Labour-Dispatch and Temporary-Workforce Procurement Pages on Changzhou Manufacturer Websites: How Should They Be Accepted?

Direct answer: A labour-dispatch/temporary-workforce procurement page is not a line saying "temp workers, daily pay, available on call". The page should state: the distinction between labour dispatch and business outsourcing/contracting (do not use "outsourcing" to mask dispatch); the dispatch agency's qualification and Labour Dispatch Operating Licence (registered capital, premises, system, licence validity/renewal/annual report); "three types" of positions (temporary, auxiliary, substitute) and the democratic procedure/publicity for auxiliary positions; the dispatch headcount not exceeding 10% of total workforce and the calculation basis; the dispatch agreement (position/location/headcount/term, equal pay for equal work, social insurance, working hours/leave, work injury/maternity/illness benefits, safety training, economic compensation, service fee, breach); equal pay, social-insurance location, work injury/occupational disease responsibility; return/termination/transition; public boundary. On the rules: Articles 57–67 and 92 of the Labour Contract Law cover licensing, dispatch unit/user-unit obligations, equal pay, three-type positions, the 10% cap (specific ratio set by the State Council labour authority), prohibition on self-established dispatch agencies and legal liability; the Interim Provisions on Labour Dispatch specify the 10% calculation, auxiliary-position procedure, agreement contents, social insurance/work injury/occupational disease, return scenarios, and state that using workers in dispatch form under the name of contracting/outsourcing is handled under the dispatch rules; the Measures for Administrative Licensing of Labour Dispatch specify licence conditions, a 3-year validity, renewal and annual reporting. This article is current to 2026-11-09 and is a summary of public rules and page method, not legal/employment-compliance advice; the law, local rules, dispatch agreement and actual employment control.

This article is for HR, procurement, legal, finance, EHS, production and website teams at equipment, electronics, automotive-parts, medical-device, hardware, chemical, packaging and export manufacturers in Changzhou and nearby. It covers how to write and accept a labour-dispatch/temporary-workforce procurement page. The usual gap is "fake outsourcing that is really dispatch, expired licence, non-compliant three-type positions, over-10% headcount, unequal pay, social insurance outside the user unit's location, unclear work-injury/occupational-disease responsibility, return without basis", ending with a page that only says "long-term cooperation, per-head settlement", while inspection/injury/dispute still disagree.

How does this page relate to service procurement/outsourcing, supplier onboarding, on-site contractor, payroll/HR outsourcing and EHS pages?

The labour-dispatch page answers "does the agency have a licence, are positions/ratio compliant, how equal pay/social insurance/return work"; the service procurement/outsourcing page answers "service scope, contractor, SOW/SLA, acceptance and exit"; the supplier onboarding/AVL page answers "qualification, capacity, audit, EHS, confidentiality"; the on-site service/contractor page answers "induction, work permit, safety agreement, insurance, exit"; the payroll/HR outsourcing page answers "salary, social insurance, tax, EOR/PEO"; the EHS page answers "safety training, occupational health, incident reporting". Labour dispatch is the main page for "employment form" and cannot be replaced by a business-outsourcing page.

Common breaks: dispatch written as "outsourcing/contracting" but managed per head/attendance; agency without/expired licence; auxiliary positions without democratic procedure/publicity; dispatch ratio above 10%; unequal pay; social insurance in the agency's location instead of the user unit's; unclear work-injury/occupational-disease responsibility; return without contractual basis; dispatch agreement missing service fee/breach/safety training; website publishing employee personal data. The page separates "form—qualification—position/ratio—agreement/benefits—return—public boundary" so HR/procurement/legal/finance/EHS share one vocabulary.

Page relationships are editorial; the law, local rules, dispatch agreement and actual employment control.

How to distinguish labour dispatch from business outsourcing/contracting?

Focus on "what is managed, how it is settled, who bears employment responsibility": labour dispatch means the agency establishes the employment relationship and sends workers to the user unit, where they work under the user unit's management; business outsourcing means the contractor completes a work result, organises its own people and bears operating/employment responsibility, and the company pays for results/service acceptance. Look at actual practice, not the contract title: per-head/attendance/hour settlement, direct scheduling/assessment/reward-penalty by the company, workers integrated into production, and who controls tools/site/process. Article 27 of the Interim Provisions states that using workers in dispatch form under the name of contracting/outsourcing is handled under the dispatch rules — "fake outsourcing, real dispatch" still follows dispatch rules. The page should state the boundary to avoid using an outsourcing contract to evade licensing/ratio/equal pay.

Acceptance checks: contract title vs actual management; settlement; scheduling/assessment/reward-penalty; tools/site; employer; risk allocation; whether dispatch rules apply. Common gaps: outsourcing in name but dispatch in fact; per-head settlement; direct management; contractor does not bear employment responsibility.

Distinction points are editorial; actual management, contracts and judicial/regulatory determination control.

How should the agency's qualification and licence be accepted?

Operating labour dispatch requires a Labour Dispatch Operating Licence: registered capital of at least RMB 2 million; fixed premises and facilities suitable for the business; a labour-dispatch management system complying with laws/regulations; other statutory conditions. The licence is applied for with the competent local human-resources and social-security authority; no one may operate without a licence. The licence is valid for 3 years; renewal must be applied for 60 days before expiry with the basic operating situation for the 3 years; late applications are treated as new applications. The agency must submit the previous year's operating report by 31 March each year (headcount/contracts/union, pay, social insurance, user units/headcount/term/positions, agreement performance, etc.). A subsidiary needs its own licence; a branch must file. The page/onboarding should check the licence original/copy, validity, scope, registered capital, annual report/penalties, not just the business licence.

Acceptance checks: licence; validity/renewal; registered capital; premises/system; annual report; branch; penalties/abnormalities; contract entity consistency. Common gaps: no/expired licence; business licence only; licence entity differs from contract; annual report not checked.

Qualification/licence are editorial; the Labour Contract Law, Licensing Measures and local rules control.

How should "three types" positions and the 10% ratio be accepted?

Labour dispatch may only be used in temporary, auxiliary or substitute positions: temporary means the position exists for no more than 6 months; auxiliary means a non-main-business position serving main-business positions; substitute means a period when a worker cannot work due to full-time study, leave, etc., and can be replaced. Auxiliary positions should be discussed by the employee representatives' meeting or all employees, proposed and consulted with the union/employee representatives, and publicised within the company. The user unit should strictly control dispatch headcount; dispatched workers must not exceed 10% of total workforce; total workforce = employees with labour contracts + dispatched workers. An employer may not establish a dispatch agency to dispatch to itself or affiliates. The page should state the position list, three-type basis, ratio calculation, auxiliary procedure/publicity and over-ratio adjustment plan.

Acceptance checks: position list; three-type basis; auxiliary democratic procedure/publicity; 10% calculation; over-ratio adjustment; self-established agency; position changes. Common gaps: main-business positions dispatched; auxiliary without procedure; wrong ratio; over ratio; self-established agency.

Three types/ratio are editorial; Labour Contract Law Article 66, Interim Provisions Articles 3–4 and local rules control.

How should the dispatch agreement, equal pay, social insurance and work injury be accepted?

The dispatch agreement should state: position name/nature, work location, headcount/term, remuneration amount/payment basis determined under equal pay for equal work, social-insurance amount/payment, working hours/leave, work injury/maternity/illness benefits, labour safety/health/training, economic compensation and other costs, agreement term, service-fee payment method/standard, breach and other statutory items. The agency must sign a fixed-term written labour contract of at least 2 years and pay monthly; during no-work periods, pay at least the local minimum wage monthly; must not deduct remuneration paid by the user unit, must not charge workers; must not split continuous employment into several short agreements; must not re-dispatch. Equal pay: same remuneration distribution method as comparable positions in the user unit; if no comparable position, refer to the same/similar position in the user unit's location. Cross-region dispatch should insure at the user unit's location; if no branch, the user unit handles insurance/payment on the agency's behalf. Work injury: the agency applies for recognition and bears work-injury insurance liability (can agree compensation with the user unit); occupational disease diagnosis is handled by the user unit, which provides occupational history/hazard exposure/testing results, while the agency provides other materials.

Acceptance checks: agreement contents; 2-year contract; equal pay; social-insurance location; work injury/occupational disease; fees/deduction; re-dispatch; short-term splitting; service fee/invoice. Common gaps: missing clauses; contract under 2 years; unequal pay; social insurance elsewhere; unclear work-injury responsibility; charging workers; re-dispatch.

Agreement/benefits are editorial; Labour Contract Law Articles 58–63 and Interim Provisions Articles 7–19 control.

How should return, termination and transition be accepted?

Statutory return scenarios include: the user unit has circumstances under Article 40(3) or 41 of the Labour Contract Law; the user unit is declared bankrupt, licence revoked, ordered to close, dissolved, decides early dissolution, or ceases business at expiry; the dispatch agreement expires. If the worker has circumstances under Article 42, the user unit may not return them under Article 40(3) before the dispatch term expires; the term should extend until the circumstance disappears. During no-work periods after return, the agency pays at least the local minimum wage monthly. If the agency is bankrupt/licence revoked/closed/dissolved/term expires, the labour contract terminates and the user unit should consult on proper placement. If the agency's licence is not renewed/revoked, existing labour contracts continue to expiry and may be terminated by agreement. The page should state return basis/evidence/notice, economic compensation, transition placement, agreement termination/renewal and archive.

Acceptance checks: return basis; notice/evidence; Article 42 protection; no-work pay; economic compensation; agency exit placement; agreement termination/renewal; archive. Common gaps: arbitrary return; no evidence; return during Article 42; no placement; agreement expiry without renewal/return.

Return/transition are editorial; Interim Provisions Articles 12–17 and the Labour Contract Law control.

How should the website page be written, and what must not be published?

Suggested sections: (1) employment form and boundary (dispatch vs outsourcing/contracting); (2) agency qualification/licence requirements; (3) three-type positions and 10% ratio principles; (4) agreement/equal pay/social insurance/work injury/occupational disease; (5) return/termination/transition; (6) contact window/update date. The public page explains "form, qualification, positions, ratio, benefits, procedure, boundaries" and does not publish dispatched workers' names/ID numbers/addresses/contacts, specific headcount/pay/service fees, dispatch agreement terms, social-insurance details, system screenshots or undisclosed disputes; personal data follows minimisation/authorisation. The English page should use consistent terms (labour dispatch, temporary staffing, dispatch agency, dispatch licence, temporary/auxiliary/substitute positions, 10% cap, equal pay for equal work, social insurance, work injury, return/termination) and state the cut-off date.

Do not turn the dispatch page into a "temp labour market", and do not claim "long-term dispatch, equal pay, zero risk" if it cannot be proven. The page should let HR/procurement/legal/finance/EHS judge "whether dispatch can be used, how many, how to sign, how to return", without exposing employee personal data and commercial terms.

Go-live acceptance checklist

Ten checks: dispatch vs outsourcing boundary; licence/validity/entity; three-type positions/auxiliary procedure; 10% ratio/calculation; agreement contents/2-year contract; equal pay/social-insurance location; work injury/occupational disease; return/termination/transition; archive/annual report; public boundary. Each needs evidence and a review date. The pass standard is not "the page says long-term cooperation", but that HR/procurement/legal/finance/EHS can judge whether dispatch is compliant, whether the ratio is exceeded, whether pay is equal and whether return has a basis.

Before go-live, run a tabletop exercise with a real (redacted) dispatch position: three-type assessment → agency licence check → agreement → onboarding/training → equal pay/social insurance → work-injury simulation → return/termination → transition, simulating "expired licence", "ratio above 10%", "fake outsourcing, real dispatch" and "return during Article 42", to see whether the page and process work.

The acceptance list is editorial; the law, local rules, dispatch agreement and audit requirements control.

Who should read it, who should not, and what decisions does it support?

For HR, procurement, legal, finance, EHS, production and website teams at equipment, electronics, automotive-parts, medical-device, hardware, chemical, packaging and export manufacturers in Changzhou and nearby; also for companies handling "fake outsourcing that is really dispatch, expired licence, non-compliant three-type positions, over-10% headcount, unequal pay, social insurance elsewhere, unclear work-injury responsibility, return without basis". Not for teams that do not use labour dispatch, or that want one page to replace legal/employment-compliance advice.

Read it if: building a labour-dispatch/temporary-workforce page; only "temp workers, per-head settlement"; outsourcing in name but dispatch in fact; no licence check; main-business positions dispatched; auxiliary without procedure; over 10%; unequal pay; social insurance elsewhere; unclear work injury; arbitrary return. Not suitable if: treating "dispatch" as "outsourcing"; "outsourcing" as "no responsibility"; "equal pay" as a slogan; "page" as "legal/audit conclusion". Supports: form boundary, licence/position/ratio, agreement/benefits, return/transition and public-boundary self-checks.

FAQ

How to distinguish labour dispatch from business outsourcing?

Look at substance, not the contract title: labour dispatch means the agency employs the worker, who works under the user unit's management, settled per head/service fee; business outsourcing means the contractor delivers a work result, organises its own people and bears operating/employment responsibility, paid per result/service acceptance. Article 27 of the Interim Provisions states that using workers in dispatch form under the name of contracting/outsourcing is handled under dispatch rules. If the company directly schedules/assesses/rewards-penalises, settles per head, and provides tools/site, it is likely "fake outsourcing, real dispatch".

How is the 10% dispatch ratio calculated?

Article 4 of the Interim Provisions states that dispatched workers must not exceed 10% of total workforce; total workforce = employees with labour contracts + dispatched workers. The calculation entity is the employer that can lawfully sign labour contracts. Keep rosters/reports/social-insurance records on the same basis; if over the ratio, prepare an adjustment plan (convert to direct hire, switch to outsourcing/contracting, reduce dispatch, etc.), not split entities/short agreements to evade.

Which positions can use labour dispatch?

Only temporary, auxiliary or substitute positions: temporary positions exist for no more than 6 months; auxiliary positions are non-main-business positions serving main-business positions; substitute positions are periods when a worker cannot work due to full-time study, leave, etc., and can be replaced. Auxiliary positions should be discussed by the employee representatives' meeting or all employees, proposed and consulted with the union/employee representatives, and publicised. Main-business/long-term core positions should not use dispatch.

How to implement equal pay for dispatched workers?

The user unit should apply the same remuneration distribution method to dispatched workers and comparable positions; if there is no comparable position, refer to the same/similar position in the user unit's location. The labour contract and dispatch agreement should state remuneration consistent with this principle. In practice, align position/grade/performance/allowance bases and keep pay policies/calculations; do not suppress base pay/bonus/benefits merely because of dispatch status.

Who is responsible for social insurance/work injury/occupational disease?

For cross-region dispatch, the agency should insure workers at the user unit's location and pay per local rules; if the agency has no branch there, the user unit handles insurance/payment on its behalf. The agency applies for work-injury recognition and bears work-injury insurance liability; the user unit assists with investigation, and the parties may agree on compensation. Occupational disease diagnosis/identification is handled by the user unit, which provides occupational history, hazard exposure history and workplace testing results; the agency provides other materials.

When can dispatched workers be returned?

Article 12 of the Interim Provisions lists: the user unit has circumstances under Article 40(3) or 41 of the Labour Contract Law; the user unit is declared bankrupt, licence revoked, ordered to close, dissolved, decides early dissolution or ceases business at expiry; the dispatch agreement expires. If the worker has circumstances under Article 42, the user unit may not return them under Article 40(3) before the dispatch term expires; the term extends until the circumstance disappears. During no-work periods after return, the agency pays at least the local minimum wage monthly; improper return is handled under Article 92 of the Labour Contract Law.

Should the website publish dispatch agencies, headcount and fees?

Usually not dispatched workers' names/ID numbers/addresses/contacts, specific headcount/pay/service fees, dispatch agreement terms, social-insurance details, system screenshots or undisclosed disputes; it can publish employment form/boundary, agency qualification requirements, three-type positions and 10% principles, equal pay/social insurance/work injury/return procedures, contact window and update date. Personal data follows minimisation/authorisation; listed/regulated companies follow disclosure rules. The goal is to let partners understand compliance principles, not to disclose employee and commercial information.

One-sentence takeaway

The labour-dispatch/temporary-workforce procurement page on a Changzhou manufacturer's website is not about "temp workers, per-head settlement"; it is about turning the dispatch/outsourcing boundary, agency licence/entity, three-type positions/auxiliary procedure, 10% ratio, agreement/2-year contract, equal pay/social-insurance location, work injury/occupational disease, return/termination/transition, archive/annual report and public boundaries into a checkable list, so HR/procurement/legal/finance/EHS can judge whether dispatch is compliant, whether the ratio is exceeded, whether pay is equal and whether return has a basis.

Research method and limitations

This article is a summary of public rules and page method, not legal, employment-compliance or audit advice. It uses no unpublished company dispatched-worker personal data, headcount/pay/service fees, dispatch agreement terms, social-insurance details, system screenshots or undisclosed disputes; the tables and acceptance items are editorial and not legal/employment-compliance conclusions. The Labour Contract Law (2012 amendment), Interim Provisions on Labour Dispatch (MOHRSS Order No. 22) and Measures for Administrative Licensing of Labour Dispatch (MOHRSS Order No. 19) are public sources; the law, local rules, dispatch agreement and actual employment control. This article does not decide whether any specific employment constitutes dispatch or is compliant, and does not promise "zero risk"; companies should assess position, ratio, agreement, social insurance and actual management item by item and consult legal/HR professionals where needed.

Sources and basis

Current to 2026-11-09; the official pages below control.

1. Labour Contract Law of the People's Republic of China (amended 28 December 2012): Shanghai Municipal People's Government (full text of the Labour Contract Law). Articles 57–67: dispatch licence/registered capital/2-year contract/dispatch agreement/equal pay/three-type positions/10% ratio (specific ratio set by the State Council labour authority)/prohibition on self-established agencies; Article 92 legal liability.
2. Interim Provisions on Labour Dispatch (MOHRSS Order No. 22, effective 1 March 2014): State Council Gazette. Article 4 10% ratio/total workforce; Article 3 auxiliary-position procedure; Article 7 agreement contents; Articles 9–11 equal pay/work injury/occupational disease; Articles 12–17 return/termination/compensation; Articles 18–19 cross-region social insurance; Article 27 "fake outsourcing, real dispatch".
3. Measures for Administrative Licensing of Labour Dispatch (MOHRSS Order No. 19, effective 1 July 2013): State Council Gazette. Licence conditions/RMB 2 million registered capital/fixed premises/system, 3-year licence, renewal 60 days before expiry, annual report by 31 March, subsidiary licence/branch filing.