’s social insurance and housing provident fund arrangements, within the agreed service scope.
Throughout the process, the focus remained on making sure both parties understood the employment arrangement and knew where to turn for professional support.
The project was led by a client manager with 15 years of professional service experience, backed by HROne’s 21 years of operating experience in China’s HR market.
Rather than simply processing employment documents, the team addressed the employer’s and employee’s concerns individually.
1. Establishing a compliant employment relationship
HROne arranged the appropriate local employment structure, clarified the contractual relationship, and coordinated the necessary onboarding procedures.
2. Addressing more than ten contract questions
During contract review, the employee raised more than ten questions concerning specific clauses and employment rights.
The client manager addressed each question individually, explaining the relevant provisions and helping the employee understand the contractual arrangements before signing.
3. Providing employment termination cost guidance upfront
Before onboarding, the employer sought advice on potential future termination scenarios and associated financial responsibilities.
HROne explained the different termination mechanisms under Chinese labor regulations, including commonly discussed compensation frameworks such as N, N+1, and 2N.
Importantly, the team clarified that their applicability depends on the specific legal grounds and circumstances of termination, helping the employer develop a more realistic understanding of potential employment costs.
4. Coordinating onboarding during China’s National Day holiday
The project coincided with China’s National Day Golden Week, creating additional coordination challenges.
The client manager maintained communication between the employer, employee, and internal operations team, following up on contract approval, signing, and onboarding arrangements to keep the process moving.
5. Coordinating payroll and statutory benefits
HROne coordinated the relevant payroll and individual income tax administration, together with the employee’s social insurance and housing provident fund arrangements, within the agreed service scope.
Throughout the process, the focus remained on making sure both parties understood the employment arrangement and knew where to turn for professional support.
THE RESULTS
One Successful Onboarding. Two Sides at Ease.
Despite the detailed contract discussions and the timing of the National Day holiday, the project successfully progressed through employment documentation and onboarding.
For the employer, HROne provided a clearer understanding of China’s employment framework, potential termination liabilities, and ongoing HR responsibilities.
For the employee, the process brought greater confidence in the employment relationship. More than ten contract questions had been addressed, and the relevant social insurance and housing provident fund arrangements were coordinated.
But the most memorable outcome was not simply the completion of the onboarding process.
After learning about HROne’s experience, local expertise, and commitment to supporting employees, the employee expressed a feeling that stayed with the service team:
“I feel like I have a home now.”
It was a simple statement, but one that reflected the reassurance the employee had been looking for.
The employer also expressed a similar sense of confidence in the professional support received.
For the HROne team, the project was a reminder that good HR service is not measured only by completed procedures. It is also measured by whether the people involved feel informed, supported, and confident throughout the process.
For the employer, HROne provided a clearer understanding of China’s employment framework, potential termination liabilities, and ongoing HR responsibilities.
For the employee, the process brought greater confidence in the employment relationship. More than ten contract questions had been addressed, and the relevant social insurance and housing provident fund arrangements were coordinated.
But the most memorable outcome was not simply the completion of the onboarding process.
After learning about HROne’s experience, local expertise, and commitment to supporting employees, the employee expressed a feeling that stayed with the service team:
“I feel like I have a home now.”
It was a simple statement, but one that reflected the reassurance the employee had been looking for.
The employer also expressed a similar sense of confidence in the professional support received.
For the HROne team, the project was a reminder that good HR service is not measured only by completed procedures. It is also measured by whether the people involved feel informed, supported, and confident throughout the process.
THE KEY OUTCOMES
· Compliant China EOR arrangement
· 10+ contract questions addressed
· Upfront termination cost guidance
· Social insurance and housing fund setup
· Successful holiday-period onboarding
· 10+ contract questions addressed
· Upfront termination cost guidance
· Social insurance and housing fund setup
· Successful holiday-period onboarding
"I feel like I have a home now."
Employee identity withheld to protect privacy
U.S. Office Furniture Manufacturing
DISCLAIMER
This case study is based on an anonymized HROne client engagement. Client and employee identities, together with identifying business details, have been withheld to protect confidentiality. Employment arrangements and termination compensation depend on applicable Chinese laws and the specific circumstances of each case. This case study is illustrative and does not constitute legal advice.
