Employees

Healthcare setup for foreign employees

Coordinate employer social-insurance enrolment, private cover, hospital access, records and work-related health examinations.

Practical preparation Source-linked next steps

Ask HR for evidence of enrolment and written benefit information rather than assuming the work-permit process completed every insurance step. Keep national participation rules separate from local benefits and private cover.

01

Confirm and keep basic medical insurance usable

Ask for the registration date, social-security number, insured place, active entitlement, designated-provider instructions and credential used at the cashier. Use the city implementation rather than importing another city's selection or reimbursement rules. If a passport changes, reconnect every identity layer before relying on settlement; if work or residence moves across a pooling area, confirm whether a relationship transfer is required.

02

Prepare the work-injury and occupational-health route

Ask for evidence of work-injury-insurance participation, the exact employing unit and insured place, and the employer's current accident contact before an incident. If an event occurs, protect the person and call 120 for an emergency before administrative calls. Preserve the event record, but keep the employer report, authority recognition, occupational-disease diagnosis, agreement-provider treatment, rehabilitation, labour-capacity assessment and benefit payment separate.

03

Check long-term care participation separately from employee medical insurance

The 2026 national plan creates a route for local systems to link employee long-term care participation to employee basic medical insurance, but the actual local record, contribution, waiting period, loss-of-function assessment and designated service still control. A work injury, disability certificate or medical diagnosis does not replace the long-term care assessment, and duplicate work-injury living-care payment must be checked.

04

Keep the employer outside patient decision authority

HR, a manager, an insurer or an assistance company may coordinate leave, payment or an emergency contact, but none becomes the patient's medical decision-maker, guardian or record agent without the authority required for that exact task. Use minimum necessary health information and keep any employee authorization narrow, traceable and revocable.

05

Separate sick leave, the medical period and return to work

Ask HR to state the lawful notice, document and payroll process before an illness absence occurs. A clinician's certificate does not automatically approve leave, ordinary sick leave does not automatically equal the statutory medical period, and neither record extends a work permit or residence permit. Keep city-specific sick pay, service history, accumulated absence, return-to-work restrictions and any employment decision traceable.

06

Keep maternity insurance separate from basic medical insurance

Ask HR and the responsible local authority to verify maternity-insurance participation and active entitlement rather than treating the basic-medical-insurance record as proof of every maternity benefit. Track hospital maternity medical expenses, manual reimbursement, maternity allowance, employer action and payee separately, and use only the city guide that controls the participant's record.

07

Do not infer a dependant's resident-insurance eligibility from employment

The employee's own basic or maternity-insurance record does not automatically enrol a spouse or child. Check the dependant's separate local category, newborn timing rule, accepted identity and payment record, then use only the city implementation that controls that person.

08

Protect a recognised outpatient chronic or special-disease benefit

Ask HR and the insured-place agency to verify active participation before a qualified institution handles disease recognition. Keep recognition, validity, selected provider, payment scope, pharmacy route and cross-province filing separate; a diagnosis, payroll contribution, card or ordinary outpatient settlement does not establish all of them.

09

Connect workplace location to community care

A nearby community institution may support ordinary care or a family-doctor relationship, but the employer, community provider and insurance agency control different records. Confirm whether home or workplace location is accepted, which passport and address evidence works, and whether the service package or referral route affects payment.

10

Map any employer or international policy

Private insurance can add a different network and authorization route. Confirm the exact campus and service for both basic and commercial cover. In emergency care, the hospital's payment request and the payer's coverage decision remain separate; HR or an assistance company cannot guarantee either clinical acceptance or reimbursement.

11

Keep an emergency handoff independent of HR

For a perceived medical emergency, call 120 first rather than waiting for an employer reply. Verify an emergency campus in advance, but leave triage, observation, admission and transfer to the responsible team. After the episode, collect provider records for care, leave and claims through the authorized route.

12

Keep the work-permit examination, employer file and residence decision separate

Identify the exact work-permit stage before booking. A local examination or validated overseas record can support the employer's submission, but the work-permit authority and exit-entry authority make separate decisions. Share only the health information needed for the named process, and do not treat a general checkup, occupational-health examination or immigration health document as universal job-fitness clearance.

13

Define the employer's role if an employee dies

Record who will contact the family, insurer or assistance company and the deceased person's embassy or consulate, but keep employer support separate from medical or police proof, funeral decisions and estate authority. The employer may have its own exit-entry report and work-permit cancellation duties; those do not complete the family's death declaration, funeral-home or international transport tasks.

14

Coordinate family-care documents outside the HR file

Employer support or insurance may help with payment, but the hospital, birth-certificate issuer, consular authority and exit-entry administration control different records. Keep maternity and newborn civil-document tasks with the family, and use the separate pediatric center for the child’s healthcare route rather than assuming HR completes either process.

15

Escalate the right stalled process

A provider, HR team, basic-insurance agency and commercial insurer may each hold a separate record. Identify the controlling party before escalating a missing report, record correction, copy request, refund or authorization. Keep a neutral chronology and use the official complaint or regulator route only within its jurisdiction.

16

Prepare the full inpatient handoff

If admission or scheduled surgery is possible, confirm the exact campus, bed and registration status, define companion and language roles, keep deposits and insurer decisions traceable, and identify every discharge document and follow-up route. The hospital remains responsible for clinical preparation, consent, transfusion and discharge decisions.

17

Prepare a portable dental-care route

Verify the exact stomatological hospital, general-hospital department or filed clinic; confirm passport registration and language support; obtain a provider-issued plan and component-level quote; and keep images, material or device identifiers, charges, receipts and follow-up records portable. A website cannot choose a treatment, material or urgency route.

18

Prepare a portable eye-care route

Verify the exact eye hospital, general-hospital ophthalmology department, medical fitting service or optical seller; confirm passport registration and language support; keep examination and prescription records separate from product orders; and preserve reports, images, product identifiers, itemized charges and follow-up ownership. A website cannot interpret findings, classify urgency or choose a test, lens, medicine, procedure or provider.

19

Prepare a child’s verified healthcare route

Identify the legal pediatric provider and exact campus, keep the child’s identity separate from the adult account and payment record, confirm guardian or representative documents for each task, and preserve vaccination, consent, prescription, charge and follow-up records. A website cannot assess a child, choose treatment or decide whether it is safe to wait; call 120 for a perceived medical emergency in mainland China.

20

Plan a traceable diagnostic-service handoff

Use the diagnostic center to distinguish a hospital service from an independent center, a routine check-up from a diagnostic order, and a signed report from images, data or pathology material. Confirm the legal provider, exact campus, identity match, price and authorization route, collection format and clinician-led follow-up; the guides do not decide which test is needed or interpret a result.

21

Separate employer, permit and business-travel requests

Request the exact form, issuer and deadline from the employer, destination or permit authority. Keep an outbound visa examination, residence health certificate, provider-issued vaccination proof and ICVP as separate workflows; neither an employer nor this site can make the clinical vaccination decision.

22

Connect ongoing care to a lawful online follow-up route

Keep the employer, insurer and medical institution roles separate. Verify the online service and prior diagnosis record, obtain a current local insurance decision and preserve the consultation, prescription, receipt and any instruction to attend a physical institution without assuming direct billing or automatic renewal.

23

Keep treatment, privacy, sick leave and insurance as separate decisions

Confirm the accountable provider and preserve the formal record, prescription and itemized payment evidence. Ask only for the provider document the employer or insurer actually requires; a diagnosis, medical certificate, employer leave decision, statutory medical period and insurance payment are not interchangeable.

24

Keep women’s-health care, workplace disclosure and insurance separate

Use the medical institution for consent and records, the insurer or local agency for payment decisions and the employer only for the minimum document required for a defined workplace process. A national price framework is not a final quote, and employment does not prove public screening or insurance eligibility.