Why choose HainanInc?
Fixed monthly calendar for withholding, social insurance, and housing fund
Documented reconciliation on every payroll cycle
One team from EOR engagement through to entity transfer
How an EOR and payroll engagement runs
- 01
Assessment
Review of headcount plans and entity status to confirm the roles you are hiring for can lawfully be filled through dispatch — and that EOR is the right route at all, before, or instead of, forming an entity.
- 02
Provider Selection and Setup
A licensed dispatch provider selected and contracted, then employment documentation, payroll enrolment, and statutory benefits registration completed for each hire under their licence.
- 03
Monthly Payroll Execution
Payroll, withholding, and statutory filings run to a fixed monthly calendar, with our own reconciliation over the provider's output rather than a forwarded report.
- 04
Annual Review & Entity Conversion
Annual review of the arrangement, with a clean conversion path to direct employment under your own entity when headcount and structure are ready.
Employer of Record Engagement
Your hires are employed by a licensed labour dispatch provider who acts as their legal employer, while you retain day-to-day direction of their work and we manage the arrangement.
Payroll Administration
Monthly payroll, individual income tax withholding, and statutory filings run to a fixed calendar and reconciled by us each cycle.
Statutory Benefits Management
Social insurance and housing fund registration, contributions, and annual base adjustments, carried by the legal employer and tracked against the same calendar.
Employment Documentation
Bilingual employment documentation prepared with the licensed provider, with your own counsel engaged wherever a term needs a legal opinion rather than an administrative one.
Hiring in a new jurisdiction usually forces a sequencing problem: the entity is not ready, but the people are. An employer-of-record arrangement resolves it by placing your hires on a compliant local employment footing immediately, while your own structure catches up — or permanently, where headcount stays small.
In mainland China, acting as the legal employer of someone else's staff is a licensed activity, reserved to providers holding a labour dispatch licence. HainanInc does not hold one and does not act as your employees' employer. What we do is select and manage the licensed provider, negotiate the terms, and own the client-facing side of the arrangement so you deal with one team rather than a dispatch company you have no relationship with.
That licensing regime also carries scope limits — Chinese law restricts which roles may be filled through dispatch and caps dispatched headcount against a hirer's own workforce. Those limits are set by statute and applied by the licensed provider, not by us, and they are worth testing against your actual hiring plan early. We scope that in the assessment rather than discovering it at offer stage, and where the plan doesn't fit dispatch we will say so and point at entity formation instead.
Payroll is unforgiving of improvisation. Withholding, social insurance, and housing fund obligations each run on their own bases and deadlines, and errors surface months later as penalties rather than immediately as warnings. We coordinate these obligations against a fixed monthly calendar with documented reconciliation, and check the provider's output rather than forwarding it unread.
As your presence matures, the arrangement converts: employees move from the dispatch provider to direct employment under your own entity, with continuity of service and benefits, and the payroll infrastructure moves with them.
Related services
Executive Visa and Immigration
Work permits, residence permits, and family relocation pathways for principals and key executives relocating to Hainan.
Trademark and Brand Protection
Trademark clearance, registration, and defensive monitoring across the Chinese mainland and Hainan Free Trade Port, coordinated with a recorded trademark agency.