China updated several important visa and work-permit rules that affect foreign nationals, employers, and travelers.
These changes include a workforce cap on foreign hires in Shenzhen, stricter documentation for Z visa extensions in Guangzhou, and new requirements for overseas Z visa applications tied to a specific type of work-permit notice.
This guide explains each update in clear language, outlines who is affected, recommends immediate actions for employers and applicants, and lists practical steps and timelines to reduce the risk of refusal or travel disruption.
It also includes comparison tables, links to authoritative pages, and a consolidated checklist you can use when preparing applications or advising employees.
Quick summary of the four key changes
- Shenzhen: Employers must keep foreign employees to no more than 30% of total staff.
- Guangzhou: Z visa extensions require complete staff social security contribution records and at least one Chinese national employee.
- Overseas Z visa applications: Some Chinese Visa Application Centers abroad accept Z applications only when supported by a “Foreign Work Permit Notification for Overseas Application” rather than a domestic notification.
Who should read this
- HR teams that hire expatriates for China-based roles.
- Immigration and mobility managers of multinational companies.
- Immigration consultants, visa agencies, and legal advisors.
Shenzhen Foreign Workforce Cap
What changed
Shenzhen authorities now require that foreign nationals employed by companies in Shenzhen may not exceed 30% of the company’s total workforce.
This limit applies to all companies employing expatriates in Shenzhen.
Who this affects
- All employers registered and operating in Shenzhen that currently employ or intend to hire foreign nationals.
- Prospective expatriate employees whose employment could be affected by aggregate company-level caps.
Practical implications for employers
- Employers must audit current headcount and calculate the proportion of foreign staff immediately.
- Recruitment freezes or adjustments may be necessary if the current ratio exceeds 30%.
- Companies planning to expand with overseas talent should build workforce models that respect the cap.
- Contracts and hiring offers might need conditional clauses that account for the company-wide limit.
Employer action checklist
- Calculate current foreign staff percentage against total headcount.
- Flag departments with a high concentration of foreign employees.
- Prioritize which roles are essential for foreign hires and which could be localized.
- Review employment contracts for conditionality tied to local hiring rules.
- Consult local legal counsel or immigration specialist before posting new positions.
Guangzhou Z Visa Extension Requirements
What changed
To obtain a Z (work) visa extension in Guangzhou, the employer must submit:
- Social security contribution records for all employees, not just the foreign national seeking extension.
- Evidence that the company employs Chinese national(s); having exclusively foreign staff is no longer acceptable for extension approval.
Who this affects
- Foreign employees in Guangzhou on Z visas approaching their extension dates.
- Employers in Guangzhou sponsoring work permits and visa extensions.
Practical implications for employees and employers
- Employers must maintain complete and up-to-date social security contribution records for every employee in the company.
- Companies cannot rely on an all-expatriate workforce for Z visa sponsorship; at least one local (Chinese national) employee must be on staff.
- Z visa holders should coordinate with HR early to ensure all company-wide documentation is prepared.
Employer action checklist
- Confirm social security payment records are complete and accessible for all staff.
- Ensure at least one local Chinese national is employed and properly documented.
- Start the extension process earlier than usual to collect and verify records.
- Engage with a visa specialist to review paperwork before submission.
Overseas Z Visa Applications and the Required Work Permit Notice
What changed
Some Chinese Visa Application Centers (CVACs) abroad now accept Z visa applications only when accompanied by a Foreign Work Permit Notification for Overseas Application.
A domestic work permit notification (issued inside China) is not acceptable for these consular processes.
If a foreign national initially obtained a domestic work permit notification while in China, the domestic notification must be canceled and a new overseas work permit notification must be issued before proceeding with Z visa applications abroad.
Who this affects
- Foreign nationals currently in China who received domestic work permit notifications but plan to apply for Z visas at Chinese embassies or CVACs abroad.
- Employers and HR teams supporting employees who will leave China temporarily and attempt to apply for Z visas from their home country or a third country.
Practical implications
- Applicants cannot simply use the domestic notification for overseas Z visa submission at certain CVACs.
- The domestic notification cancellation and issuance of an overseas notification can take additional administrative time and coordination with Chinese authorities.
- Traveling outside China for visa stamping without the correct overseas notification risks visa refusal or delays.
Employer action checklist
- If the employee will apply for a Z visa abroad, request issuance of a Foreign Work Permit Notification for Overseas Application from the competent Chinese authority.
- If a domestic notification exists, initiate the cancellation process and request the overseas notification well before travel dates.
- Coordinate with the CVAC or consulate where the application will be submitted to confirm accepted documents.
- Work with immigration counsel to plan visa stamping timelines and travel.
Comparative Table of Key Changes
| Policy Area | Main Requirement | Who Must Act | Immediate Step |
|---|---|---|---|
| Shenzhen cap | Foreign staff ≤ 30% of total workforce | Shenzhen employers | Audit headcount and stop new foreign hires if over cap |
| Guangzhou Z extension | Full staff social security records; Chinese nationals on payroll | Guangzhou employers and Z visa holders | Compile company social security records; hire/localize staff if needed |
| Overseas Z notice | Need Foreign Work Permit Notification for Overseas Application | Applicants applying for Z abroad | Cancel domestic notification if any; request overseas notification |
Sources: Official Chinese consulate and visa center guidance; local municipal announcements; visa application center notices.
How these rules interact and what to watch for
- Combined effect on mobility: Employers with employees in multiple Chinese cities must comply with the strictest city-level rules applicable to each office. For example, a firm with a Shenzhen office and Guangzhou office must ensure Shenzhen headcount caps and Guangzhou documentation are both satisfied for local staff and mobility cases.
- Localization pressure: The Shenzhen cap and Guangzhou requirement of Chinese nationals promote localization and make workforce planning and talent development essential.
Recommended timelines and sample calendar
New hire relocating to Shenzhen from abroad
- T minus 12 weeks: Employer checks Shenzhen foreign-staff percentage and secures a slot if under 30%.
- T minus 10 weeks: Employer applies for work permit/notification and prepares visa documents.
- T minus 8 weeks: Applicant begins online visa application (if applying from U.S.) or gathers consulate-specific documents.
- T minus 4–6 weeks: Complete pre-screening steps; submit passport offline when requested.
- T minus 2 weeks: Confirm visa issuance and arrival logistics.
Existing Z visa holder in Guangzhou seeking extension
- T minus 12 weeks: Employer prepares updated social security payment records for all staff.
- T minus 10 weeks: Confirm presence of Chinese national staff and update payroll evidence.
- T minus 8 weeks: Submit extension application to local authorities.
- T minus 2–4 weeks: Respond to any inquiries from immigration office and secure new visa if approved.
Practical examples and scenarios
Scenario 1 Employer exceeds Shenzhen cap
A Shenzhen-based company with 50 employees employs 20 foreign nationals (40%).
Under the 30% rule, the company must reduce foreign staff to 15 or fewer, or increase total staff to bring the foreign ratio down.
Options include prioritizing which roles remain expatriate, offering voluntary relocation, or accelerating localization hires.
Scenario 2 Guangzhou extension with incomplete records
An employer in Guangzhou fails to submit social security records for contract workers and attempts to extend a foreign employee’s Z visa.
The application is likely to be delayed or rejected until the full company records are provided.
Scenario 3 Domestic notification issued then employee leaves China
A foreign employee obtained a domestic work permit notification while in China and then travels home for visa stamping.
At the consulate abroad, the applicant is told a domestic notification is not accepted; the employer must cancel that notification and obtain an overseas notification before a new Z application can proceed.
Practical templates and wording for employers
Below are examples of concise wording HR teams can use when communicating with staff or consulates.
- For internal announcement to staff:
- English: “Due to updated municipal regulations, Shenzhen offices must maintain foreign staff at 30% or less of total headcount. We will audit current staffing and provide affected employees with next steps.”
- Chinese: “因地方法规调整，深圳办公室外籍员工比例须控制在公司总人数的30%及以下。我们将对现有人员构成进行审计，并向受影响员工另行通知后续安排。”
- For consulate inquiry:
- English: “Please confirm whether a domestic Work Permit Notification issued in China is acceptable for Z visa stamping at your center, and if not, outline the process to obtain an overseas Work Permit Notification.”
- Chinese: “请问中国境内签发的《外国人工作许可通知书》能否在贵中心用于Z签证贴签？若不能，请告知办理境外通知书的流程。”
Frequently asked questions
Q: Do Shenzhen and Guangzhou rules apply to Hong Kong or Macau?
A: These municipal rules apply to the Shenzhen and Guangzhou administrative jurisdictions on the Chinese mainland. Hong Kong and Macau have distinct immigration systems and are not governed by Shenzhen or Guangzhou municipal regulations.
Q: What happens if my company already exceeds Shenzhen’s 30% cap?
A: Employers should consult with local legal counsel and municipal authorities for transitional arrangements. Immediate auditing and workforce planning are essential to mitigate compliance risk.
Links to official resources and useful pages
- Chinese Visa Application Service Centers official portal: https://www.visaforchina.cn/
- Ministry of Human Resources and Social Security of the PRC: https://www.mohrss.gov.cn
- Local municipal government website of Shenzhen for city-level regulatory announcements: https://www.sz.gov.cn/
- Local municipal government website of Guangzhou for city-level regulatory announcements: https://www.gz.gov.cn/
Recommendations for employers and HR
- Centralize visa and social security records in a secure HRIS that can produce company-wide reports on demand.
- Build a compliance calendar with reminders at 12, 8, and 4 weeks before visa expirations.
- Develop localization strategies to reduce exposure to municipal caps and to meet Guangzhou’s local staffing requirement.
- Use conditional offer letters that reference visa issuance timelines and municipal compliance constraints.
- Retain an immigration specialist or law firm to handle cancellations and reissuance of work permit notifications when employees change status or apply overseas.
Final checklist for applicants and employers
- Confirm which municipal rules apply to the employee’s work location.
- Audit total headcount and foreign staff percentage for Shenzhen-based firms.
- Ensure company social security contributions are complete for Guangzhou extensions.
- If applying from the U.S., register on the online visa portal and complete pre-screening steps early.
- For overseas Z applications, request a Foreign Work Permit Notification for Overseas Application if required; cancel domestic notifications if necessary.
- Keep digital and physical copies of all submitted documents.
Sources and External Links
- Chinese consulate and visa center official pages for visa application details and portal access.
- National and municipal labor and immigration authorities for policy notices and work permit procedures.
- Local CVAC announcements for country-specific operational changes.
Closing note
Stay proactive: municipal rules can change with little notice and processing workflows vary by consulate and visa center. Schedule internal audits, consult immigration specialists, and begin applications early to reduce the risk of refused travel or delayed work permits.
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