When seconding employees to your Chinese subsidiary or hiring international employees for the Chinese entity, the international assignment will have implications on taxation, on social security and other compliance implications for both the company and the employee. To ensure the expatriation in China is successful, it is key to investigate local and international regulations to ensure compliance, minimize taxes and maximize benefits for both parties.
Expatriation in China
Through our experience in supporting foreign companies and employees with payroll and tax questions about assignments in China, we understand the issues that matter to you and your employees. We provide advice on the following topics:
- Individual and company tax compliance and optimization;
- Tax equalization policies;
- Social security implications;
- Feasibility and implications of contract/salary split;
- Handling of combined domestic and foreign payroll;
- Double taxation and totalization agreements;
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“Moore has been our trusted service provider since the establishment of our operations in China. With a profound understanding of Chinese compliance requirements and..."
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“Moore is our advisor of choice for complex tax and financial advisory with respect to our China operations. Moore’s team of experts has supported..."