Part-Time Hiring in China: What You Should Know

In the face of globalization headwinds and an unpredictable economic climate, companies are increasingly seeking agility in their China supply chains. The need for an in-country presence remains vital. However, many are avoiding the risks tied to a large, full-time workforce.

This has led some to consider part-time hiring as a potential solution. It’s an appealing compromise – boots on the ground without the long-term commitment. However, while part-time employment does present certain advantages, it’s not without its own set of complexities.

This article will unpack some of the most common questions when considering part-time hiring in China.

Do Part-Time Employees Need a Contract?

First, let’s tackle the employment contract. Is it a must for part-time employees? While the requirements around employment contracts are a lot lower, having one is a smart move. But don’t just copy-paste a full-time contract and slash the hours. Your contract should be tailor-made, clearly outlining duration, responsibilities, and compensation.

Defining Part-Time: Hours and Severance

When it comes to working hours, part-time work in China is defined as a maximum of four hours per day and no more than 24 hours per week. Anything above this and you must pay overtime. But be warned – without a contract and a trackable record of hours, an employee could claim full-time status, potentially leading to legal complications.

If things don’t work out, there are no severance issues when you want to end a part-time contract.

Social Insurance and Housing Fund

Next up, let’s talk about Social Insurance and the Housing Fund. China’s social insurance program, funded by both employers and employees, includes pension, medical, unemployment, maternity, and work injury insurance, as well as a housing fund. These contributions are non-negotiable for full-time employees, but what about part-timers?

If your employee has only one part-time job, you’ll need to pay both, and the specific amount will be linked to the actual salary you pay. However, if they’re juggling multiple part-time gigs and another company has already paid these, you’re off the hook – just pay the work-related insurance.

Employer Liability Insurance: Non-Negotiable

Employer Liability Insurance is another crucial point. Employer’s Liability Insurance provides coverage for claims made by an employee for damages due to personal injury or accidents during their employment with your company. And yes, part-time employees can make claims just as easily as FT employees, so ticking this box is an absolute must.

Priorities of a Part-Time Employee

As mentioned above, a part-time employee may have other work gigs going on. Therefore it’s important to understand that your work may not be their top priority – it could be more difficult to set deadlines or ask for extra support at short notice.

Simplifying Part-Time Staffing with Kinyu’s Streamline Model

Even though part-time staffing offers flexibility, it’s crucial to understand China’s labour laws for part-time employees. This applies regardless of how casual the role might appear.

However, if you’d rather not invest the resources in navigating these complex regulations, there’s an alternative solution.

The China Desk – Streamline Model by Kinyu offers a more straightforward route. Our clients can engage our internal supply chain managers on a weekly basis, allocating 5-10 hours per week to represent them before suppliers. You get all the perks of a part-time team member, minus the compliance worries – we’ve got that covered! And since Kinyu’s Streamline Managers are all full-time employees of Kinyu, our management team can manage priorities according to your requirements.

To discover more about The China Desk – Streamline Model and how it can enhance your business operations, download our case study or schedule a call with our team.