Everhour tracks time, leave, and payroll-ready totals, while China pay calculations depend on national IIT and local contribution rules.
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A China pay calculation answers one practical question: how much of a stated gross salary remains after employee social-security deductions, statutory Housing Fund contributions, the CNY 5,000 monthly basic deduction, allowed additional deductions, and individual income tax withholding. The same gross salary can produce a different net amount in different cities because social-insurance rates and wage bases are locally administered.
The result matters for offer letters, monthly payroll checks, contractor-to-employee comparisons, and employer cost planning. Employee contributions reduce net pay. Employer contributions increase the employer's total payroll cost but do not reduce the employee's paycheck. China does not impose separate local taxes on personal income, so payroll income-tax withholding follows national individual income tax rules rather than provincial or municipal income-tax rates.
For resident comprehensive income, China allows a standard basic deduction of CNY 60,000 per year, equivalent to CNY 5,000 per month for payroll withholding purposes. Employee social-security contributions made under the Social Security Law and statutory Housing Fund contributions are deductible for China individual income tax purposes. Additional deductions apply only when the employee qualifies and the payroll file includes them.
A payroll estimate needs the employee's city or region because contribution rates and wage-base caps are local. For major-city examples reviewed by PwC as of December 31, 2025, Shanghai, Beijing, and Guangzhou each apply an 8% employee pension contribution and a 16% employer pension contribution, with local contribution bases and caps. The social-security contribution base is normally capped at 300% of the preceding year's regional or city average salary.
For a simple monthly estimate, take an employee with CNY 9,000 in gross wages. Use CNY 720 for employee pension at 8%, CNY 180 for employee medical at 2%, CNY 45 for employee unemployment at 0.5%, and CNY 630 for the statutory Housing Fund entered for this payroll run. Subtract the CNY 5,000 monthly basic deduction. Taxable income is CNY 2,425.
China taxes non-residents' China employment income monthly at progressive rates from 3% on monthly taxable income up to CNY 3,000 to 45% on monthly taxable income over CNY 80,000. In this example, CNY 2,425 falls in the 3% band, so IIT is CNY 72.75. Net pay is CNY 7,352.25 after employee deductions and IIT. Employer social-insurance contributions are calculated separately from net pay.
A one-off calculation is enough when you need a fast estimate for one salary, one city, and one month. It also works for checking whether a gross offer is close to an expected take-home amount. The estimate becomes weaker when local contribution bases, wage caps, paid leave, monthly changes, or additional deductions are missing.
A managed workflow becomes necessary when payroll depends on approved time records, leave balances, overtime classification, and monthly payroll files. Everhour Time Off tracks vacations, sick leave, and custom leave types with partial-day durations, accrual and carryover, approval workflow, and time-off data that flows into timesheets and reports. That gives payroll reviewers cleaner source records before China payroll calculations move into withholding and remittance.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Gross monthly employment income, city or region, employee social-security contributions, statutory Housing Fund contributions, the CNY 5,000 monthly basic deduction, and allowed additional deductions change the result. The city matters because China social-insurance rates and wage-base caps are locally administered.
China uses national individual income tax rules for payroll income-tax withholding. China does not impose separate local taxes on personal income, so provincial or municipal income-tax rates do not get added to employee wage withholding.
The city matters because employee and employer social-insurance contributions are locally governed. Pension, medical, unemployment, and work-injury contribution rules can vary by location and risk class, and the wage-base cap is normally tied to the preceding year's regional or city average salary.
Employer contributions are part of employer payroll cost, not employee net pay. Employers must withhold employee social-security contributions from payroll and remit them monthly together with the employer's own contributions to the relevant local authorities.
Paid annual leave affects payroll cost and scheduling. Employees with cumulative service of 1 to 10 years receive 5 days of paid annual leave, those with 10 to 20 years receive 10 days, and those with 20 or more years receive 15 days.
Everhour Time Off tracks vacations, sick leave, and custom leave types with partial-day durations, accrual and carryover, per-employee balances, and a request-and-approve workflow. Time-off data can flow into timesheets and reports before payroll reviewers calculate monthly pay and deductions.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time. Approved and locked records give payroll reviewers a cleaner basis for checking working time, leave context, and monthly pay inputs.
Track approved time off and working hours before payroll calculation. Everhour keeps leave, timesheets, and reports aligned so China payroll review starts from cleaner records.
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