Immigration

China | Foreigners’ work permit salary threshold revised in Beijing and Shanghai

Summary

In early February 2026, Beijing and Shanghai updated the applicable salary thresholds for work permits. On 4 February, the Beijing Overseas Talent Center officially released a new version of Salary Commitment Letter, setting the minimum annual and monthly salary requirements for Category A (High-end) and Category B (Professional) talents at 6 times and 4 times the city’s average social salary respectively, with clear liability for false declaration. On 3 February, Shanghai updated its online Foreigner’s Work Permit Management System, raising the salary threshold in line with its own average social salary. These changes directly impact work permit application approvals and require immediate attention from employers and foreign applicants.

The detail

Key policy overview: Aligned standards, clear thresholds

City	Policy / Action	Category A work permit standard	Category B work permit standard	Key requirements
Beijing	Salary Commitment Letter	Annual/Monthly Salary ≥ 6 times average social salary	Annual/Monthly Salary ≥ 4 times average social salary	Written salary commitment with legal liability
Shanghai	Online Work Permit Management System update	Annual/Monthly Salary ≥ 6 times average social salary	Annual/Monthly Salary ≥ 4 times average social salary	System auto-verification; submission blocked if salary insufficient

Updated salary thresholds

Category / Pathway	Beijing standard (Annual / Monthly)	Shanghai standard (Annual / Monthly)
Category A Foreign High-end Talents / “Salary Commitment”	≥ RMB 859,464 / ≥ RMB 71,622	≥RMB 895,248 / ≥ RMB 74,604
Category B Foreign Professional Talents / “Salary Commitment”	≥RMB 572,976/ ≥ RMB 47,748	≥RMB 596,832 / ≥ RMB 49,736

What this means

The simultaneous increase in salary thresholds for foreign work permits in Beijing and Shanghai signals a strategic shift in China’s approach to attracting global talent—moving from “Quantity” to “Quality”. By implementing market-aligned salary standards, the authorities aim to more precisely attract and select high calibre, skilled professionals who meet national development priorities. At the same time, these measures reinforce compliance and strengthen integrity in the application process.

These updates align with broader national talent strategies, complementing related initiatives such as permanent residence and long-term residence permits, and which collectively contribute to a more robust and internationally competitive talent ecosystem.

The revised salary thresholds apply not only to initial applications for Category A or Category B work permits through the “Salary Commitment” pathway, but also to renewal applications. Existing work permit holders seeking renewal under the salary pathway must also satisfy the updated threshold.

Alternative pathways

It is important to note that “Salary Commitment” is not the only pathway to obtain Category A or B work permits. Cities like Beijing and Shanghai still offer other pathways, including:

• Category A (High-end talents): Eligibility may be established through selection into a national level talent introduction program, achievement of internationally recognized professional distinction, or a score of 85 or above on the points-based assessment system.
• Category B (Professional talents): Eligibility may be established through a bachelor’s degree or higher plus at least two years of work experience, holding an internationally recognized professional certifications, or a score of 60 or above on the points-based assessment system.

For foreign talents eligible under these alternative criteria, the 6 times and 4 times salary thresholds do not apply. Employers are encouraged to assess each applicant’s profile and select the most suitable pathway accordingly.

Recommended actions

1. Immediate salary review and adjustment: Employers planning to apply for or renew Category A or B work permits through the “Salary Commitment” pathway should promptly verify whether the applicant’s current and proposed salary meets the new thresholds. If not, employers should discuss and implement salary adjustments with the applicant and ensure the labor contract is updated accordingly. The declared salary must be consistent with actual payroll records.
2. Advance planning for renewals: For individuals whose work permits are due to expire, we strongly recommend initiating the renewal process 3-6 months in advance. Employers should assess salary requirements based on the latest average social salary at that time, allowing sufficient time for salary adjustments and document preparation to reduce the risk of permit lapses due to non-compliance.
3. Prepare documentation for alternative pathways: If the applicant’s salary does not meet the new thresholds, consider switching to an alternative pathway (such as points-based, qualifications plus work experience). Supporting documents such as degree authentication, criminal record legalization, and detailed proof of work experience should be prepared in advance to facilitate a smooth transition.
4. Align tax compliance with salary adjustments: Following the adjustment of salary commitment, it is strongly recommended to also conduct a corresponding review of tax compliance. Employers should fulfill their individual income tax (“IIT”) withholding obligations, and foreign employees should ensure timely and accurate IIT filing. A holistic approach to tax planning can help mitigate compliance risks and optimize overall tax exposure.

Contact us

For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:

Jacky Chu
Partner

Sheree Cang
Partner

Dienn Hu
Senior Manager

Ray Xia
Senior Manager

Max Liu
Manager

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