The global market increasingly requires companies to be present in strategic territories. For businesses operating in China, this presence is no longer optional, but a determining factor for competitiveness, agility in negotiations and capacity for innovation.
In this context, expatriate work has emerged as a solution: sending Brazilian employees to work directly in the Asian country, representing the company's interests, managing suppliers and speeding up decisions that, from a distance, would take months to materialize.
But expatriating an employee to China is not simply a matter of buying a ticket and renting an apartment. It involves legal, cultural, operational and financial aspects which, when handled badly, can lead to high costs, labor risks and even make the operation unviable.
We have created this content to prepare companies that want to take this step safely and efficiently. Shall we?
What is expatriate work and why is it so important for global companies?
Expatriate work is the process of temporarily transferring an employee to work in another country, while maintaining formal ties with the company of origin or establishing a new contractual relationship at the destination.
In the context of international trade, especially with China, this practice makes it possible:
- Proximity to suppliersface-to-face negotiations generate better commercial conditions, deadlines and exclusivity;
- Agile decision-makingtime zone and distance are no longer obstacles when someone is there;
- Quality controlaudits, inspections and production monitoring become more efficient;
- Access to innovations: being present at fairs, events and on the Chinese market anticipates trends and opportunities.
The main challenges of sending employees to China
Despite the benefits, expatriation to China presents challenges that cannot be ignored. Shall we take a look at the main ones?
- Cultural and language barriersMandarin: Mandarin is mandatory for complex negotiations, and the Chinese cultural context directly influences the way agreements are made. Without local support, the risk of communication breakdowns is high.
- Government bureaucracyObtaining Work Permits and Z Visas requires extensive documentation, sworn translations, apostilles and strict deadlines. Errors in this process can delay the employee's entry for months.
- Infrastructure and logisticsFinding suitable housing, opening a bank account, contracting internet and telephone services, registering with the local police... all of this requires knowledge of the Chinese system and reliable interlocutors.
- Labor and tax risksThe Chinese labor law: maintaining an employment relationship in Brazil while the employee works in China generates tax and social security implications that need to be dealt with rigorously. In addition, Chinese labor legislation is different from Brazilian and requires compliance.
- Personal adaptation of the expatriateChange of country, distance from family, culture shock and isolation can have an impact on productivity and even make it impossible for professionals to stay.
These challenges explain why many companies give up on expatriation or face costs much higher than planned. The difference lies in preparation.
How to prepare an efficient expatriation program
Definition of the type of expatriation and legal link
The first step is to decide whether the employee will remain with the Brazilian company or be hired by an entity in China. Each model has different tax, social security and labor implications. Assessing the length of stay, the job profile and the costs involved will guide this decision.
Documents and procedures in Brazil
The expatriate needs to gather and legalize a series of documents, These include university diplomas, criminal record certificates, health certificates and professional certificates. All these documents must be translated into Mandarin by a sworn translator and apostilled in accordance with the Mandarin law. Hague Convention.
Obtaining a Work Permit and Z Visa
The Work Permit is issued by the Chinese authorities and requires prior approval from the hiring company in the country. Once issued, the employee applies for the Z Visa at the Chinese consulate in Brazil. This process can take between 30 and 60 days and any inconsistencies in the documents cause significant delays.
Bonds in China
Upon arriving in China, expats have 24 hours to register with the local police, giving their address of residence. In addition, they must take a compulsory medical examination in order to obtain the Residence Permit, They also have to open a local bank account to receive salaries and move funds, and fulfill other administrative requirements that vary according to the city.
Financial and tax planning
It is essential to map out tax obligations in Brazil and China, avoiding double taxation and ensuring compliance. Defining how salaries, benefits, living expenses and operating costs will be paid is also part of this stage. Companies that neglect this planning face unpleasant surprises when the accounts are closed.
Logistical support and adaptation
Document translation, cultural support, rental assistance, international health insurance and intercultural training are all recommended practices. The employee needs to feel that there is a support network at the destination, especially in the first few months, when the adaptation curve is steeper.
The role of local support: Afianci's difference with China Hub
All this complexity can be simplified when the company relies on a partner who already has a consolidated structure in China.
O Afianci's China Hub offers 360º support for Brazilian companies that need to expatriate employees. With over 10 years of experience in the country and a trilingual team (Portuguese, English and Mandarin), Afianci acts as an extension of the Brazilian company in China.
In practice, this means:
- Ready-to-use corporate office with complete infrastructure;
- Legal and accounting support specializing in Chinese legislation;
- Assistance in obtaining documents;
- Help with finding housing, opening a bank account and registering with the police;
- Continuous support throughout the expatriation period.
This support eliminates the learning curve that companies would face on their own and drastically reduces the risk of errors that jeopardize deadlines and budgets. And more than that: it allows the expatriate employee to focus on what really matters: developing business, managing suppliers and representing the company's interests efficiently.
Efficient expatriate work: prepared people, safer operations
Sending an employee to China is an investment that can transform a company's international operations. But for this investment to generate the expected results, it is essential to treat expatriation with the care it requires.
If your company is ready to take this step, consider that the difference between expatriating safely and expatriating at risk lies in the quality of the support you choose.
Contact Afianci and find out how China Hub can turn expatriate work into a competitive advantage for your business.
