On April 18, 2024, the National Immigration Administration held a press conference. According to a spokesman for the National Immigration Administration, the number of foreigners coming to China in the first quarter of this year has more than tripled compared to the same period in 2023. The countries with more foreigners coming to China include both European and American countries such as the United States, Australia, Canada, Germany, and the United Kingdom, as well as countries neighboring ours such as Russia, Vietnam, Myanmar, Mongolia, and Laos, as well as East and Southeast Asian countries such as South Korea, Japan, Malaysia, Singapore, and Thailand. Foreigners come to China most for traveling and tourism, accounting for more than 30%, followed by business, visiting friends and relatives, work, study and so on.In the first quarter, the State Administration of Immigration launched a series of immigration policies and measures, continuously optimizing the regional visa-free entry, visa-free transit, port visa policy, the implementation of five measures to facilitate the entry of foreigners to China, expanding the visa-free entry of personnel from some countries to Hainan, supporting the construction of cross-strait integration and development of Fujian Demonstration Zone, in the city of Xi'an and Qingdao City, for the issuance of eligible persons to and from Hong Kong and Macao, the “individual travel endorsement”. “It also issued individual travel endorsements for eligible persons in Xi'an and Qingdao, and vigorously upgraded the level of government services in immigration management. A total of 6,357,000 ordinary passports were issued, 24,987,000 visas for documents to and from Hong Kong, Macao and Taiwan, 724,000 Hong Kong and Macao residents' permits for travelling to and from the mainland (mainland) were issued, up 24.1%, 30.5% and 19.9% year-on-year, respectively; a cumulative total of 466,000 visas for aliens were issued, up 1,818,000 year-on-year, and 1,988,000 aliens were admitted to the country without visas, The total number of foreigners' visa documents issued was 466,000, up 118.8% year-on-year, and the number of foreigners entering the country visa-free was 1.988 million, up 266.1% year-on-year.

There are a number of qualifications and conditions that Chinese companies need to fulfill when recruiting foreigners.First, the employer must be a corporate enterprise established in accordance with the law, with no record of serious violations of the law or breach of trust, with a physical place of business, and paying taxes in accordance with the law. At the same time, the foreigners employed must be engaged in positions with special needs and for which there is a temporary shortage of suitable candidates in the country. These positions should not violate the relevant national regulations.Secondly, there are some clear requirements for foreigners who are invited to be employed. They must be at least 18 years old, in good health and free of infectious diseases, and have no criminal record either inside or outside China. In addition, they need to have a clear employer and possess the professional skills and matching knowledge required for the job. In terms of academic qualifications, they are usually required to have a bachelor's degree or above and two or more years of relevant work experience after graduation.During the recruitment process, in order to ensure that foreigners are legally employed in China, companies are required to apply for an employment permit for foreigners, as well as a foreigner's work permit and work residence permit. Only after obtaining these necessary permits and documents can a foreigner be officially employed.In addition, for certain specific positions, such as English teachers, the requirement for a native foreign language is mandatory. And for foreigners aged 60 and above, specific conditions may need to be met before a work permit can be granted.It is important to note that any violations of the law or discipline committed by foreigners while working in China may affect their application for a residence permit. Therefore, when recruiting foreigners, companies should focus on their moral character and behavior in addition to their professional skills and experience.Overall, when recruiting foreigners, Chinese companies need to ensure that both parties comply with relevant laws, regulations and policy requirements to ensure the legality and effectiveness of the recruitment process. At the same time, companies should also focus on developing cross-cultural communication and cooperation skills in order to better adapt to the demand for talent in the context of globalization.

Chinese companies may encounter a series of problems when going abroad:1. Cultural differences and language barriers: Different countries and regions have different cultural habits and languages, and companies may face cultural conflicts and communication difficulties.2. Legal, regulatory, and policy risks: There are significant differences in the legal, regulatory, and policy environments of different countries and regions, and enterprises may face compliance risks and uncertainty brought about by policy changes.3. Market competition and brand building: The overseas market is fiercely competitive, and enterprises need to establish their own brand image locally and compete with local competitors.4. Supply chain and logistics management: Multinational operations involve the management of supply chain and logistics, which may face problems such as rising logistics costs and delayed transportation of goods.5. Talent recruitment and management: Enterprises need to recruit and manage local talents in overseas markets, facing challenges in recruitment, training, retention, and other aspects.Addressing these issues requires companies to take a series of effective measures:1. Deeply understand the target market: Enterprises should conduct sufficient market research to understand the culture, laws, policies, competition situation, etc. of the target market, providing reference basis for their operations in overseas markets.2. Establish localized teams: Enterprises should establish localized management and operation teams, attract local talents, understand the local market and culture, and enhance their adaptability and competitiveness in the local area.3. Strengthen brand building and market promotion: Enterprises should develop targeted brand building and market promotion strategies to enhance their visibility and reputation in overseas markets, attract more customers and partners.4. Establish a compliance system: Enterprises should establish a sound compliance management system, strengthen the control of legal, regulatory, and policy risks, and ensure the legal and compliant operation of enterprises in overseas markets.5. Optimize supply chain and logistics management: Enterprises should optimize supply chain and logistics management, choose reliable suppliers and logistics partners, reduce logistics costs and transportation risks.6. Continuous learning and innovation: Enterprises should continue to learn and innovate, continuously improve products and services, adapt to local market demands and changes, maintain competitive advantages and sustainable development.Through the above measures, enterprises can effectively solve various problems encountered in the process of operating in overseas markets, enhance their competitiveness and sustainable development ability in overseas markets.#Enterprise Going Abroad # Recruitment of Foreigners # Recruitment of Foreign Talents # Global Recruitment # Enterprise Going Abroad to Southeast Asia # One stop Service for Enterprise Going Abroad#A website for recruiting foreigners www.georjob.com

How many foreigners will be working in China in 2023?In 2023 China authorized about 325,000 foreigners to work in China.At the same time, the nation's immigration management agencies issued 711,000 residence permits of various types for foreigners permanently residing in China, indicating that the number of foreigners permanently residing in China has recovered to 85 percent of what it was at the end of 2019.

Chinese people who go to Malaysia to open a company can indeed enjoy a series of favorable policies.The Malaysian government has provided a series of preferential policies and measures to attract foreign investors, especially Chinese investors. First of all, from the tax point of view, Malaysia's corporate tax is relatively low. For companies with paid-up capital below a certain amount, their first income of a certain amount can enjoy a lower tax rate. In addition, foreigners can transfer all of their legitimate after-tax income in Malaysia to foreign countries, which provides investors with flexibility in the utilization of their capital.In addition to tax policies, Malaysia also offers investment incentives for specific industries. For example, in the multimedia, software and information industry, investors can apply for "Multimedia Corridor Status" and, once approved, are exempted from taxation for a certain number of years. Similar tax breaks and incentives are available in the manufacturing and agricultural sectors.In terms of business environment, Malaysia has a sound legal system and regulations to protect the rights and interests of investors, providing good legal protection for foreign investors to set up companies in Malaysia. In addition, as a member of ASEAN, Malaysia has advantages in regional cooperation and free trade, which also provides more business opportunities and development space for companies registered in Malaysia.To summarize, Chinese people going to Malaysia to open a company can enjoy tax, industry incentives and a good business environment and other aspects of policy support, which helps to reduce business operating costs, improve competitiveness and expand overseas markets.

The industry distribution of China's overseas enterprises is relatively wide, but they are mainly concentrated in the fields of information technology, medical and healthcare, advanced manufacturing, automobile and transportation, as well as culture and entertainment.Information Technology: It is one of the industries that account for the largest proportion of Chinese companies going overseas, involving software development, Internet services, e-commerce and other fields.Healthcare: As global health awareness increases, Chinese healthcare companies are actively expanding overseas markets, involving medical devices, pharmaceutical R&D, medical services and other fields.Advanced Manufacturing: Including intelligent manufacturing, new energy, new materials and other fields, enterprises in these fields continue to enhance their competitiveness in the global market through technological innovation and product upgrading.Automotive & Transportation: China's automotive industry has been growing rapidly in recent years, and some automotive and parts companies have begun to expand their business to overseas markets.Culture and Entertainment: With the globalization of Chinese culture, culture and entertainment companies are actively expanding into overseas markets, involving film and television production, game development, animation and cartooning.In addition, a number of overseas enterprises have emerged in traditional industries such as finance, mining and business services, as well as in scientific research and technology services, information software and information technology services, the medical industry and other high-precision industries.

Can foreigners employed in China not participate in social insurance?According to Article 9 of the Interim Measures for the Participation in Social Insurance by Foreigners Employed in China, if a person with the nationality of a country with which China has signed a bilateral or multilateral agreement on social insurance is employed in China, his or her participation in social insurance shall be handled in accordance with the provisions of the agreement.That is to say, for countries with which China has signed bilateral or multilateral agreements on social insurance, the payment of social insurance premiums for citizens of those countries who are employed in China shall be handled in accordance with the relevant agreements. At present, 10 countries have signed bilateral mutual exemption agreements on social insurance with China.

Chinese companies registering in Vietnam need to prepare the following documents:1. Proof of shareholder identity: If it is an individual shareholder, a copy of the passport is required; If it is a corporate legal entity, a copy of the license is required. Shareholders must confirm information such as name, date of birth, nationality, ID number, validity period of ID, and contact information.2. Proof of company registered address: A lease agreement or proof of real estate ownership is required.3. Company Articles of Association: It is necessary to provide a detailed description of the company's organizational structure, business scope, shareholder rights and interests, and the powers of the board of directors and supervisory board.4. Company Name Application Form: Apply for the company name and fill in the basic information of the company.5. Company Registration Application Form: Fill in the company's registration information, including company type, address, business scope, etc.6. Company Business License Application Form: Fill in the company's business license information, including company name, address, business scope, etc.7. Company Tax Registration Application Form: Fill in the company's tax registration information, including company name, address, tax registration type, etc.8. Proof of identity of legal representative: Vietnamese citizens provide proof of identity, while foreign nationals provide proof of identity such as passports.9. Other materials: Depending on the type and scope of business of the company, other relevant materials such as company lease contracts, business registration certificates, etc. need to be provided.

Types of Philippine companies registered: joint venture, sole proprietorship.Joint Venture Company:Refers to the formation of a Filipino corporation as a joint venture between a foreign investor and a Filipino with a legally defined percentage of shareholding in an industry in which the Philippines requires partial ownership by a national. There are protections under the law for foreign investors with small shareholdings. The minimum registered capital is 20,000 pesos and the minimum paid-up capital is 5,000 pesos (about US$2,000), but except for new industries and enterprises exporting more than 70% of their products, the Filipino shareholding in general industries must be 60% or more, and the foreign investment must not exceed 40%.The number of partners in the company is required to be 5-12. Therefore, the first and foremost prerequisite for a foreigner to set up this type of company is to find a suitable and reputable partner in the Philippines.Sole Proprietorship:To set up a branch or register a sole proprietorship in the Philippines, a minimum investment of US$2,000,000 (reduced to US$1,000,000 in the case of an advanced technology enterprise or the employment of 50 Filipino employees) should be remitted to the Bank of the Philippines (including the value of equipment and technology). The Philippine Securities Commission and the Department of Investments will consider the registration of a foreign company only after obtaining the relevant certificate issued by the Bank of the Philippines. Subsidiary of a foreign company with separate legal personality established in the Philippines.There is no difference in policy treatment between a wholly-owned Philippine company and a joint venture company. The preferential policies of the Philippine government are mainly based on the investment industry, region or whether the products are exported or not, and have little to do with whether or not it is a wholly-owned company or the percentage of investment.Incorporation ProceduresApply for a company name with the Philippine Securities Commission, and register only if there is no duplicate name after examination;Open an account with a Philippine bank and remit or deposit the funds required for registration and have the bank issue a certificate;Rent an office;Apply for registration with the Philippine Securities Commission, and after registration with the Philippine Securities Commission, submit it to the Philippine Investment Authority for approval;Apply for a business license;Registering with the Philippine Department of Revenue (DOR), applying for a tax identification number, printing or purchasing VAT invoices;Chinese companies need to prepare the following documents to register a company in the Philippines:Company name: You need to provide the name of the Philippine company you want to register and check the name to make sure there is no duplication.Company Address: You need to provide the company's registered address in the Philippines, this can be the actual business address or the agent's address.Scope of Business: You need to provide the scope and purpose of the company's business, including a detailed description of its products or services.Articles of Incorporation: The Articles of Incorporation need to be submitted, including provisions on the company's organizational structure, management style, and shareholders' rights and interests.Directors and shareholders information: the names, addresses, contact information and nationalities of the company's directors and shareholders need to be provided, as well as their identification documents (e.g. passports or ID cards).Registered capital: the amount of the company's registered capital needs to be provided, as well as the manner and proportion of shareholders' contributions.Other information: Depending on the circumstances, other information may be required, such as the company's organizational chart, resolutions of the shareholders' meeting, power of attorney, and so on.

1. Proposed use of company registration English name (2 or more)2. At least one director is required3. At least two shareholders are required4. Copy of identification documents for directors and shareholders (ID card or passport)5. Copy of proof of address for directors and shareholders (any bills related to water, electricity, coal, direct telephone, bank card, credit card within the past three months)6. If the shareholder is a company, a copy of the company's business license must be provided7. Share distribution ratio8. Nature of registered company: Sociedad de Responsibidad Limitada, S.de R.L, unlimited liability company, other forms9. The minimum registered share capital for a Mexican company is 50000 Mexican pesos

An ESL (English as a Second Language) Lecturer is responsible for teaching English to non-native speakers, helping them improve their language skills and fluency. Here are the typical job descriptions of an ESL Lecturer:Teaching and Instruction: Design and deliver ESL courses, including but not limited to reading, writing, speaking, listening, and grammar. Ensure that lessons are engaging, effective, and tailored to meet the needs and levels of the students.Curriculum Development: Develop, review, and update ESL course materials and lesson plans. Create engaging activities and exercises to help students practice and retain language skills.Student Assessment: Evaluate student performance through assignments, tests, and other forms of assessments. Provide feedback and suggestions to help students identify areas for improvement.Classroom Management: Maintain discipline and order in the classroom, ensuring a safe and conducive learning environment. Address student concerns and questions promptly and effectively.Professional Development: Stay updated with the latest teaching methods and techniques in ESL education. Attend workshops, conferences, and other professional development activities to enhance teaching skills.Cultural Sensitivity: Understand and respect the cultural backgrounds of students, and incorporate cultural elements into teaching to enhance student engagement and understanding.Administration and Reporting: Keep accurate records of student progress and attendance. Prepare reports and other documentation as required by the institution or organization.Collaboration: Collaborate with other teachers, administrators, and support staff to improve the overall quality of ESL programs and services.Overall, an ESL Lecturer should possess strong language skills, teaching abilities, and cultural awareness to effectively instruct and mentor non-native English speakers in achieving their language learning goals.

1. Get a job: First, you need to get a job. You can find suitable positions through job boards or job markets. If you are running your own company, you also need to confirm the job position and the corresponding employment information.2. Verify company credentials: Make sure your employer is a legally registered company and qualified to apply for a work visa for you.3. Apply for a work permit: Communicate with the employer and confirm the nature of your job, job content, salary and benefits. Then, submit the work permit application to the local public security department.4. Prepare application materials: According to the requirements of the Science and Technology Innovation Commission and the public security department, prepare the materials required for the application of work visa. This usually includes passports, visa application forms, employer certificates, health examination reports, etc.5. Submit the application: Submit all the application materials to the relevant departments, and pay the relevant fees (residence permit fee) as required.6. Wait for approval.

The validity of a foreigner's work permit depends on a number of factors, as follows:For high-end talents in category A, a work permit can be applied for a maximum of 5 years;For professionals in category B, a work permit can be applied for a maximum of 2 years, and for other foreigners (category C), the validity period of the residence permit shall not exceed 1 year at the longest.Meanwhile, the validity period of the work permit shall not exceed the validity period of the business license or registration certificate or government approval, nor the validity period of the labor contract or letter of assignment, nor the validity period of the work applicant's passport or other international travel document that can replace the passport, etc.In addition, if the foreigner has already obtained permanent residence in China, he/she does not need to apply for a work permit. If necessary, a five-year work permit can also be applied for. If a foreigner comes to China to complete a short-term work assignment and stays in the country for no more than 90 days, he/she is required to apply for a "Work Permit for Foreigners Coming to China" (90 days or less).In general, the validity of a foreigner's work permit depends on a number of factors such as the type of visa, the type of work, the validity of the passport and the validity of the relevant documents. The exact length of the validity period will also be affected by local policies. If necessary, consult with the local authorities or a lawyer for assistance.

In an increasingly globalized world, businesses are expanding their horizons by employing foreign workers. This approach, while beneficial in many aspects, also comes with its unique set of challenges. Below, we explore the advantages and disadvantages of hiring employees overseas, providing a balanced view for companies considering this strategy.Advantages of Hiring Foreign Workers1. Acquiring New Skills and KnowledgeEmployees working abroad bring with them a wealth of diverse skills and knowledge. This influx of varied expertise can be invaluable for companies looking to innovate and stay competitive. Such employees often have unique perspectives and problem-solving skills shaped by their diverse backgrounds.2. Experiencing Different CulturesThe cultural exchange that comes with foreign workers can significantly enrich a company's work environment. This exposure to different cultures and lifestyles fosters a more inclusive and globally aware workplace, enhancing creativity and empathy among all employees.3. Higher Salary AttractionSome countries offer higher wages, making them attractive destinations for foreign workers. This can be a significant draw for top international talent, providing companies with the opportunity to hire highly skilled professionals who are seeking better compensation.4. Access to a Global Talent PoolBy opening up recruitment to foreign workers, companies tap into a global talent pool. This vast reservoir of potential candidates ensures that businesses can find the exact skills and experience they need, transcending local talent limitations.5. Enhancing DiversityForeign workers bring different cultural perspectives and skills, contributing to a diverse and dynamic team. This diversity can lead to more innovative ideas, better problem-solving, and a broader understanding of global markets.Disadvantages of Hiring Foreign Workers1. Emotional Stress from SeparationWorking abroad often means separation from family and friends, which can lead to emotional stress. This factor is crucial to consider as it can affect the mental well-being and productivity of employees.2. Cultural Adaptation ChallengesAdjusting to a new culture and lifestyle can be challenging, potentially leading to cultural conflicts. These adjustments require time and effort, both from the foreign worker and the employing organization.3. Language BarriersLanguage differences can lead to communication barriers, resulting in misunderstandings and inefficiencies in the workplace. Companies must invest in language training and support to mitigate these challenges.4. Legal and Compliance RisksEmploying foreign workers involves navigating a complex web of legal requirements and regulations. Non-compliance can lead to legal risks and financial penalties, making it imperative for companies to thoroughly understand and adhere to these regulations.5. Community and Societal BacklashHiring foreign workers may sometimes lead to resentment within the local community, especially if there is a perception of jobs being taken away from local residents. Companies must be sensitive to these dynamics and engage in community outreach to mitigate such issues.While hiring foreign workers offers numerous benefits such as access to a global talent pool and enhanced diversity, it also presents challenges like cultural adaptation, legal complexities, and potential community backlash. Businesses need to carefully weigh these pros and cons and implement strategies to maximize the benefits while minimizing the drawbacks.GEOR abroad hiring agency offers a comprehensive global human resource labor management platform, tailored to help businesses navigate the complexities of international recruitment. We connect you with top-notch international talent and ensure that your hiring processes comply with local labor regulations. Discover the world of talent with GEOR's International Recruitment Solutions.

Expanding into new markets is a critical step for businesses aiming to broaden their global footprint. By hiring employees overseas, companies can gain invaluable insight and understanding of local customs, consumer behavior, and market dynamics. This hands-on approach creates opportunities for targeted and effective market entry, helping the business establish a solid presence in new territories.Lower operational costs are a compelling incentive for hiring employees overseas. In regions where labor and production expenses are more favorable, businesses can achieve substantial cost savings. This cost-efficiency can significantly enhance the company's competitive stance, allowing for greater investment in other areas of the business, such as research and development or marketing strategies.Furthermore, business expansion is inherently linked to overseas recruitment. By establishing an international presence, companies can tap into new consumer segments and diversify revenue streams, thereby minimizing dependency on a single market. This diversification serves to strengthen the overall financial health of the organization.Culture and language expertise are crucial considerations when operating in a global context. Hiring employees with local knowledge and language fluency can facilitate effective communication, foster fruitful relationships with clients and partners, and ensure that products and services are tailored to meet specific market needs.Flexibility and increased productivity are also key benefits of overseas employee recruitment. A geographically diverse workforce offers operational advantages, such as round-the-clock work schedules and the ability to tap into a broader skill set. This enhanced flexibility can lead to improved productivity and service delivery, particularly in businesses with a global customer base.An international talent pool represents a rich source of diverse skill sets and experiences. By drawing from this extensive pool, businesses can access a broader spectrum of expertise, fostering innovation and adaptability within the organization.Widening the talent pool has numerous advantages, including access to specific industry knowledge, niche skills, and fresh perspectives that can drive creativity and problem-solving. Businesses can harness this diversity to achieve a competitive edge and remain relevant in an ever-evolving global market.Attracting and retaining employees globally can contribute to a dynamic and inclusive organizational culture. By fostering an environment that embraces diversity and different viewpoints, businesses can cultivate a collaborative and innovative work culture that positions them as an employer of choice.Increased diversity within the workforce has been shown to contribute to enhanced innovation and creativity, as diverse perspectives and experiences lead to more comprehensive problem-solving and decision-making.Finally, hiring employees overseas can contribute to a vibrant organizational culture, marked by openness, inclusivity, and a global mindset. Such a culture can attract top talent, enhance employee engagement, and contribute to the overall success and sustainability of the business.

There are the following risks when Chinese companies hire foreign employees:Cultural differences: There may be differences between foreign employees and Chinese companies in terms of culture, values, work methods, etc., which may lead to communication barriers, uncoordinated team cooperation, and other issues.Legal and regulatory risks: China has strict legal and regulatory requirements for foreign employees, including visas, work permits, and social security payments. If a company violates relevant regulations, it may face serious consequences such as fines and revocation of licenses.Management difficulty: The management of foreign employees involves different cultures and ways of thinking, requiring companies to have the ability to communicate and manage across cultures. Meanwhile, foreign employees may not be familiar with the workplace environment in China and require corresponding training and guidance from the company.Salary and welfare benefits: The salary and welfare benefits of foreign employees must comply with Chinese laws and regulations, and also take into account the competitive situation in the international market. If the salary and benefits provided by the enterprise are unreasonable, it may lead to talent loss or labor disputes.Recruitment difficulty: Although foreign employees have an international perspective and cross-cultural communication skills, their number is limited, and companies need to invest more time and effort in finding suitable candidates.In order to reduce these risks, Chinese companies need to take corresponding measures.Firstly, companies need to understand the cultural background and work habits of foreign employees in order to communicate and collaborate better.Secondly, enterprises need to comply with relevant laws and regulations to ensure that the legitimate rights and interests of foreign employees are protected.In addition, companies can provide competitive compensation and benefits, as well as comprehensive training and development plans, to attract and retain outstanding foreign employees.Meanwhile, companies can recruit foreign employees through various channels, such as www.geor.com.cn.Finally, companies can sign clear contract terms with foreign employees to clarify the rights and obligations of both parties, in order to reduce potential disputes.

Chinese companies may encounter the following common problems when hiring foreign employees:Foreigner Employment Permit and Visa Issues: China has strict regulations governing the employment of foreigners in China, including employment permits and visa procedures. If a company fails to follow the relevant regulations and procedures, it may result in foreign employees not being able to work legally in China.Problems of cultural differences: Since there are big differences between Chinese and foreign cultures, there may be a lack of adaptation in terms of work habits and communication styles. This requires the company to take appropriate measures to help foreign employees adapt to the working environment in China as soon as possible.Salary: There are big differences between the Chinese and foreign labor markets, so the salary of foreign employees may be higher than that of Chinese employees. This may lead to internal unfairness and employee dissatisfaction.Management issues: If the company lacks effective management of foreign workers, this may lead to low work efficiency and tense working relationships.Legal and regulatory issues: China has strict regulations and legal restrictions on foreigners' employment in China, and if a company violates the relevant laws and regulations, it may face penalties and legal liabilities.In order to solve these problems, companies need to strengthen the management of foreign employees, including the handling of relevant procedures, training, communication, salary and benefits. At the same time, companies need to comply with relevant laws and regulations to ensure that foreign employees work legally in China.

If the period of stay specified in the visa held by an alien does not exceed 180 days, the holder shall stay in China on the basis of the visa and in accordance with the period of stay specified in the visa.If the holder needs to extend the period of stay specified in the visa, he or she shall apply to the exit-entry administration agency of the public security organ of the local people's government at or above the county level of the place where he or she is staying seven days before the expiration date of the period of stay specified in the visa, and shall submit the relevant documents concerning the reason for application in accordance with the requirements. If, after examination, the reason for extension is reasonable and sufficient, the extension of the period of stay shall be granted; if the extension of the period of stay is not granted, the visitor shall leave the country on schedule.The extension of the period of stay of a visa shall not cumulatively exceed the period of stay originally stated in the visa.

According to Article 80 of the Law of the People's Republic of China on the Administration of Exit and Entry, the illegal hiring of foreigners is considered illegal employment and will be sanctioned by the labor law.The illegal employment of foreigners will be penalized according to the number of persons. Specifically, each person illegally employed will face a fine of 10,000 yuan, not exceeding 100,000 yuan in total.In addition, the illegal income will be confiscated for companies that have illegal income.In serious cases, enterprises or individuals who illegally employ foreigners may be subject to detention for a period of five days or more than 15 days.In addition to fines and detention, there are also corresponding fines for individuals and organizations that introduce or hire foreigners for illegal employment.Individuals who illegally introduce one person will face a fine of 5,000 yuan, not exceeding 50,000 yuan in total, while organizations who illegally introduce one person will face a fine of 5,000 yuan, not exceeding 100,000 yuan in total.In some cases, illegal enterprises and individuals may also face the risk of having their business licenses revoked or being banned.Therefore, companies should comply with relevant laws and regulations and use labor legally.If a company violates the regulations on illegal employment, it will not only suffer financial losses, but may also face legal liabilities.Therefore, companies are advised to comply with relevant laws and regulations and seek guidance from professional organizations when employing foreigners.

Chinese companies employing foreigners need to pay attention to the following aspects:Employment Permit for Foreigners: In China, foreigners need to apply for an employment permit to be employed. The specific application process and requirements may vary depending on the country, region, position and other factors. Chinese companies need to be aware of and comply with the relevant regulations to ensure that foreign employees have a valid employment permit.Labor Contract: The Chinese company should sign a formal labor contract with the foreign employee to clarify the rights and obligations of both parties. The contract should comply with the provisions of the Labor Law of the People's Republic of China, including terms and conditions such as job content, wages, working hours, insurance and benefits.Proof of Identity and Residence Permit for Foreigners: Chinese companies require foreigners to provide valid proof of identity and residence permits to ensure that they can legally work in China. These documents should be kept in a safe place and updated as necessary.Payment of wages and taxes: Chinese companies should pay foreign employees' wages in accordance with the contract and state regulations, and withhold and pay personal income tax on their behalf. The company also needs to pay attention to social security and other related tax issues to ensure compliance.Working environment and cultural differences: Foreign employees may come from different cultural backgrounds and work habits. Chinese companies should provide a good working environment and respect the cultural differences of foreign employees. At the same time, companies should actively conduct cross-cultural training to help foreign employees adapt to the working and living environment in China.Labor Dispute Handling: It is inevitable to encounter labor disputes and controversies in the workplace. Chinese companies should establish a perfect labor dispute handling mechanism to deal with and resolve the problems in a timely manner to protect the legitimate rights and interests of the company and the employees.In conclusion, Chinese companies need to comply with relevant laws, regulations and rules when employing foreigners, provide a good working environment and treatment, and respect the cultural differences of foreign employees to ensure the normal operation of the company and the legitimate rights and interests of employees.