Cloud HRIS and payroll software built for social insurance, housing fund, and Individual Income Tax — so China finance and HR close month-end without spreadsheet gymnastics.
Looking for an HR payroll system in China? Asia Payroll Hub’s cloud platform combines core HR, time and leave, employee self-service and a China-ready payroll engine. It is configured around social insurance, housing fund, and Individual Income Tax and local pay elements — not a US or EU HRIS with China bolted on as an afterthought.
Teams in Shanghai, Beijing, Shenzhen, Guangzhou, Chengdu, and more use it to keep employee data, approvals and gross-to-net in one system, then report cleanly to regional HQ. Rates and statutory mappings last reviewed: August 2026 (confirm current contribution rates and filing rules at go-live).
Employee master, contracts, org chart, documents and local ID fields where relevant.
Attendance, OT inputs and leave balances that feed China payroll.
Gross-to-net mapped to social insurance, housing fund, and Individual Income Tax with claims and bank file generation.
Payslips, leave requests, claims and profile updates for employees and managers.
Statutory submission support and month-end variance checks for China.
Role-based access, change history and pay-run locks for finance review.
For the full module catalogue across Asia, see the HR SaaS platform overview.
Buyers searching for a payroll system China usually need more than generic “Asia payroll.” These are the local controls we configure up front:
| Area | How the system helps |
|---|---|
| Social insurance | Five social insurance types with city contribution bases and rates. |
| Housing fund | Mandatory housing provident fund contributions where required. |
| Individual Income Tax | Monthly IIT withholding with cumulative calculation approaches. |
| Local filings | City bureau calendars and contribution declarations. |
Statutory rates and schemes change. Treat this page as product guidance; validate current China rules during implementation.
| Model | Best when | You still need |
|---|---|---|
| HR payroll software | You have a China entity and want digital control in-house | Internal capacity to run and approve payroll |
| Payroll outsourcing | You want specialists to own month-end statutory ops | A China employing entity |
| EOR China | You need to hire before (or instead of) incorporating | Clear role ownership; we employ on your behalf |
Compare models in EOR vs payroll outsourcing, how to choose payroll software and EOR vs entity in China.
A China WFOE payroll team configured social insurance, housing fund and IIT in Asia Payroll Hub so city-level contribution bases stayed consistent for HQ reporting. If you are coordinating China with other markets, pair this system with multi-country payroll Asia.
An HR payroll system for China is cloud HRIS software that combines employee records, leave and attendance with gross-to-net payroll configured for local statutory needs such as social insurance, housing fund, and Individual Income Tax.
Yes. Pay elements and employee profiles are mapped so contributions and withholdings for social insurance, housing fund, and Individual Income Tax calculate correctly before payslips and bank files are generated.
Choose software if you have capacity to run payroll in-house on your entity. Choose China payroll services if you want ops offloaded. Choose EOR if you have no entity yet.
Typical go-live is a few weeks: configure statutory codes, migrate employee masters, set calendars and approvals, then run a parallel or test payroll before cutover.
Yes. Many groups keep China statutory logic local while connecting other Asian entities through multi-country payroll and the same HR SaaS platform.
Yes for most mid-market employers. Attendance, leave, claims and statutory calculations sit in one audit trail instead of disconnected Excel files — while still allowing finance approvals before payday.