China’s two largest talent-magnet cities have simultaneously tightened the salary pathway for Category A (high-end) and Category B (professional) work permits. On 4 February Beijing’s Overseas Talent Center released a new Salary Commitment Letter, while Shanghai upgraded its online Foreigner’s Work-Permit Management System a day earlier. Both moves hard-code the long-standing 6-times-average-salary rule for Category A and the 4-times rule for Category B into the electronic vetting process, blocking applications that fall even a few yuan short (vialtopartners.com).
The updated benchmarks translate into hefty pay cheques. Based on 2025 wage data, Category A applicants must now show at least RMB 859,464 a year (≈ US$119,000) in Beijing and RMB 895,248 in Shanghai; Category B thresholds are RMB 572,976 and RMB 596,832 respectively (vialtopartners.com). Previously, many local authorities exercised discretion – especially during the pandemic – to accept lower salaries or waive the 60-year age cap. The new system logic removes that wiggle room.
For organisations and individuals daunted by these higher hurdles, VisaHQ can guide the entire application or renewal process. Its China-focused portal (https://www.visahq.com/china/) offers up-to-date threshold calculators, document checklists and on-the-ground support from bilingual case managers who liaise with municipal authorities to minimise rejection risk and keep projects on schedule.
![Beijing and Shanghai Raise Salary Bars for Foreign Work Permits]()
Why it matters: multinationals that rely on highly skilled expatriates face immediate compliance work. HR teams must review compensation packages months before renewal windows, ensure payroll records align with declarations, and budget for higher individual-income-tax withholdings. Failure to meet the auto-verification test leads to instant rejection, forcing companies either to raise pay, switch to alternative qualification routes (points-based, talent-programme, academic), or relocate roles out of China.
Practically, the stricter regime signals a policy pivot from “quantity to quality”: the authorities want fewer but better-paid foreign specialists whose skills match national priorities. It also underscores growing alignment among big cities; Shenzhen, Guangzhou and Chengdu are expected to mirror the Beijing-Shanghai model in the coming weeks, according to mobility advisers.
For assignees already in China the message is clear: start renewal planning at least three to six months ahead, keep tax filings spotless, and explore whether a points-based upgrade to Category A can future-proof status beyond the age of 60.
The updated benchmarks translate into hefty pay cheques. Based on 2025 wage data, Category A applicants must now show at least RMB 859,464 a year (≈ US$119,000) in Beijing and RMB 895,248 in Shanghai; Category B thresholds are RMB 572,976 and RMB 596,832 respectively (vialtopartners.com). Previously, many local authorities exercised discretion – especially during the pandemic – to accept lower salaries or waive the 60-year age cap. The new system logic removes that wiggle room.
For organisations and individuals daunted by these higher hurdles, VisaHQ can guide the entire application or renewal process. Its China-focused portal (https://www.visahq.com/china/) offers up-to-date threshold calculators, document checklists and on-the-ground support from bilingual case managers who liaise with municipal authorities to minimise rejection risk and keep projects on schedule.
Why it matters: multinationals that rely on highly skilled expatriates face immediate compliance work. HR teams must review compensation packages months before renewal windows, ensure payroll records align with declarations, and budget for higher individual-income-tax withholdings. Failure to meet the auto-verification test leads to instant rejection, forcing companies either to raise pay, switch to alternative qualification routes (points-based, talent-programme, academic), or relocate roles out of China.
Practically, the stricter regime signals a policy pivot from “quantity to quality”: the authorities want fewer but better-paid foreign specialists whose skills match national priorities. It also underscores growing alignment among big cities; Shenzhen, Guangzhou and Chengdu are expected to mirror the Beijing-Shanghai model in the coming weeks, according to mobility advisers.
For assignees already in China the message is clear: start renewal planning at least three to six months ahead, keep tax filings spotless, and explore whether a points-based upgrade to Category A can future-proof status beyond the age of 60.
