China wage checks depend on city-level social contributions and national IIT rules. Everhour helps keep leave and work records organized.
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A China wage calculation answers how much of a gross monthly salary remains after employee social-security contributions, statutory Housing Fund contributions, the CNY 5,000 monthly basic deduction, allowed additional deductions, and individual income tax withholding. The result gives you estimated take-home pay, not total employer cost.
The country input matters because China's social-insurance rates, contribution bases, and wage-base caps are locally administered. A Beijing estimate and a Guangzhou estimate can use the same gross salary and still produce different employee deductions. China does not impose separate local taxes on personal income, so income-tax withholding follows national individual income tax rules.
Employee social-security contributions and statutory Housing Fund contributions reduce taxable employment income for China individual income tax purposes. Employers withhold employee social-security contributions from payroll and remit them monthly together with the employer's own contributions to the relevant local authorities.
The city or region drives the accurate deduction amount. PwC's major-city examples reviewed as of December 31, 2025 show Shanghai, Beijing, and Guangzhou each using an 8% employee pension contribution and a 16% employer pension contribution, while medical, unemployment, and work-injury rates vary by city and risk class. The social-security contribution base is normally capped at 300% of the preceding year's regional or city average salary.
For a resident employee, China taxes annual comprehensive income, including wages and salaries, at seven progressive rates from 3% on taxable income up to CNY 36,000 to 45% on taxable income over CNY 960,000. Payroll withholding uses the CNY 60,000 annual basic deduction, equal to CNY 5,000 per month.
Example: an employee earns CNY 12,000 in monthly gross wages. Employee social-security and statutory Housing Fund deductions total CNY 2,000, and allowed additional deductions total CNY 2,000. Monthly taxable income is CNY 3,000. At the 3% bracket, estimated IIT is CNY 90, so estimated net pay is CNY 9,910.
A one-off wage calculation is enough when you need a fast gross-to-net estimate for one month, one city, and one employee profile. It becomes weaker when payroll depends on changing contribution bases, monthly remittance timing, leave balances, overtime classifications, or corrections after manager review.
Everhour Time Off tracks vacations, sick leave, holidays, and custom leave types alongside work time, including partial-day entries, accrual, carryover, balances, and approval. That record helps payroll reviewers separate paid leave from hours worked before they finalize China payroll inputs and send clean timesheet data to the payroll process.
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 wages, employee social-security contributions, statutory Housing Fund contributions, the CNY 5,000 monthly basic deduction, and allowed additional deductions drive the net-pay estimate. The city or region also matters because social-insurance rates, contribution bases, and caps are locally governed.
China does not impose separate local taxes on personal income. Payroll income-tax withholding follows national individual income tax rules rather than provincial or municipal income-tax rates. Local rules still matter for social-security and Housing Fund deductions.
Resident individuals are taxed on annual comprehensive income, including wages and salaries, at progressive rates from 3% to 45%. Non-residents' China employment income is taxed monthly by category at progressive rates from 3% to 45%, using monthly taxable income thresholds.
The city affects social-insurance and Housing Fund inputs. China's social-insurance rates and wage-base caps are locally administered, and the contribution base is normally capped at 300% of the preceding year's regional or city average salary. A national-only estimate misses that local payroll layer.
Paid annual leave affects payroll planning because eligible employees receive 5, 10, or 15 days based on cumulative service. Employees with 1 to 10 years receive 5 days, 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, holidays, and custom leave types with partial-day durations, accrual, carryover, balances, and approval. Time-off data can flow into timesheets, so payroll reviewers can see paid leave beside work time before wage checks.
Everhour reports can export team timesheets and full team logs, including saved report data in CSV, Excel/XLSX, or PDF. Payroll reviewers can use those exports to compare approved hours, leave, and project time before final payroll processing.
Track approved time off and work hours before payroll review. Everhour turns leave requests, balances, and timesheet totals into cleaner payroll inputs and fewer manual corrections.
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