Validate inputs, not only the result
Activity classification, size band, employee registrations, occupations and related entities can affect the result. Reconcile HR, payroll, social insurance and official-platform data first.
Use the official calculator for scenarios
Model planned hiring, key exits and headcount changes separately, recording the date, inputs and result. Current official rules control.
Build localisation into operations
Before bids, visa expansion, new teams or activity changes, assess roles, hiring lead time, training and retention instead of reacting after status changes.
Retain evidence of genuine employment
Employment contract, job description, real work, pay, social insurance, training and performance records should corroborate one another. Nominal or sham arrangements create higher risk.
Action checklist
- 01Reconcile commercial activities and official classification
- 02Reconcile HR, payroll, social-insurance and official data
- 03Record current and planned scenarios in the official calculator
- 04Create hiring, training and retention plans for key roles
- 05Recalculate before bids, growth or activity changes
- 06Retain calculation snapshots and internal approvals
Common mistakes
- Using a static percentage from search results
- Aggregating group entities and ignoring entity classification
- Not modelling the impact of key employee exits