Labor Market & Salary Report
劳动力市场和薪资调查报告
2024 | 2025
A Member-Exclusive Report – 17th Edition
会员专属报告-第17版
GET AHEAD IN YOUR
CAREER WITH
INTERNATIONAL BUSINESS
SCHOOL SUZHOU
International Business School Suzhou (IBSS) at XJTLU offers a range
of Master and Executive Education programmes to prepare leaders and
professionals to cope with the ever-chang- ing business environment, learn
emerging analytical tools, and develop a leadership mindset.
Part-time Master Degree Programmes
Our programmes are processed through online applications and are taught 100% in
English. The core modules are taught on weekends for 2-3 years. Graduates
receive an internationally recognized Master's degree from the University of
Liverpool which is certified by the Ministry of Education in China.
International MBA for Executives MSc Management
西浦国际商学院
助你领先职场
西交利物浦大学西浦国际商学院开设各类硕士学位项目和中短期
课程，旨在推动终身学习和职业发展，助力企业培养领袖，塑造
未来。
非全日制硕士项目
西浦国际商学院非全日制硕士项目采用申请制，全英文授课，核
心课程安排于周末，学制2-3年。毕业生可获得国际认可的英国
利物浦大学硕士学位，并可在教育部留学服务中心认证。
国际工商管理硕士 管理学硕士
运营与供应链管理硕士 项目管理硕士
MSc Operations and Supply
Chain Management
Executive Education
MSc Project Management 高管教育
西浦国际商学院高管教育结合中英双方母校优势，打通文化脉
络，依托行业经验丰富的国际化师资，以及贯穿12个学科领域
Combining the strengths of prestigious universities in both China and the UK, we
offer the flexible curriculum across more than 76 special- ized courses in 12
academic fields to meet the diverse needs of various enterprises and
individuals.
Managerial Acceleration Programme (MAP)
Target: Middle and senior managers, business owners of rapidly growing
companies, and company-selected executives
Objective: Efficiently learn core management courses within 6-8 months to
comprehensively enhance strategic thinking and practical abilities under the theme
of sustainable development.
Short-term Open Enrolment Programme
Strategy and Development Economics and Modern Business
Leadership Finance and Accounting
Negotiation and Decision Making Project Management
Organisational Management ESG and Sustainable Development
Marketing & Sales Digital Intelligence
Operation and Supply Chain Management Personal Development
Customised Programme
Design and deliver high-value executive education programmes tailored to
firms across different industries.
About IBSS at XJTLU
IBSS is the business school of XJTLU, a joint venture of Xi’an Jiaotong
University in China and the University of Liverpool in the UK. IBSS has over
200 staff members and more than 7,500 students from over 60 different countries.
IBSS is a Triple Crown Accredited (AACSB, EQUIS and AMBA) business
school, offering a unique blend of Western and Chinese academic practices.
超过76门的专业课程，提供弹性的课程规划，以满足不同企业
和个人的需求。
工商管理研修班
课程对象：企业中高层管理者、快速成长期企业的企业主、公司
选派的委培高管
课程目标：在6-8个月内高效学习管理类核心课程，全方位提升
围绕可持续发展主题的战略思维和实战能力
短期公开课程
战略与发展 经济与现代商业
领导力 金融与财会
谈判与策略 项目管理
组织与管理 ESG与可持续发展
市场营销与销售 数智化
运营与供应链管理 个人发展
定制化课程
依照不同行业特点，为企业制定可持续高管培训课程方案。
西交利物浦大学西浦国际商学院
西浦国际商学院（简称IBSS）隶属于由中国的西安交通大学和
英国的利物浦大学联合创办的西交利物浦大学，是全球少数享
有盛名的AACSB、AMBA、EQUIS三冠认证的商学院之一。学
院拥有逾200名员工和来自60多个不同国家的7500多名学生，
通过融合东西方优秀教育传统的最优实践，架设起了中国与世
界交流的桥梁。
Contact Us
Tel 电话:
联系我们
Email 邮箱:
Address 地址:
For more information
about Open Enrolment Programme:
更多关于公开课程信息：
0512-88161202;
(Part-time Master Degree Programme
非全日制硕士项目)
0512-81884886;
0512-81883236
(Executive Education Programme
高管教育)
ibsspgrecruitment@
(Part-time Master Degree Programme 非 全
日 制 硕 士 项 目 )
ibssexeced@
(Executive Education Programme
高管教育)
IBSS Building (South Campus of XJTLU), 8 Chongwen Road,
Dushu Lake Science and Innovation District, SIP,
Suzhou, Jiangsu, China 215123
中国江苏苏州工业园区独墅湖高教区崇文路8号西浦
南校区IBSS大楼
mailto:ibsspgrecruitment@
mailto:ecruitment@
mailto:ibssexeced@
LABOR
MARKET &
SALARY
REPORT 2024 |
2025
GERMAN CHAMBER OF COMMERCE IN CHINA
The German Chamber of Commerce in China currently has around 2,100 members
and is the official member organization for German companies in China. It helps its
members to thrive in the Chinese market by providing relevant market intelligence
and practical guidance. It offers a platform for the Sino-German business
community and advocates for its members' interests toward stakeholders,
including government bodies and the public.
Contact for press
inquiries
Carina Mingle
Head of Media Relations &
Corporate Communications
+86-10-6539-6670
@
Contact for further
information
Aurora Liu
Economic
Analyst
+86-21-5081-2266
@
©2024 German Chamber of Commerce in China (GCC). No part of this content and publication may be reproduced without prior permission. For further questions, please
refer to the provided contact persons.
While every reasonable effort is made to ensure that the information provided is accurate, no guarantees for the currency or accuracy of information are made. All material
relating to information, products, and services (or to third party information, products and services), is provided 'as is', without any representation or endorsement made and
without warranty of any kind, including the implied warranties of satisfactory quality, fitness for a particular purpose, non-infringement, compatibility, security and
accuracy. The contributors are solely responsible for the content thereof. Views expressed do not necessarily represent those of the German Chamber of Commerce in
China. and these entities will not be liable for any loss or damage whatsoever arising from infringement or any defect of rights of the content.
mailto:@
mailto:@
This information includes links to other websites. These links are provided for your convenience to provide further information. They do not signify that we endorse the
website(s). We have no responsibility for the content of the linked website(s).
劳动力市场
和薪资调查报告
2024 | 2025
中国德国商会
中国德国商会在中国目前拥有大约2100家会员企业，是在华德企官方会员组织。通过提供相
关市场情报和实用指南，中国德国商会帮助其会员在中国市场上蓬勃发展。它为中德商业社
群提供平台，并代表其会员利益向利益相关者，包括政府机构和公众进行倡导。
媒体联系人
Carina Mingle
媒体公关部高级总监
+86-10-6539-6670
@
了解更多报告信息，请联系
刘晨曦
经济分析师
+ 86-21-5081-2266
@
©2024年中国德国商会（GCC）。未经许可，本内容和出版物的任何部分均不得转载。如有其他问题，请联系上述联系人。
我们已尽责核对所提供信息的准确性，但对此等信息的及时性和准确性不作任何担保。涉及信息、产品和服务（或第三方信息、产品和服务）的所有材料均“如
实”提供，不作背书，不提供任何担保，不保证质量满意、适合特定用途或不侵权，亦不保证其兼容性、安全性以及准确性。发言者、提供者的相关内容由发言 者
、提供者自行负责。发表观点不代表中国德国商会。因内容或活动素材侵权或版权缺陷遭致损失的，上述机构概不负责。
该信息含有链接指向其他网址。此等链接旨在方便您了解更多信息。但不表示我们认可该等网址。对于链接网址的内容，我们不承担任何责任。
mailto:@
mailto:@
51
55
59
92
99
106
109
113
Content
Executive Summary 6
I. Labor Market Environment 8
. Chinese Economy 8
. Total Unemployment Rate 8
. Youth Unemployment Rate 8
II. Wage Developments in China 10
. Wage Growth 10
. Minimum Wages and Wage Guidelines 14
III. Survey Results 18
1. Effective and Expected Wage Developments at German Companies 18
2. Detailed Wage Developments 18
3. Wage Levels 23
4. Labor Costs 28
5. HR and Recruitment Challenges 31
6. Foreign Employees 33
7. Employee Turnover and Additional HR Data 35
8. About the Survey 36
9. Profile of Contributors 36
IV. Compensatio
n Data 40
4 1. Introduction 40
2. Wages and Wage Increases 42
3. Segmentation Variables 42
4. Region 43
5. East 47
6. North
7. South and Southwest
8. City Tier
9. Industry
10. Company Size
11. Total Cost per Employee: Median and Percentiles
CONTACT
To access specific compensation data, please contact:
Ms. Aurora Liu
Economic Analyst
German Chamber of Commerce in China | Shanghai
+86-21-5081-2266
@
mailto:@
64
71
78
85
92
99
106
110
113
目录
内容摘要 7
I. 劳动力市场环境 9
. 中国经济 9
. 中国整体失业率 9
. 青年失业率 9
II. 中国工资增长状况 11
. 薪资增长状况 11
. 最低工资及工资指导线 15
III. 调查结果 19
1. 在华德企实际和预期薪资变化
2. 详细薪资变化
3. 薪资水平
4. 劳动力成本
5. 人力资源和招聘挑战
6. 外籍员工
7. 员工流动和其它HR数据
8. 关于本次调查
9. 受访企业简况
IV. 薪酬数据
1. 简介
2. 薪资和薪资涨幅
3. 细分变量
4. 地区
5. 华东及华中
6. 华北及东北
7. 华南和西南
8. 城市分级
9. 行业
10. 企业规模
11. 每位员工总成本：中位数和百分数
V. 定义
VI. 参考文件
19
19
24
29
32
34
37
37
37
41
41 5
43
56
57
更详细的薪酬数据，请联系：
刘晨曦
经济分析师
中国德国商会 | 上海
+86-21-5081-2266
@
mailto:@
EXECUTIVE SUMMARY
Expected Salary in China: The projected wage growth
development for German companies in China has been on a
downward trajectory, and the trend continues its descent with an
expected growth rate of % in 2025, marking the first
projection below 4% (excluding the anticipation for 2021 made in
2020, when the initial outbreak of COVID-19 created uncertainty).
The 2025 forecast is Percentage Point (.) below 2024’s
expectation (Figure ).
Figure : Expected Wage Growth Development
at German Companies in China
2015-2025, Nominal Growth, in %
On the other hand, Deputy General Managers / Branch Managers
receive a median TCE of CNY 66,800 / month, representing a
decrease of around CNY 20,000/month. Meanwhile, the TCE of
CEOs / General Managers stands at CNY 113,435 / month, a
decrease of around CNY 6,500/month (Figure ).
Figure : Comparison of Wage Level by
Production Workers, Level of Seniority & Senior
Management Total Cost per Employee / Month, in
CNY
2023 2024
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
The expected wage growth is the average of all the individual positions’ expected wage growth
collected in the survey. In 2024, with a total of 446 companies and 46 different roles, the
number of observations collected totaled 5,935. CHIN
A
Production
Workers
Junior Mid-
Level
Senior Deputy
GM/B
M
CEO/GM
Effective Salary in China: Similar to last year, the effective
salary
6 increase didn’t meet the initial expectation. In 2024, effective
salaries experienced an average growth rate of %, .
below the initial expectation of % (Figure ).
Figure : Expected and Effective Wage
Increases in China
2024-2025, in %
Deputy GM/BM: Deputy General Manager / Branch Manager. CEO/GM: Chief Executive Officer /
General Manager / Managing Director.
Foreign Employees: The proportion of companies hiring
foreigners has been declining and reached 65% in 2024. This
represents a significant drop of almost 20 . compared to that
in 2017. The proportion fell below 50% for the first time in small
companies (%) (Figure ). The prime reason for
replacing expatriate staff with local staff was wage level.
Figure Share of Companies Employing Foreigners
Company Size by Number of Employees, in %
CHINA Less than
50
50 - 250 Greater than 250
100
%
90
%
Expected 2024 Effective 2024 Expected 2025
80%
Wage Levels: The median Total Cost per Employee (TCE)
continues to rise and is currently at CNY 19,100 / month in 2024.
Production workers, junior and mid-level professionals present
median compensation values below China’s median TCE and
their TCE saw a minor increase compared to 2023.
70%
60%
50%
40%
2017 2018 2019 2020 2021 2022 2023 2024
18
,8
78
19
,1
00
12
,0
00
12
,7
00
11
,2
00
11
,5
00
17
,3
52
18
,0
00 35
,0
00
35
,0
00
86
,3
00
66
,8
00
12
0,
00
0
11
3,
45
3
内容摘要
预期薪资涨幅：在华德企预期的预期薪资涨幅一直呈现下降
趋势，并且这种趋势目前仍在持续，2025年的预计薪资涨
幅为％，首次低于4％（除了2020年疫情初次爆发时不
确定性引起的对2021年的预期较低的特例之外）。这一预
期比2024年的预期薪资涨幅低个百分点（图)。
图 : 在华德企的薪资水平（按产业工人、资历级别和高
级管理层细分）
2024年每位员工总成本 单位：元/月
2023 2024
图 ： 在华德企预期薪资涨幅状况
2015-2025年，名义涨幅，（单位： %）
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
预期薪资涨幅是调查中测得的所有单个职位的预期薪资涨幅的平均值。2024年，
共有46个不同的特定职位，收集到的观察数据共计5,935个。
实际薪资涨幅：与去年相同，2024年的实际薪资涨幅也未
能达到先前的预期。2024年，实际薪资涨幅平均增长率为
%，比最初预期的%低了个百分点（图）。
外籍员工被当地员工取代：在华德企中雇佣外籍员工的公司
比例一直在下降，2024年仅有65%。与2017年相比，此比例
大幅下降了近20个百分点。在小型企业中，该比例首次降至
50%以下（%）（图 ）。用本地员工取代外籍员
工的主要原因是工资水平。
7
图: 中国预期薪资与实际薪资涨幅
2024-2025年，单位：%
图 外籍员工所占平均百分比
企业规模（按公司员工划分），单位：%，占员工总数的百分比
100%
中国
50人以下 50–250 人 超过250人
90%
80%
2024年预期 2024年实际 2025年预期 70
%
60
%
薪资水平：每位员工成本的中位数持续上涨，2024年的中
位数为19100元/月。生产工人、初级和中级专业人员的薪
酬中位数低于全国的薪酬中位数，与2023年相比，他们的
50%
40%
薪酬中位数略有上升。另一方面，副总经理/分公司经理的
薪酬中位数为66800元/月，与去年相比减少了约20000元/ 月
。同时，首席执行官/总经理的每位员工成本为113435元
/月，减少了约 6500元人民币/月（图 ）。
2017 2018 2019 2020 2021 2022 2023 2024
18
87
8
19
10
0
12
00
0
12
70
0
11
20
0
11
50
0
17
35
2
18
00
0 35
00
0
35
00
0
86
30
0
66
80
0
12
00
00
11
34
53
I. LABOR MARKET
ENVIRONMENT
Economy
China's economy demonstrated a mixed performance in the first
half of 2024, with Gross Domestic Product (GDP) growth
declining from % in the first quarter to % in the second
quarter, resulting in an overall expansion of 5% for the first half of
the year to reach CNY trillion (National Bureau of Statistics,
2024a). This overall growth rate aligns with the government's
annual target, despite the evident slowdown in the second quarter.
Industrial output grew by 6%, while retail sales rose by %.
Fixed- asset investment expanded by % compared to the
previous year (National Bureau of Statistics, 2024b). While these
indicators
show resilience, challenges remain in sustaining
growth
Figure : GDP Growth Development
2017-2024H1*, GDP in CNY Billion and Growth Rate in %
GDP GDP Growth Rate
1,400,000
1,200,000
1,000,000
800,000
600,000
400,000
20
*2024 H1 represents first half of the year 2024
Source: National Bureau of Statistics.
Figure : China’s Total Unemployment Rate vs. Youth
Unemployment Rate
January-December 2020-June 2024, in %
momentum and balancing development across sectors amid global
economic uncertainties. Nevertheless, the German Chamber‘s
Flash Survey [1] implemented in June 2024 suggests a degree of
renewed optimism in the Chinese market, with 29% of
respondents expecting an improved business environment - a
significant 8 . increase compared to the previous year. As China
focuses on research and development in its pursuit of an
innovation-driven economy, these economic trends and evolving
business sentiments are likely to influence the job market,
National Urban
Unemployment Rate
25%
20%
15%
10%
5%
0%
Urban Unemployment Rate of the
Population Aged from 16 to 24
particularly in technology-related sectors.
8 2020 2021 2022 2023 2024
Unemployment Rate
In 2024, China’s employment situation was stable, as
demonstrated by a slight improvement in urban surveyed
employment rates. As reported, the average urban surveyed
unemployment rate for the first half of 2024 was % (National
Bureau of Statistics, 2024c), marking a . decrease compared
to the first quarter and a . decrease compared to the same
period last year.
Source: National Bureau of Statistics.
* In June 2023, the state government suspended releasing its national youth unemployment rates.
The data was resumed publishing in December 2023; however, relevant metrics were adjusted,
which excluded students from the sample.
Unemployment Rate
In June 2023, the youth unemployment rate (aged 16-24) reached
a record high of %, after which the government suspended its
release. In January 2024, the government resumed publishing the
data, using a revised methodology that excludes school students
(National Bureau of Statistics, 2024d). Under this new metric, the
youth unemployment rate was % (National Bureau of
Statistics, 2024e) in December 2023, still about three times the
overall unemployment rate. The government aims to address this
issue through various measures, including promoting employment
opportunities and providing support for young job seekers (Figure
).
1,210,207 1,260,582
1,013,567 1,143,670
832,036
919,281 986,515
616,836
16%
14%
12%
10%
8%
6%
4%
2%
0%
2017 2018 2019 2020 2021 2022 2023 2024 H1
0,000
0
Ja
n
M
ay
S
ep D
ec
Ja
n
M
ay
S
ep D
ec
Ja
n
M
ay
S
ep D
ec
Ja
n
M
ay
S
ep D
ec
Ja
n
M
ay
Ju
n
I. 劳动力市场环境 图： 中国GDP增长情况
2017-2024H1*，年度数据，GDP单位：亿元，GDP增速单位：%
中国经济
2024 年上半年，中国经济呈现出了不同的发展情况，国内生
产总值（GDP）增速从第一季度的 % 放缓至第二季度的
%，上半年总体GDP增速为5%，达到万亿元人民币
（国家统计局，2024a）。尽管第二季度增速明显放缓，但这
一总体增速与政府的年度目标一致。
（2024上半年），工业产值同比增长6%，零售额同比增长%
，固定资产投资同比增长%（国家统计局，2024b）。虽然这
些指标显示了经济的韧性，但在全球经济不确定的情 况下，保
持增长势头和平衡各行业均衡发展仍充满挑战。然 而，中国德
国商会于2024年6月实施的 “快讯调查”[1] 表明，
中国市场在一定程度上重新恢复了乐观，29%的受访企业预
GDP GDP 增速
1,400,000
1,200,000
1,000,000
800,000
600,000
400,000
200,000
0
2017 2018 2019 2020 2021 2022 2023 2024 H1
*2024H1 表示2024年上半年数
据来源：中国国家统计局。
图： 中国城镇失业率与青年失业率
2020 - 2024年6月，单位：%
16%
14%
12%
10%
8%
6%
4%
2%
0%
计中国的商业环境将有所改善，与上一年相比大幅增长了8个
百分点。随着中国在追求创新驱动型经济的过程中更加注重
研发，这些经济趋势和不断变化的商业情绪很可能会影响就
业市场，尤其是与技术相关的行业。随着中国更加重视研发
和发展创新驱动经济，这些经济趋势和不断变化的商业情绪
很可能会影响就业市场，尤其是技术相关行业。
全国城镇失业率
25%
20%
15%
10%
全国城镇16-24岁人口失业率
5%
中国整体城镇调查失业率
0%
2020 2021 2022 2023 2024 9
2024年，中国就业形势稳中向好，城镇调查失业率略有下降。
据统计，2024年上半年城镇调查失业率平均为%（国家统 计
局，2024c），比第一季度下降个百分点，比去年同期 下降
个百分点。
数据来源：中国国家统计局。
* 2023 年 6 月，中国政府暂停发布全国青年失业率。该数据于 2023 年 12 月进行了算法调
整，将学生排除计算范围外后，恢复发布。
青年失业率
2023年6月，青年（16-24 岁）失业率达到%的历史新高，
此后政府宣布暂停发布该数据。2024年1月，政府恢复公布该
数据，并采用了将在校学生剔除在外的统计方法（国家统计
局，2024d）。根据这一新指标，2023年12月的青年失业率为
%（国家统计局，2024e），仍是总体失业率的三倍左右
。政府旨在通过各种措施解决这一问题，包括促进就业机会
和为青年求职者提供支持（图 ）。
userid:529794,docid:172438,date:2024-08-20,
1210207 1260582
1143670
832036
919281 986515 1013567
616836
1 5 9 12 1
5 9 12 1
5 9 12 1 5
9 12 1
5 6
II. WAGE DEVELOPMENTS
IN
CHINA
Wage Growth
Based on Chinese statistics, in 2023, China’s overall average
monthly nominal wage was reported at CNY 10,058, an increase of
CNY 556 from the previous year (Renshetong, 2024a). The rise in
wages showcased a % growth rate, signaling a continued
improvement in labor conditions and income levels. Nevertheless,
this growth rate represents a substantial moderation compared to
the double-digit increases seen five years ago and it has already
reached an all-time low.
Figure : Average Wage and Overall Wage
Growth 2011-2023, Average Wage in CNY, Average
Wage Growth in %
Average Wage Average Wage Growth (Nominal)
10 Note: Annual wages based on 12 months; all wages are pre-tax.
Source: National Bureau of Statistics.
Figure : GDP and Wage Growth
2011-2023, in %
Average Wage Growth (nominal) GDP Growth
Figure : Average Wage and Growth Rate in 24
Provinces and Cities in China, 2023
Region
Average
Wage of
Employees
in Urban
Non-
Private
Sector,
2023.
(CNY
/ month)
Average
Wage of
Employees
in Urban
Non-
Private
Sector,
2022.
(CNY
/ month)
Average
Wage
Growth
(Nominal)
Factor*
Tianjin 11,501 10,794 %
Zhejiang 11,087 10,735 %
Guangdong 10,952 10,410 %
Jiangsu 10,425 10,144 %
CHINA 10,058 9,502 %
Hainan 9,548 8,734 %
Chongqing 9,471 8,917 %
Sichuan 9,180 8,483 %
Inner Mongolia 9,071 8,416 %
Fujian 9,043 8,650 %
Shandong 8,928 8,521 %
Shaanxi 8,914 8,237 %
Yunnan 8,897 8,594 %
Anhui 8,641 8,221 %
Guizhou 8,501 7,951 %
Gansu 8,260 7,573 %
Hunan 8,085 7,618 %
Guangxi 8,015 7,672 %
Heilongjiang 7,979 7,353 %
Shanxi 7,919 7,541 %
Hebei 7,902 7,562 %
Jilin 7,911 7,269 %
Jiangxi 7,733 7,331 %
Henan 7,013 6,469 %
Note:
*Factor represents the ratio of regional wage to national average for 2023. Monthly wages,
based on 12-months year basis; all wages are pre-tax.
** Data for Beijing and Shanghai was not released.
Source: Renshetong
The sudden decoupling between GDP and wage growth can be attributed
to more recent economic shocks. In 2023, China saw
significant layoffs and salary reductions across all sectors, such as
tech, automotive, semiconductor, and real estate, impacting both
2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
Source: National Bureau of Statistics.
It is worth noting, however, that the growth trajectories in average
nominal wages and GDP have diverged in 2023. As shown in
Figure , wage growth and GDP growth have historically
increased in tandem; data in 2023, however, shows that GDP has
evidently decoupled with the current wage growth.
low and high-income earners throughout the supply chains[2].
Some leading companies – such as Alibaba, NIO, Tesla, and
Country Garden – announced layoffs or salary reductions, which
reflects a broader trend for workforce optimization in the face of
economic headwinds[3]. This trend is further corroborated by data
from the National Bureau of Statistics, which shows a decrease in
the employment rate of urban residents aged 25-59 from % in
2022 to % in 2023 (National Bureau of Statistics, 2024f).
120,000
100,000
80,000
60,000
40,000
20,000
0
16%
14%
12%
10%
8%
6%
4%
2%
0%
2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
41
,7
99
46
,7
69
51
,4
83
56
,3
60
62
,0
29
67
,5
69
74
,3
18
82
,4
13
90
,5
01
97
,3
79
10
6,
83
7
11
4,
02
9
12
0,
69
8
II. 中国工资增长状况
工资增长状况
根据中国的统计数据，2023 年，中国总体名义平均工资为
10058元/月，比上年增加556元（国家统计局，2024e）， 工
资增长率为%，表明劳动条件和收入水平持续改善。然而
，与五年前的两位数增幅相比，这一薪资增长率已大幅放缓
，并已创下历史新低。
图：平均薪资及薪资涨幅
2011-2023年，单位：人民币，%
平均薪资 平均薪资涨幅（%）
图：2023年中国24个省市城镇私营单位就业人员平均月
薪资及薪资增长率
平均薪资单位：人民币/月
120,000
100,000
80,000
60,000
40,000
20,000
0
2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
16%
14%
12%
10%
8%
6%
4%
2%
0%
注：平均薪资按12个月计算；所有薪资均为税前薪资。
数据来源：中国国家统计局。
图：年度GDP及薪资增速
2011-2023年，单位：%
平均薪资增速（名义） GDP增速
数据来源：人社通。
城镇单位从业人员平均工资，月薪资按12个月计算；所有薪资均为税前薪资。
*系数代表2023年该地区薪资与国家平均水平的比率。
** 人社通未发布北京和上海的数据
GDP 与工资增长之间的突然分化可归因于近期的经济冲击。
2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
数据来源：中国国家统计局。
但值得注意的是，2023年平均名义工资和国内生产总值的增
长轨迹出现了分化。如图所示，历史上工资增长和GDP增
长一直同步增长，但2023年的数据显示，GDP 增长的增速明
显超过了当前的工资增长。
2023 年，中国科技、汽车、半导体和房地产等各行各业都出
现了大幅裁员和降薪，对整个供应链中的低收入和高收入者
都造成了影响[2]。一些领先企业，如阿里巴巴、蔚来汽车、特
斯拉和碧桂园，宣布裁员或降薪，这反映了在经济逆风下劳
动力优化的大趋势[3]。国家统计局的数据进一步证实了这一趋
势，该数据显示25-59岁城镇居民就业率将从2022年的%
降至2023年的 %（国家统计局，2024f）。
41
,7
99
46
,7
69
51
,4
83
56
,3
60
62
,0
29
67
,5
69
74
,3
18
82
,4
13
90
,5
01
97
,3
79
10
6,
83
7
11
4,
02
9
12
0,
69
8
11
省份 2023 2022 薪资涨幅
（%）
系数*
天津 11501 10794 %
浙江 11087 10735 %
广东 10952 10410 %
江苏 10425 10144 %
中国 10058 9502 %
海南 9548 8734 %
重庆 9471 8917 %
四川 9180 8483 %
内蒙古 9071 8416 %
福建 9,043 8650 %
山东 8928 8521 %
陕西 8914 8237 %
云南 8897 8594 %
安徽 8641 8221 %
贵州 8501 7951 %
甘肃 8260 7573 %
湖南 8085 7618 %
广西 8015 7672 %
黑龙江 7979 7353 %
山西 7919 7541 %
河北 7902 7562 %
吉林 7911 7269 %
江西 7733 7331 %
河南 7013 6469 %
Following the release of the national average wage data for 2023,
twenty-four provinces and cities in China have officially disclosed
their average wages (Renshetong, 2024b) (Figure ). Among
these, four regions – Tianjin, Zhejiang, Guangdong, and Jiangsu –
stand out with their average wages surpassing the national
average; these regions were also the ones, among all surveyed
provinces, reported with monthly wages exceeding CNY 10,000.
Among the top performers, Tianjin surpassed other provinces with
an average annual wage of CNY 138,007, a CNY 8,465 increase
from last year. This translates to a monthly average of CNY
11,501. Zhejiang follows with an average annual wage of CNY
133,045. Notably, Hainan, Gansu, Sichuan, and Shaanxi
experienced the most substantial growth rates, ranging from %
to %.
Wage development in 2023 shows a differentiated pattern across
industries (National Bureau of Statistics, 2024g) (Figure ).
High-
Figure : GDP Growth Rate by Industry, 2024
Q1
Growth Rate in %
%
tech industries continued to dominate the labor market in terms of
wage payment. The Information and Communication Technology
sector maintained its steady position – in comparison to the 2022
ranking— as the highest-paying industry with an annual wage of
CNY 231,810; its robust % year-on-year GDP growth
recorded in 2024Q1 further underlines its momentum and
potential (National Bureau of Statistics, 2024h) (Figure ).
Technical Services & Scientific Research, on the other hand,
maintained its third place with an annual wage of CNY 171,447.
Meanwhile, the finance sector emerged with an impressive %
wage growth, reaching an annual wage of CNY 197,663 (Figure
).
12 Conversely, the real estate sector continued to face headwinds,
with a mere % wage growth rate and an annual wage of CNY
91,932 (Figure ). While the transition from negative to positive
growth signals positive change (in 2022, the growth rate of wage
development in real estate was %) [4], the sector was the only
industry experiencing a negative year-on-year GDP growth in
2024Q1. This reflects the sector’s ongoing challenges, including
conservative purchasing due to macroeconomic uncertainty and
shrinking profit margins faced by developers (Figure ).
The hospitality industry has rebounded remarkably from the anti-
pandemic measures and realized a % year-on-year GDP growth
in 2024Q1 (Figure ). Its annual wage also witnessed a %
increase, reaching CNY 58,094 annually. Furthermore, the
manufacturing sector showed resilience with a % wage growth,
underscoring its continued importance to the Chinese economy
(Figure ).
Notably, the public management & social organizations sector
experienced an average wage decline, with a % growth rate
(Figure ). The negative growth could be attributed to the
Chinese government’s fiscal tightening measures to manage debt
levels and address economic challenges [5], as the given sector is
under greater government control. These measures led to a
Source: National Bureau of Statistics.
Figure : Wage Developments by Industry, 2023
Ranked based on 2023 Annual Wages
Industry 2023 2022 Growth Factor *
IT 231,810 220,418 %
Finance Services 197,663 174,341 %
Technical Services, R&D 171,447 163,486 %
Healthcare 143,818 135,222 %
Utilities 143,594 132,964 %
Mining 135,025 121,522 %
Culture 127,334 121,151 %
Wholesale & Retail 124,362 115,408 %
Education 124,067 120,422 %
Transport & Logistics 122,705 115,345 %
CHINA 120,698 114,029 %
Public Management &
Social Organizations
117,108 117,440 %
Business Services 109,264 106,500 %
Manufacturing 103,932 97,528 %
Real Estate 91,932 90,346 %
Construction 85,804 78,295 %
Residential Services 68,919 65,478 %
Water & Environment 68,656 68,256 %
Agriculture 62,952 58,976 %
Hospitality 58,094 53,995 %
Note: *Factor represents the ratio of industry-specific average wages to national average wage for
2023. Annual wages based on 12 months. All wages are pre-tax.
Source: National Bureau of Statistics.
reduced budgetary allocation for public sector wages, resulting in
stagnant or even declining salaries in this sector.
Overall, the labor market and wages in 2023 mirror China’s broader
economic picture: a mix of resilience in high-growth sectors,
ongoing challenges in traditional industries, and signs of rebound
in sectors struck by the pandemic.
%
%
% %
% % % %
% %
In
fo
rm
at
io
n
&
C
om
m
un
ic
at
io
n
T
ec
hn
ol
og
y
B
us
in
es
s
Se
rv
ic
es
T
ra
ns
po
rt
at
io
n
A
cc
om
m
od
at
io
n
&
C
at
er
in
g
Se
rv
ic
es
In
du
st
ri
al
W
ho
le
sa
le
&
R
et
ai
l T
ra
de
s
C
on
st
ru
ct
io
n
Fi
na
nc
e
O
th
er
s
A
gr
ic
ul
tu
re
R
ea
l E
st
at
e
随着2023年全国平均工资数据的公布，中国有24个省市也陆 续
公布了当地的平均工资（人社通，2024a）（图）。天 津、
浙江、广东、江苏4个省市的平均工资超过全国平均水平， 也是
所有调查省份中月工资超过一万元的地区。其中，天津 以
138007元的年平均工资领先于其他省份，比去年增加了8465元
，折合为月平均工资11501元/月。浙江紧随其后，年 平均工资
为133045元人民币。值得注意的是，海南、甘肃、 四川和陕西
的平均工资增长率最高，介于%到%之间。
2023年各行业的工资发展呈现分化格局（ 国家统计局，
2024g）（图 ）。就薪资水平而言，高科技行业继续领先
于劳动力市场的其他行业。与2022年相比，信息传输、软件
和信息技术服务业以231810元的年薪稳居高薪行业榜首；该
行业在2024年第一季度国内生产总值同比增长%，进一步
凸显了其发展势头和潜力（国家统计局，2024h）（图）。
另一方面，技术服务和科学研究以171447元的年薪保持第三
位。与此同时，金融业以%的工资增长成为相对赢家，年
工资达到197663元（图 ）。
图：2024年第一季度分行业GDP增速
GDP增速单位：%
%
%
% %
% % %
%
数据来源：中国国家统计局。
% %
%
相反，房地产业面临持续的不利因素，2023年工资年增长率
仅为%，为91932元（图 ）。虽然从负增长到正增长的
转变释放了一个积极信号（2022年，房地产行业工资发展增
长率为%）[4]，但该行业是唯一一个2024年第一季度国内
生产总值同比负增长的行业，这反映了该行业面临的持续挑
战，包括宏观经济不确定性下客户保守的购房意愿，以及开
发商面临的利润空间缩小的问题（图 ）。
2024年第一季度，住宿和餐饮业在之前的抗疫措施后得到显
著反弹，实现了%的GDP同比增长（图 ），2023年， 其
平均工资也增长了%，达到58094元。此外，制造业工资同
比增长%，显示出其韧性，凸显出其对中国经济的持续重
要性（图 ）。
公共管理、社会保障和社会组织行业的平均工资有所下降，
年度增长率为%（图 ）。出现负增长的原因可能是中
国政府为管理债务水平和应对经济挑战而采取了财政紧缩措
施[5]，这些措施导致对公共部门工资的预算拨款减少，而该行
业受到更多的来自政府的控制，导致其平均工资停滞不前甚
至下降。
总体而言，2023年的劳动力市场和工资状况反映了中国更广
泛的经济形势：在高增长领域保持韧性，在传统行业面临持
续挑战，而受到疫情影响的部分行业则出现了有力复苏的迹
象。
图：2023年薪资增长状况（按行业细分）
按2023年薪资由高到低排序，单位：人民币/年
13
数据来源：国家统计局。*系数代表2023年该行业平均薪资与国家平均薪资的比率。
行业 2023 2022 增长率
（%）
系数
*
信息传输、软件和信息技术服务业 231810 220418 %
金融业 197663 174341 %
科学研究和技术服务业 171447 163486 %
卫生和社会工作 143818 135222 %
电力、热力、燃气及水生产和供应业 143594 132964 %
采矿业 135025 121522 %
文化、体育和娱乐业 127334 121151 %
批发和零售业 124362 115408 %
教育 124067 120422 %
交通运输、仓储和邮政业 122705 115345 %
中国 120698 114029 %
公共管理、社会保障和社会组织 117108 117440 %
商业服务 109264 106500 %
制造业 103932 97528 %
房地产业 91932 90346 %
建筑业 85804 78295 %
居民服务、修理和其他服务业 68919 65478 %
水利、环境和公共设施管理业 68656 68256 %
农林牧渔 62952 58976 %
住宿和餐饮业 58094 53995 %
Minimum Wages and Wage Guidelines
China's minimum wage system, established in 2004, mandates the
lowest remuneration employers must provide for work performed
during standard hours, excluding overtime, allowances, and
benefits (MOHRSS, 2004). Between April 2023 and April 2024,
China’s minimum wage standard saw adjustments in 15 regions, as
reported by China’s Ministry of Human Resources and Social
Security.
Shanghai maintained its top position at CNY 2,690 for Class A
monthly wages, while Jiangsu and Zhejiang surpassed Shenzhen
and Beijing to become the highest minimum-wage payers after
Shanghai. With increases in Ningxia, Tibet, Gansu, and Hainan,
the number of provinces and municipalities with Class A monthly
minimum wages exceeding CNY 2,000 increased to 21 (Figure ).
Figure : Minimum Wage Rates in China, 2024
Monthly Wages in CNY
14
Note: "Class" refers to different wage districts or jurisdictions within a province. Local governments are responsible for setting minimum wages. Except for Shenzhen, only provinces and province-
level municipalities set minimum wage levels. *Increases are calculated as the average increases of adjustments for all categories in the region.
Source: Ministry of Human Resources and Social Security (MOHRSS) [6] .
Region
Class Last
Increase*
Valid since
A B C D (%) Valid since
Shanghai 2690 - - - % 7/1/2023
Jiangsu 2490 2260 2010 - % 1/1/2024
Zhejiang 2490 2260 2010 - % 1/1/2024
Beijing 2420 - - - % 9/1/2023
Shenzhen 2360 - - - % 12/1/2021
Tianjin 2320 - - - % 11/1/2023
Guangdong 2300 1900 1720 1620 % 12/1/2021
Hubei 2210 1950 1800 - % 2/1/2024
Hebei 2200 2000 1800 - % 1/1/2023
Shandong 2200 2010 1820 - % 10/1/2023
Shaanxi 2160 2050 1950 - % 5/1/2023
Henan 2100 2000 1800 - % 1/1/2024
Chongqing 2100 2000 - - % 4/1/2022
Sichuan 2100 1970 1870 - % 4/1/2022
Tibet 2100 - - - % 9/1/2023
Anhui 2060 1930 1870 1780 % 3/1/2023
Ningxia 2050 1900 - - % 3/1/2024
Fujian 2030 1960 1810 1660 % 4/1/2022
Gansu 2020 1960 1910 1850 % 11/1/2023
Hainan 2010 1850 - - % 12/1/2023
Jiangxi 2000 1870 1740 - % 4/1/2024
Guangxi 1990 1840 1690 - % 11/1/2023
Yunnan 1990 1840 1690 - % 10/1/2023
Shanxi 1980 1880 1780 - % 1/1/2023
Inner Mongolia 1980 1910 1850 - % 12/1/2021
Hunan 1930 1740 1550 - % 4/1/2022
Liaoning 1910 1710 1580 1420 % 11/1/2021
Xinjiang 1900 1700 1620 1540 % 4/1/2021
Guizhou 1890 1760 1660 - % 1/1/2022
Jilin 1880 1760 1640 1540 % 12/1/2021
Qinghai 1880 - - - % 1/1/2022
Heilongjiang 1860 1610 1450 - % 4/1/2021
最低工资及工资指导线
中国的最低工资制度于2004年建立，规定了雇主除加班费、
津贴和福利之外，必须为标准工作时间内的工作提供的最低
报酬（人力资源和社会保障部，2004年）。据中国人力资源
和社会保障部报告，2023年4月至2024年4月期间，中国有15
个地区调整了最低工资标准。其中，上海以2690元/月的第一
档月最低工资继续保持第一，而江苏和浙江则超过了
深圳和北京，成为继上海之后最低工资标准最高的地区。随
着宁夏、西藏、甘肃和海南的加入，月最低工资第一档超过
2000元的省市增至21个（图 ）。
图 2023年中国最低工资标准
单位：人民币/月
15
资料来源：人社部 [6]。 *“类别”指省级行政区内不同工资地区或管辖范围。最低工资标准由地方政府负责制定。除深圳外，最低工资标准均由省级行政区制定。* *涨幅按该地区所有档次调
整数额的平均值计算。
省份 类别* 最近一次涨幅 生效日期
A B C D **
上海 2690 - - - % 7/1/2023
江苏 2490 2260 2010 - % 1/1/2024
浙江 2490 2260 2010 - % 1/1/2024
北京 2420 - - - % 9/1/2023
深圳 2360 - - - % 12/1/2021
天津 2320 - - - % 11/1/2023
广东 2300 1900 1720 1620 % 12/1/2021
湖北 2210 1950 1800 - % 2/1/2024
河北 2200 2000 1800 - % 1/1/2023
山东 2200 2010 1820 - % 10/1/2023
陕西 2160 2050 1950 - % 5/1/2023
河南 2100 2000 1800 - % 1/1/2024
重庆 2100 2000 - - % 4/1/2022
四川 2100 1970 1870 - % 4/1/2022
西藏 2100 - - - % 9/1/2023
安徽 2060 1930 1870 1780 % 3/1/2023
宁夏 2050 1900 - - % 3/1/2024
福建 2030 1960 1810 1660 % 4/1/2022
甘肃 2020 1960 1910 1850 % 11/1/2023
海南 2010 1850 - - % 12/1/2023
江西 2000 1870 1740 - % 4/1/2024
广西 1990 1840 1690 - % 11/1/2023
云南 1990 1840 1690 - % 10/1/2023
山西 1980 1880 1780 - % 1/1/2023
内蒙古 1980 1910 1850 - % 12/1/2021
湖南 1930 1740 1550 - % 4/1/2022
辽宁 1910 1710 1580 1420 % 11/1/2021
新疆 1900 1700 1620 1540 % 4/1/2021
贵州 1890 1760 1660 - % 1/1/2022
吉林 1880 1760 1640 1540 % 12/1/2021
青海 1880 - - - % 1/1/2022
黑龙江 1860 1610 1450 - % 4/1/2021
While the minimum wage is mandated, the regional wage increase
is not binding: it is often suggested by provincial governments as
an enterprise salary guideline, forecasting average wage increases
based on local socio-economic conditions. These guidelines —
with a suggested baseline, top line, and bottom line—act as a
reference for businesses. In 2023, 19 provinces and cities updated
their guidelines, with Anhui, Henan, and Hainan setting the highest
wage growth baseline at % (Figure ).
The national average baseline for wage growth in 2023 (%) is an
all-time low, continuing the trend from the last three years (% in
2022, % in 2021 and % in 2020) (Figure ). This indicates
a continued moderation in wage growth compared to previous
years.
16
Figure : Regional Wage Increase Guidelines, 2023
Region Bottom line Baseline Top line
Beijing % % -
Shanghai % % -
Tianjin % % -
Shanxi % % %
Inner Mongolia - % %
Liaoning % % %
Jilin % % %
Anhui % % %
Fujian % % -
Jiangxi % % -
Shandong - % -
Henan - % -
Hubei % % -
Hunan % % %
Guangxi % % %
Hainan % % -
Sichuan % % %
Guizhou % % -
Tibet % % -
Shaanxi % % -
Gansu % % -
Ningxia % % -
Xinjiang % % %
Average 2023 % % %
Average 2022 % % %
Average 2021 % % %
Average 2020 % % %
Source: Ministry of Human Resources and Social Security
(MOHRSS). Note: Data for Guangzhou is unavailable from the
official websites
虽然最低工资是具有强制性的，但是企业工资指导线对企业
仅具备指导作用，通常由省级政府基于当地社会经济情况，
做出的企业职工工资平均增长幅度的预测。工资指导线包括
建议的基准线、上线和下线，作为企业参考的依据。在2023
年，有19个省市更新了指导线，其中安徽、河南和海南的工
资增长基准线最高，为 %（图 ）。
2023年全国平均工资增长基准线（%）延续了过去三年的
下降趋势（ 2022 年为6. 6%， 2021 年为%， 2020 年为
%）成为历史最低水平（图 ）。这表明与以前相比， 工
资增长仍在持续放缓。
图： 2023年地区工资增长指导线
17
数据来源：人力资源和社会保障部（MOHRSS）。
地区 下线 基准线 上线
北京 % % -
天津 % % -
山西 % % %
内蒙古 - % %
辽宁 % % %
吉林 % % %
安徽 % % %
福建 % % -
江西 % % -
山东 - % -
河南 - % -
湖北 % % -
湖南 % % %
广西 % % %
海南 % % -
四川 % % %
贵州 % % -
西藏 % % -
陕西 % % -
甘肃 % % -
宁夏 % % -
新疆 % % %
2023年平均 % % %
2022年平均 % % %
2021年平均 % % %
2020年平均 % % %
III. SURVEY RESULTS
1. Effective and Expected Wage
Developments at German
Companies
In 2024, China’s wage development has remained conservative,
with the expected growth falling below 5% for the fifth consecutive
year. This year’s decline, however, marked a more pronounced
decline as compared to previous years. Based on our survey
results, the average expected salary growth for 2025 among
German companies in China is %, . below the 2024
expectation (%) (Figure ).
From 2022 to 2025, expected wage growth continued its historical
downward trend, with the expected increase for 2025 marking the
first observation below 4% (the comparison excluded the 2021
expected data due to pandemic-related market uncertainties). This
trend suggests a continuation of structural deceleration in wage
growth. (Figure ).
2. Detailed Wage Developments
Comparison by Region
In 2024, respondents in Shenyang (%), Taicang & Kunshan
(%), and Beijing (%) expect the highest salary increases.
Conversely, respondents in Shenzhen (%), Tianjin (%),
and Guangzhou (%) are expecting to see the most conservative
expectations for wage growth in 2025 (Figure ).
Expected 2024 and Effective 2024
Consistent with the trend observed last year, effective salary
increases in 2024 fell below the initial expectations for most regions
(Figure ). This trend, however, has intensified in degree.
: Wage Developments by Region
2024 – 2025, in %
Expected 2024 Effective 2024 Expected 2025
Salaries increased % on average in 2024, falling significantly
short of the initial % expectation (Figure ).
Figure : Expected Wage Growth Development at
German Companies in China
2015-2025, Nominal Growth, in %
CHINA
Shanghai
Suzhou
Taicang & Kunshan
18
Other YRD
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
The expected wage growth is the average of all the individual positions’ expected wage growth
collected in the survey. In 2024, with a total of 446 companies and 46 different roles, the
number of observations collected totaled 5,935.
Beijing
Tianjin
Figure : Expected and Effective Wage Increases in
China
2023-2024, in %
Expected 2024 Effective 2024 Expected 2025
Shenyang
Dalian
Other North
Guangzhou
Shenzhen
Other South & Southwest
Other YRD: Other Yangtze River Delta areas.
III. 调查结果
1. 在华德企实际薪资及预期薪资变化
2024年，中国薪资涨幅趋于保守，预期涨幅连续第五年低于
5%。不过，今年薪资涨幅的下滑相比往年相对明显。根据我
们对的调查结果，2025年在华德企的平均预期薪资涨幅为
%，比2024年的预期值 (%) 低个百分点（图
）。
从2022年到2025年，预期薪资涨幅持续历史性下降趋势，
2025年的预期涨幅首次低于4%（由于疫情引起的市场不确定
性，比较中排除了2021年预期薪资涨幅这一特例）。这一趋
势表明薪资涨幅的结构性减速仍在持续（图）。
2024年，实际薪资涨幅平均为%，远低于最初%的预测
值（图 ）。
图：在华德企预期薪资涨幅变化
2. 详细薪资变化
按地区进行比较
2024年，沈阳（%）、太仓和昆山（%）以及北京
（%）的受访企业对2025年的预期薪资涨幅在全国各地区
内涨幅最高。相反，深圳（%）、天津（%）和广州
（%）对2025年的预期薪资涨幅最为保守（图）。
2024年预期薪资涨幅及实际薪资涨幅
与去年观察到的趋势大致相同，2024年中国大多数地区的实
际薪资涨幅低于最初的预期涨幅（图）。然而，与去年不
同的是，今年这一趋势的程度有所加剧。
图：薪资增长情况（按地区细分）
2024 – 2025年， 单位：%
2024年预期 2024年实际 2025年预期
2015-2025年，名义涨幅（%）
中国
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
太仓和昆山
长三角其他地区
19
预期薪资涨幅是调查中测得的所有单个职位的预期薪资涨幅的平均值。2024年，
共有46个不同的特定职位，收集到的观察数据共计7,675个。
图: 中国预期薪资与实际薪资涨幅
天津
2023-2024年，单位：%
沈阳
大连
华北及东北其他地区
2024年预期 2024年实际 2025年预期
深圳
华南及西南其他地区
广州
上海
苏州
北京
While eight out of twelve regions experienced declines last year,
this figure has climbed to ten out of twelve in 2024 – Shenyang and
Dalian were the only two regions that surpassed their expected
salary increases for the year.
Expected 2024 and Expected 2025
In line with China’s nationwide results, respondents from all
regions anticipate a moderation in their expected salary growth for
2025 compared to their 2024 expectations. In comparison to the
rest, Tianjin, Shenzhen, and Suzhou are expected to experience the
most pronounced deceleration in wage growth for 2025 (Figure
).
Effective 2024 and Expected 2025
While regional expectations for 2025 generally fall below the 2024
effective growth rates, a few positive signals emerged.
Based on the data, about one-third of the regions are expected to
see a higher salary growth for 2025, as compared to their effective
salary increase in 2024. Guangzhou, Tianjin, and Other South &
Southwest regions, among all others, are expected to see the most
significant wage increases: these regions are anticipated to see
salary growth rates of %, %, and % respectively,
surpassing their 2024 effective rates by ., ., and
., respectively. In addition, Beijing’s % expected wage
growth for 2025 slightly exceeds its % effective increase
produced in 2024 (Figure ).
20
Comparison by City Tier
Following the trend observed in previous reports, Tier-2 Cities are
expected to lead the wage market expectation with the highest
salary increase in 2025, with an anticipated increase of 4%. Tier-1
and Tier-3 Cities follow with % and % growth rates,
respectively (Figure ).
Expected 2024 and Effective 2024
In 2024, only Tier-3 Cities realized, on average, an effective salary
increase that slightly surpassed their initial expectations, achieving
a % effective wage increase compared to the expected %
(Figure ).
Figure : Wage Developments by City Tier
In %
Expected 2024 Effective 2024 Expected 2025
CHINA 1st Tier City 2nd Tier City 3rd Tier City
Expected 2024 and Expected 2025
Respondents from all tiers expect a lower salary increase for 2025,
as compared to their 2024 forecasts. Tier-1 Cities present the
largest deviation between the two expectations, with its %
projection for 2025 falling . below the 2024 forecasts (Figure
).
Effective 2024 and Expected 2025
Expectations for 2025 salary increases are lower than their 2024
effective salary increase across all city tiers. While Tier-1 Cities
are expected to see a . decrease in salary growth, Tier-2
Cities are expected to witness a . decrease in salary growth;
Tier-3 Cities, alternatively, may see a slightly larger decrease of
. (Figure ).
4.
49
3.
90
3.
81 4
.4
2
3.
66
3.
60
4.
70
4.
11
4.
00
4.
05
4.
08
3.
95
在去年，12个地区中有8个地区的实际薪资涨幅低于之前的预
测；而在今年， 12个地区中有10个未能达到其预期薪资涨幅
——沈阳和大连是今年仅有的两个实际薪资涨幅超过预期的
地区。
图：薪资增长状况（按城市分级细分）
单位：%
2024年预期 2024年实际 2025年预期
2024年预期薪资涨幅及2025年预期薪资涨幅
与全国总体状况一致，调查中所有受访地区均预测2025年的
薪资涨幅将较2024年的预期薪资涨幅有所下降。与其他地区
相比，天津、深圳和苏州对2025年薪资涨幅预测出现了最为
显著的下降（图）。 中国 一线城市 二线城市 三线城市
2024年实际薪资涨幅及2025年预期薪资涨幅
虽然各地区对2025年的预期涨幅普遍低于2024年的实际涨幅，
但在部分地区中也出现了一些积极信号。
调查数据表明，约有三分之一的地区预测其2025年薪资涨幅将
超过2024年实际涨幅。其中，广州、天津和其他华南及西南地
区的预期薪资涨幅上升最为显著：这些地区的预期薪资涨幅分
别为%、%和%，分别比其2024年实际涨幅高出
、和个百分点。此外，北京在2025年的预期薪资涨幅
为%，略高于其2024年%的实际涨幅
（图）。
按城市分级进行比较
与去年的报告中的趋势相同，预计2025年二线城市将以最高
的薪资增幅引领薪资市场预期，预计增幅为4%，一线和三线
城市的预期涨幅分别为%和%（图）。
2024年预期薪资涨幅和实际薪资涨幅
在2024年，只有三线城市的平均实际薪资涨幅小幅超越其最初
预期：2024年三线城市预期涨幅为%，而2024年的实际涨
幅为%（图）。
2024年预期薪资涨幅和2025年预期薪资涨幅
所有层级的城市对2025年的预期涨幅均低于其2024年的预期薪
资涨幅。对比2024年预期值与2025年预期值，一线城市的偏差
最大：其2025年的预期薪资涨幅为%，比2024年的预期低
了个百分点（图）。
2024年实际薪资涨幅及2025年预期薪资涨幅
三类城市对2025年的预期涨幅均低于其2024年的实际薪资涨
幅。问卷调查数据表明，相较于2024年的实际薪资涨幅，一
线城市对2025年的预期薪资涨幅下降个百分点，二线城市
的预期薪资涨幅小幅下降个百分点；而三线城市的预
期薪资涨幅下降个百分点（图）。 21
4.
49
3.
90
3.
81 4
.4
2
3.
66
3.
60
4.
70
4.
11
4.
00
4.
05
4.
08
3.
95
.
This is
forreference
only
member-exclusive
仅供参考，成为会
员可获取完整版本
Comparison by Industry
The highest expected increases for 2025 are for Chemicals
(%), Consulting / Legal Services (%), and Machinery
& Industrial Equipment (%). On the conservative side,
Figure : Wage Developments by Industry
Expected 2024 Effective 2024 Expected 2025
Consumer Goods (%), Logistics (%) and
Environmental Products & Services (%) are expected to see
the lowest salary growth in 2025 (Figure ).The full version is
CHINA
Expected 2024 and Effective 2024
In 2024, all surveyed industries didn't realize their expected
salary increase made last year. The IT industry shows the most
Machinery & Industrial Equipment
Automotive
pronounced discrepancy, with an effective increase of %
against its % expected salary increase projected last year.
(Figure ).
Electronics
Expected 2024 and Expected 2025
Across all industries, the expected salary increases for 2025 fall
short of their 2024 expectations. The most substantial declines
Plastic &Metal Products
Chemicals
are observed in the IT industry (% expected growth in 2025
versus % in 2024) and Plastic & Metal Products (%
expected growth in 2025 versus % in 2024). Consulting/Legal Consumer Goods
Services also witnessed a notable decline above 1 ., with a
% expected growth in 2025 compared to % in 2024
(Figure ).
Consulting / Legal Services
22 Effective 2024 and Expected 2025
Respondents in Logistics, IT, Electronics, and Automotive are
expecting salary increases for 2025 that exceed their 2024
effective salary growth. In contrast, the remaining industries
align closely with China’s overall trend, with respondents
expecting salary increases for 2025 that are below the effective
IT
Environmental Products &
Services*
Logistics*
.
.
salary increases in 2024 (Figure ).
Comparison by Company Size
Respondents working in mid-size companies are expecting the
highest salary increase for 2025 at % ( . below the
effective increase recorded in 2024). Employees in small-sized
companies followed closely, with a % expected increase for
2025 ( . below the effective salary increase in 2024).
Respondents working for large companies put forward the most
conservative expected increase for 2025 with %. (Figure ).
Despite initial optimism, all companies—small, mid-size, and
large—showed an effective salary increase in 2024 that fell below
their initial expectations. Small companies, while anticipated
with the highest hope last year, did not meet expectations and
experienced the most significant disparity, with an expected
% salary increase contrasting with its % effective salary
increase (Figure ).
Only industries with at least 80 data points collected in this edition from the
variable “Expected Wage Increase” are displayed; (*) Only in the 2024
edition.
Figure : Wage Developments by Company Size
Expected 2024 Effective 2024 Expected 2025
CHINA Less than 50 50-250 More than 250
19,100
17,900
17,675
18,400
18,000
16,419
15,000
3. Wage Levels
The median Total Cost per Employee (TCE) continues to rise,
reaching CNY 19,100/month in 2024, compared with CNY 18,878
/month in 2023 (Figure ).
By region, Shanghai and Beijing represent the only locations where
Figure : Wages at the Regional Level
2024 Total Cost per Employee (TCE) / Month, in CNY
Median Mean
CHINA
the median TCE is above that of China’s in 2024. Beijing and
Shanghai’s median compensation values – CNY 26,105/month and
CNY 24,700/month, respectively – are notably higher than China’s
median TCE of CNY 19,100/month (Figure ).
Conversely, Shenyang and Other North present the lowest median
TCE values in 2024 (Figure ).
Shanghai
Suzhou
Kunshan &
Taicang
Other
YRD
34,865
26,141
26,011
25,744
Across city tiers, Tier-1 Cities present, once more, the highest
median compensation, substantially exceeding the measured level
for Tier-2 and Tier-3 Cities: Survey data shows that Tier-1 Cities
exhibit a median TCE of CNY 22,500/month, showing a CNY
2,200 increase from 2023. Tier-2 and Tier-3 Cities’ median TCE is
CNY 17,000/month and CNY 15,000/month, respectively -
relatively lower than China’s nationwide median in comparison
(Figure ).
By industry, IT, Consulting / Legal Services, Chemicals,
Pharmaceuticals, Logistics, and Machinery & Industrial Equipment
present median compensation values that exceed China’s median
TCE. IT and Consulting/Legal Services are the highest-paying
industries, with CNY 30,000/month and CNY
25,000/month,
Beijin
g Tianjin
Shenyang
Dalian
Other North
36,631
25,911
13,700
20,686
23,622
13,733
19,785
14,500
respectively. Conversely, Plastic & Metal Products (CNY
16,355/
Guangzhou 20,785
23 month) and Electronics (CNY 17,625/month) represent the
industries that share the lowest compensation levels (Figure ). Shenzhen
Other South& Southwest
23,085
24,157
Figure : Wages at German Companies in
China
2024 Total Cost per Employee CNY / Month
Median Mean
Note: Other YRD: Other Yangtze River Delta areas.
Figure : Comparison of Wages by City Tier
2024 Total Cost per Employee / Month, in CNY
Median Mean
2020 2021 2022 2023 2024
Note: Total Cost per Employee: Including the gross base salary, the mandatory social
security and housing fund contributions by the employer, and any other extra benefits
the employer is providing. The median and average total cost per employee considering
all roles measured in the survey.
CHINA Tier
1
Tier
2
Tier 3
15,750
26,105
24,700
28,349
15
,3
17
23
,5
09
16
,4
43
25
,8
33
17
,7
21
26
,8
81
18
,8
78
27
,9
09
19
,1
00
28
,3
49
19
,1
00
28
,3
49
22
,5
00
32
,9
83
17
,0
00 2
4,
60
7
15
,0
00
24
,1
97
24700
17900
17675
18400
26105
18000
14500
20785
劳动力市场
和薪资调查报告
2024 | 2025
3. 薪资水平
根据2024年的问卷调查，在华德企的每位员工总成本（TCE）
中位数继续上升：2023年为18878元/月，2024年升至19100
图 在华德企的薪资水平（按地区细分）
2024年每位员工总成本 单位：元/月
中位数 平均数
元/月（图）。
从地区来看，上海和北京是唯二在2024年员工TCE中位数高于
全国中位数水平的地区。北京和上海的TCE中位数分别为
26105元/月和24700元/月，显著高于19100元/月的全国平均水
平（图）。
相反，沈阳和其他北方地区是2024年TCE中位数最低的两个地
区（图）。
在城市分级方面，一线城市再次成为TCE中位数最高的分类，
大幅超过二线和三线城市的TCE水平：调查数据显示，一线城
市的TCE中位数为22500元/月，相比2023年增加了2200元， 高
于全国中位数水平。二线和三线城市的TCE中位数分别为
17000元/月和15000元/月，相对低于全国中位数水平（图
）。
中国
上海
苏州
太仓和昆山
长三角其他地区
北京
天津
28349
26141
25744
36631
25911
24
深圳
华南及西南其他地区
注：每个地区（华东及华中、华北及东北、华南）内的区域按字母顺序显示。
图 在华德企的薪资水平
2024年每位员工总成本 单位：元/月
中位数 平均数
图 在华德企的薪资水平（按城市分级细分）
2024年每位员工总成本 单位：元/月
中位数 平均数
2020 2021 2022 2023 2024
注：每位员工总成本：包含总基本薪资，雇主必须缴纳的社保和住房公积金，以及
雇主提供的任何其他额外福利。每位员工总成本的中位数和平均数的计算，包含了
调查中衡量的所有职位。
中国 一线城市 二线城市 三线城市
34865
26011
19100
15750
23085
24157
15000
15
31
7
23
50
9 16
44
3
25
83
3 17
72
1
26
88
1 18
87
8
27
90
9
19
10
0
28
34
9
19
10
0
28
34
9
22
50
0
32
98
3
17
00
0 2
46
07
15
00
0
24
19
7
13700
按行业划分， IT、咨询/法律服务、化工、制药、物流和机械 沈阳
20686
/工业装备行业的TCE中位数高于全国平均水平。其中，IT和 16419
咨询/法律服务被列为是员工TCE最高的行业，分别为30000 大连 23622
元/月和25000元/月。另一方面，塑料和金属制品（16355元 13733
/月）和电子产品（17625元/月）被列为是2024年员工TCE中 华北及东北其他地区 19785
位数最低的行业（图）。
广州
is
This is
for
Electronic
s
CHIN
A
仅供参考，成为会
Chemical
s
No
Consulting / Legal
Services
Figure : Comparison of Wages by
Industry
2024 Total Cost per Employee (TCE) / Month,
in CNY
Median Mean
CHINA
Figure Comparison of Wages by Company
Size 2024 Total Cost per Employee / Month, in
CNY. Company Size by Number of Employees.
Median Mean
refPlastic &
MretalProduncts
ce only.
The full version
Environmental Products & Servicesmember-exclusive Less than 50 50-250 More than 250
Automotive
Machinery & Industrial Equipment
Logistics
Figure : Comparison of Wage Level by Whether
Companies Employ Foreign Employees
2024 Total Cost per Employee / Month, in CNY
Company Employs Median Mean
Pharmaceuticals
Foreign
Nationals, in %.
员可获取完整版本
Yes
IT
25
Only industries where at least 80 observations in all 46 positions were provided.
CHIN
A
Yes No
By company size, median TCE levels remain consistent across
segments. Small-Sized Companies are compensated with the
highest median TCE (CNY 22,000/month), and Large-Sized
Companies rank second, at CNY 19,500/month. The compensation
for Mid-Sized Companies remained consistent with the 2023 value
at CNY 18,000/month (Figure ).
Companies employing foreign nationals, accounting for 65% of the
overall sample, presented a median TCE of CNY 19,707/month.
This compensation is higher than companies that do not employ
foreigners; in the latter companies, the median compensation is
reported at CNY 18,000/month (Figure ).
In terms of seniority levels, TCEs have increased across Junior and
Mid-Level Professionals. The median TCE for senior professionals
in 2024 is CNY 35,000 a month, parallel to its 2023 value.
CEOs/GMs, on the other hand, experienced a minor decrease in
their TCE compensation by CNY 6,574, translating into a %
decrease (Figure ).
The most profound deviation was observed among Deputy
GMs/BMs. In 2024, the TCE for Deputy GMs/BMs decreased by
CNY 19,500 - a significant 23% TCE reduction (Figure ).
Out of the 446 organizations contributing to this edition, 290 companies employ foreign nationals.
Figure : Comparison of Wage Level by
Production Workers, Level of Seniority & Senior
Management 2023 vs 2024, Total Cost per Employee
/ Month, in CNY
2023 Median 2024 Median
Deputy GM/BM: Deputy General Manager / Branch Manager. CEO/GM: Chief Executive Officer /
General Manager / Managing Director.
% %
%%%
7%%
% %
7%
Company and individual performance continue to be the most
heavily weighted factor when considering adjusting salaries. %
of all survey contributors rate company performance as “Very
Important” ( . above the 2023 data); and 51% see Individual
Performance as “Very Important” (9 . below the 2023 data).
Inflation Adjustments are considered “Very Important” by % of
the survey participants and “Important” by %: . and
. above last year’s results, respectively (Figure ).
The German Chamber’s Labor Market and Salary Report
maintained its role as the fifth most important factor when
adjusting wages, with % perceiving it as “Very Important” and
% as “Important” (Figure ).
Figure : Importance of Wage Adjustment Factors
2024. Ranked by Very Important + Important, in %
Very Important Important Neutral Not Important n/a
Company
Performance
Individual
Performance 0%
Inflation Adjustments
Competition with
Other Companies
German Chamber Labor
Market & Salary Report
Seniority of Staff
Other Wage Reports 2%
Retention of staff 4%
Meeting expectations
of staff
Government Wage
Guidelines
Minimum Wage
Adjustments
Other Government
Policies
26
% % %
% % %
% %%
4%
27% 16%
23%%% 14%%
19%%% 9%%
8%%%
%
5
%
%%%
5
%
%%%
%%%
6%
% %
%%%
7%%
% %
7%
根据在华德企的问卷调查，公司和个人绩效仍然是薪资调整 时
权重最大的因素。%的受访企业认为公司绩效“非常 重要”
，比2023年的数据高个百分点；51%的受访企业 认为个人
业绩“非常重要”，比2023年的数据低9个百分点。%的受访
企业认为通货膨胀调整“非常重要”，%的 受访企业认为“重
要”，后两项分别比去年的结果高个百 分点和个百分点（
图）。
此外，中国德国商会每年发布的《劳动力市场和薪资调查报
告》仍然被认为是确定薪资调整时的第五重要因素，% 的
受访企业认为它“非常重要”，%的受访企业认为它“重要”
（图）。
图：薪资调整因素
2024年，按非常重要 +重要排序，单位：%
非常重要 重要 一般 不重要 不适用
公司业绩
个人业绩 0%
通货膨胀调整
与其他企业的竞争
德国商会劳动力市场
和薪资调查报告
员工资历
其他薪资报告 2%
员工留用 4%
达到员工预期
政府工资指导线
最低工资调整
其他政府政策
27
% % %
% % %
% %%
4%
27% 16%
23%%% 14%%
19%%% 9%%
8%%%
%
5
%
%%%
5
%
%%%
%%%
6%
4. Labor Costs
German companies had an average labor cost proportion of %
over total costs in 2024, which remained consistent with the value
from the previous year (Figure ). Based on the survey result,
the weight of labor costs over total costs is higher for Small-Sized
Companies, representing % of the total costs in 2024, whereas
such proportion is substantially lower for Mid-Sized (%) and
Large-Sized Companies (%) (Figure ).
Figure : Share of Labor Costs Compared to Total
Costs
Over the past 6 years, in %
Figure : Share of Labor Costs Compared to Total Costs
By industry, in %
Financial Services
Education
Consumer Goods
Consulting / Legal Services
IT
Logistics
Environmental Products &
Services
Consumer Goods/Tourism & Hospitality
Pharmaceuticals
Medical
Supplies All
Industries
Electronics
Plastic & Metal Products
Construction
Aerospace
Machinery & Industrial Equipment
Automotive
2019 2020 2021 2022 2023 2024
Chemicals
Only industries providing at least 10 observations.
28
Figure : Share of Labor Costs Compared to Total
Costs
Company Size by Number of Employees, in %
An in-depth look at labor costs across industries reveals distinct
patterns based on their reliance on human expertise versus
technological automation. Sectors such as Financial Services and
Education – which heavily leverage skilled professionals and
2022 2023 2024 knowledge-based work – dedicate % of their total costs to
labor, highlighting the importance human capital plays in these
industries. Conversely, technology-driven sectors such as
Chemicals and Automotive – characterized by automation and
advanced machinery – allocate a considerably smaller share to
labor, averaging around % (Figure ).
CHINA Less than 50 50-250 More than 250
30
.2
30
.5
30
.5
39
.7
39
.4
38
.5
27
.5
26
.4
27
.6
21
.8
22
.5 26
.4
4. 劳动力成本
2024 年， 在华德企的平均劳动力成本占其企业总成本的
%，与上年持平（图）。调查结果显示，小型企业
的劳动力成本占总成本的比重较高，为%，而中型企业
（ %） 和大型企业（ %） 的比例则明显较低（ 图
）。
图 劳动力成本占总成本比重
过去六年，单位：%
图 劳动力成本占总成本比重
企业规模（按行业划分），单位：%
金融服务
教育
消费品
咨询/法律服务
IT
物流
环境产品及服务
旅游业
制药
医疗物资
所有行业
电子产品
塑料及金属产品
建筑
航天
机械及工业装备
2019 2020 2021 2022 2023 2024
图 劳动力成本占总成本比重
企业规模（按员工人数划分），单位：%
汽车
化工
仅提供保有至少10个观察结果的行业
2022 2023 2024
通过深入研究各行业的劳动力成本，我们可以发现不同行业 29
对专业人才和自动化技术的依赖程度不同。金融服务和教育
等行业高度依赖专业技能人才和知识型工作，其劳动力成本 占
总成本的 %，凸显了人力资本在这些行业中的重要性。相
反，在以自动化和先进机械为特征的技术驱动型行业（如 化工
和汽车行业），其劳动力成本占比相当小，在调查中的 平均占
比值约为%（图）。
中国 50人以下 50-250人 超过250人
30
.2
30
.5
30
.5
39
.7
39
.4
38
.5 27
.5
26
.4
27
.6
21
.8
22
.5 26
.4
Variable
fo
reference
only.
member-exclusive
员可获取完整版本
仅供参考，成为会
Figure : Labor Cost
Components
in %
Figure Labor Cost Components
Company Size by Number of Employees, in %
Guaranteed
Development, % Long-term
Incentives,
%
Non-cash Allowances, %
Guaranteed
Gross Base Salary,
Cash Allowances,
%
T
Compen
h
sation,
%
%
full version is
Gross base salary
Variable compensation
Guaranteed cash allowances
Guaranteed non-cash allowances
Employee development
Long term incentives
When reviewing labor costs, “Gross Base Salary” is, unsurprisingly,
the most important component, accounting for % of the total
cost. “Variable Compensation,” on the other hand, takes up %,
followed by “Guaranteed Cash Allowances” (%), “Non-Cash
Allowances” (%), “Employee Development” (%), and
“Long- Term Incentives” (%) (Figure ).
30
By company size, Gross Base Salary and Variable Compensation
account for a greater share in Small-Sized Companies, which
implies that small companies – in practice – place a heavier focus
on employee performance when determining wages. Mid-Sized
and Large-Sized Companies, on the other hand, often implement
more diversified measures, such as Guaranteed Cash Allowances,
Guaranteed Non-Cash Allowances, Employee Development, and
Long-Term Incentives (Figure ).
The percentage for each component is the mean of all the individual percentages provided by
the contributors.
Definition Glossary:
Gross Base Salary: the minimum wage that an employee can earn
without any allowances. It is oftentimes used as the basis for
calculating overtime pay, performance bonuses, and other
employee benefits. Gross base salary is, by nature, explicitly stated
in labor contracts. If yearly one-off payments (., a 13-month or a
14-month pay) are included in the contract, they are also part of
the base salary. Government-required social insurances are also
included as part of the gross base salary. These benefits include
unemployment insurance, pension insurance, maternity insurance,
work injury insurance, etc..
Variable Compensation: variable bonuses, sales incentives, and
other bonuses.
Guaranteed Cash Allowances: guaranteed bonus, housing
allowance, meals, transportation, professional development
allowance, phone allowance, site allowance, and shift allowance.
Guaranteed Non-Cash Allowances: supplementary pension fund,
supplementary medical insurance or medical plan, annual medical
check, schooling welfare for children, life and accident insurances,
company car/motor vehicle and/or critical illness allowances.
Employee Development: Training, vocational training.
Long-Term Incentives: Share appreciation rights, stock/share
options.
5. HR and Recruitment Challenges
Engineering/R&D and technical roles (Technical Sales and
Technical Service) remain the most difficult positions to find
qualified staff for in China. Conversely, roles in Administration,
Finance, and Human Resources are considered less difficult to find
qualified applicants, according to employers (Figure ).
In sectors such as Machinery & Industrial Equipment and Plastic
& Metal Products, Technical Sales roles are particularly difficult
to staff, while Automotive and Electronics companies face the
most significant hurdles in filling Engineering/R&D positions. For
the Chemicals industry, companies experience the greatest
challenge in recruiting Technical Service roles. Engineering/R&D
roles consistently rank among the top three most difficult positions
to fill across all sectors, which emphasizes the persistent demand
for highly skilled technical talents in the Chinese market (Figure
).
Figure : Most Difficult Positions to Recruit
2024. Ranked by Very Difficult & Difficult, in %
Very Difficult Difficult
Figure : Most Difficult Positions to Recruit (Top 3)
2024. By Industry. Measured by sum of Very Difficult & Difficult
Industry /
Hiring Difficulty Top 1 Top 2 Top 3
Machinery &
Industrial
Equipment
Technical sales Technical service Engineering/R&
D
Automotive Engineering/R&D Technical service Technical sales
Plastic &
Metal
Products
Technical sales Sales Engineering/R&D
Electronics Engineering/R&D Technical sales
Technical service
& Management
Chemicals Technical service Engineering/R&D
Technical sales &
Management
Others Technical sales Technical service Engineering/R&
D
31
Sales
Management
Marketing
I
T
Procurement
H
R
Finance
Administration
2
4% 15%
2
3%
13% 31%
11% 30%
6%
5
%
% 12%
% 19%
Engineering / R&D 25% 31%
Technical Sales 22% 34%
Technical Service 17% 34
%
5. 人力资源和招聘挑战
工程/研发和技术岗位（包括技术销售和技术服务）仍然是全
国范围内最难找到匹配人才的职位。相反，受访企业认为行
政、财务和人力资源是相对较容易找到匹配人选的岗位（图
）。
在机械及工业设备、塑料和金属制品这两个行业，技术销售
岗位的招聘尤为困难，而汽车和电子产品行业最难招聘的岗
位是工程/研发，化工行业在招聘技术服务岗位上面临最大挑
战。值得注意的是，在所列行业中，工程/研发职位一直位居
最难招聘职位的前三位，这凸显了中国市场对高技能技术人
才的持续需求（图 ）。
图 招聘难度最大的岗位
2024年，按照“很难+难”排序，单位： %
很难 难
图 : 招聘难度最大的岗位（前三名）
2024年，按行业划分（以“很难+难”来排序）
工程/研发
技术销售
技术服务
销售
管理
营销
IT
采购
人力资源
财务
行政
4% 15%
32
5%
3%
25% 31%
22% 34%
17% 34%
13% 31%
11% 30%
6%
2% 12%
2% 19%
/ Top 1 Top 2 Top 3
技术销售 技术服务 工程/研发
工程/研发 技术服务 技术销售
技术销售 销售 工程/研发
工程/研发 技术销售 技术服务及管理
技术服务 工程/研发 技术销售及管理
技术销售 技术服务 工程/研发
68
6. Foreign
Employees
Figure Share of Companies Employing Foreigners
Company Size by Number of Employees, in %
The share of foreign employees continues to shrink among
German companies in China. According to the survey, the
proportion of German companies employing foreigners continued 100%
China
Less than
50
50 - 250 Greater than 250
its downward trend, reaching 65% in 2024. This represents a
significant drop of almost 20 . compared to 2017. Among Small-
90%
Sized Companies, the survey recorded a below-50% proportion for
80%
the first time when examining historical data (Figure ). 70%
The clear difference between Small-Sized (%) and Large-
Sized Companies (81%) persists, indicating that larger enterprises
are still more likely to employ foreigners. (Figure ).
60%
50%
40%
Foreign employees represent a small portion of the total workforce
at German companies in China. This proportion, which used to
fluctuate around 5% after COVID-19, has now decreased to an all-
time low of % (Figure ).
2017 2018 2019 2020 2021
Figure : Average Percentage of Foreign
Employees Company Size by Number of Employees, in
% (percentage of total employees)
The main reason for replacing expatriate staff with local staff was
wage level, cited by % of respondents employing expatriate
staff. This figure is percentage points higher than last year,
followed by % of companies citing business connections (
20
%
15
%
CHIN
A
Less than
50
50 - 250
Greater than 250
. lower than last year) as the reason for replacing expatriates. In
addition, 18% of companies that hired foreign workers cited
difficulty in attracting foreign workers as one of the reasons for
10
%
5%
5
replacing local workers (Figure ).
3
It is worth noting that the IIT Reform (Individual Income Tax
0%
33 Reform) declined to % from % last year, the largest decline
among the cited reasons. “Others” include cultural differences,
languages, all kinds of subsidies, and the competitiveness of local
employees with working experience in multinational companies
(Figure ).
Figure : Reasons for Replacing Foreign Employees
with Local Employees
2023- 2024. In %
2023 2024
Wage levels
.5
Business contacts
Qualifications
Visa
Process
Difficult to attract
foreign employees
IIT Reform
Others
Sample: 262 companies that have foreign employees and have indicated at least one of the
seven reasons to replace foreign employees with local employees. Multiple reasons allowed
per contributor. *IIT Reform = Individual Income Tax.
2022 2023 2024
2
2017 2018 2019 2020 2021 2022 2023 2024
6. 外籍员工
根据本年度调查，在华德企中，雇佣外籍员工的企业占比持
图 雇佣外籍员工企业占比
企业规模（按员工人数划分），单位：%
续下降。2024年雇佣外籍员工的在华德企比例仅为65%。与
2017年的数据相比，这一比例大幅下降近20个百分点。在小
型企业（%）中，这一比例首次出现了低于50%的情况
（图）。
100%
90%
中国
50人以下 50 – 250人
超过250人
在雇佣外籍员工方面， 小型企业（ % ） 和大型企业
80%
（81%）之间存在着明显的比例差异，表明大型企业更有可
70%
能雇佣外籍员工（图）。
外籍员工只占在华德企员工总数的一小部分。这一比例在新
冠疫情后曾一度徘徊在5%左右，目前已降至历史新低的%
60%
50%
40%
（图）。
在接受调查时，受访企业表示，用当地员工取代外派员工的
主要原因是薪资水平：雇佣外籍员工的受访企业中，%
提到了这一点。这一数字比去年高个百分点。取代外籍外
2017 2018 2019 2020 2021 2022 2023 2024
图 外籍员工所占平均百分比
企业规模（按员工人数划分），单位：% ，占员工总数的百分比
派员工的其他原因包括业务联系，%的受访企业提到了这
一点（比去年低了个百分点）。此外，18%的雇佣外籍员
工的企业表示，难以吸引外籍员工是用当地员工替代外籍员
工的另外一个原因（图）。
值得注意的是，认为个人所得税（IIT）改革重要的比例从去
20
%
15
%
10
%
中国
50人以下
50 – 250人
超过250人
年的%下降到%，是所有相关原因中降幅最大的。
“其他”原因包括文化差异、语言、补贴福利、以及具备跨
55%
国公司工作经历的当地员工所带来的竞争力（图）
3
0%
2
2017 2018 2019 2020 2021 2022 2023 2024
34
图 : 以本地员工取代外籍员工的原因
2023- 2024，单位：%
2023 2024
薪资水平
业务联系
业务能力
签证流程
.5
难以吸引外籍员工
个人所得税改革
其他
样本：262家雇佣外籍员工的受访企业，至少选择了以当地员工取代外籍员工的七个原因
之一。受访企业可以选择多个选项。
68
This is
forreference
full version
ismember-exclusive
Employees’ annual leave, similarly, rose from to days
(Figure ).
In 2024, the turnover rate for Blue-Collar and White-Collar
White
Collar
员可获取完整版本
7. Employee Turnover and Additional
HR Data
In 2024, both Blue-Collar and White-Collar Employees
have
extended their average time in the company. Blue-Collar
Figure : Other HR
Data
2022-2024
2022 2023 2024
Employees saw the largest increase in monthly worktime duration,
with an average of months, months longer than last year’s
data. Similarly, White-Collar Employees, on average, stayed
months, marking months longer than their work hours in 2023
Average Duration in Company (Months)
White Collar
(Figure ).
According to the survey data, the average annual sick leave for
Blue-Collar Employees was around days. For White-Collar
Blue collar
Employees, the average decreased from days in 2023 to days
in 2024 (Figure ).
As for annual leave, both Blue-Collar and White-Collar
Employees experienced a small uptick. The annual leave for Blue-
Collar workers, in particular, rose from days to 11 days.
White-Collar
Average Annual Sick Leave (Days)
仅供参考，成为会
Employees performed in a slightly different manner. The turnover
rate for Blue-Collar Employees was percent, up by .
from last year. The turnover rate for White-Collar Employees, in
contrast, was reported at percent, . down from the 2023
data (Figure ).
35
Blue
collar
Average Annual Leave (Days)
White Collar
Blue collar
Turnover (in%)
White Collar
Blue collar
The data collected in 2024 refers to staff turnover, average duration in the company, average
annual sick days, and average annual leave from the previous year, 2023. The same applies to
data from the 2023 and 2022 editions.
8. About the Survey
The 2024 report is based on contributions from 446 member
Figure : Regional Distribution of Survey Participants
2024. In %
South & Southwest
companies of the German Chamber of Commerce in China,
representing approximately % of the Chamber’s membership
base. Results are statistically representative with a % margin of
error for a 95% confidence level.
All data was collected between April 15 and May 31, 2024, via
North
East
online questionnaires.
Shanghai TAI /
KUN
Beijin
g
Shenyang Other North Shenzhen
9. Profile of
Contributors
Suzhou Other YRD Tianjin Dalia
n
Other South &
Southwest
In review, the majority of our survey contributions come from East
China (%), followed by North China (%) and South &
Southwest China (%) (Figure ).
Categorizing survey responses by region, Shanghai accounted for
the largest share of survey respondents (%), followed by Other
Yangtze River Delta (YRD) cities (%), Beijing (%), and
Taicang & Kunshan (%), collectively representing % of all
contributors (Figure ).
By city tiers, Tier-1 Cities (Beijing, Shanghai, Shenzhen, and
Guangzhou) comprised % of all contributors. Tier-2 Cities
Sample: 446 companies. TAI / KUN: Taicang and Kunshan; Other YRD: Other Yangtze River
Delta areas.
Figure : Distribution of Contributors by City Tier
2024. In %
Tier 3
Tier 1
make up another %. Tier-3 Cities represented the smallest
share, with % (Figure ).
In line with our previous surveys, Machinery & Industrial
Equipment (%) and Automotive (%) were the largest
contributors on the industry level, accounting for over half of all
respondents. The rest of the industries contributed to the overall
Tier 2
Sample: 446 companies.
36
sample at much more moderate rates. Consulting / Legal Services
(%), Electronics (%), and Plastic / Metal Products
(%)
followed as the next largest contributors (Figure ).
Figure : Distribution of Contributors by Industry
2024. In %
By company size, our survey recorded relatively even contributors
from Small-Sized and Large-Sized Companies, accounting for
% and %, respectively. Mid-Sized Companies contributed
the most, covering % of the total sample (Figure ).
The most commonly cited activities among all respondents were
Production (%) and Sales & Marketing (60%), followed by
Services (%) and Sourcing / Procurement (%) (Figure
).
Machinery / Industrial Equipment
Automotive
Consulting / Legal
Services
Electronics
Plastic / Metal Products
Consumer Goods
Chemicals
IT / Telecommunications
Aerospace
Logistics
Construction
Medical Supplies
Environmental Products & Services
Other Industries
Sample: 446 companies.
Guangzhou
8. 关于本次调查
在2024年的《劳动力市场和薪资调查报告》中，中国德国商
图：按地区划分的受访企业分布情况
2024年，单位：%
会的446家会员企业参加了本次的年度在线调研，参与企业约
占商会会员企业总数的%。在95%的置信水平下，调查结
果在统计上具有代表性，误差幅度为%。
所有数据均来自2024年4月15日至5月31日期间收集的在线问
卷调查。
华南及西南
华北及东北
华东及
华中
9.受访企业简况 上海 太仓/昆山 北京
华北及东北
其他地区
大多数参与调研的商会会员企业来自华东及华中地区
苏州 长三角其他 大连 天津
地区
广州 珠三角其他
地区
（%），其次是华北及东北地区（%）和华南及西南
地区（%）（图）。
按地区来细分，上海的受访企业占最大比例（%），其次
是其他长三角城市（%）、北京（%）、太仓和昆山
（%），前四者共占所有受访者的%（图）。
按城市层级划分，一线城市（北京、上海、深圳、广州）占
所有受访企业的%。此外，二线城市占%。三线城市
占比最小，为%（图）。
与我们之前的调查一致，机械及工业设备（%）和汽车行
业（%）是受访企业中最为集中的行业，占所有受访企
业的一半以上。其余行业的贡献率则相对较少；排名前五的
其余贡献行业包括：咨询/法律服务（%）、电子产品
（%）和塑料/金属制品（%）（图）。
37
按企业规模划分，小型企业和大型企业的受访者比例相对平
均，分别占%和%。相比之下，中型公司的贡献最大，
占总样本的%（图）。
在所有受访德企中，企业在中国的主要关注领域是生产活动
领域（%）和销售与市场营销领域（60%），其次是服
样本：446家企业。
图：按城市分级的受访企业分布情况
2024年，单位：%
三线城市
一线城市
二线城市
样本：446家企业。
图：按行业划分的受访企业分布情况
2024年，单位：%
务领域（%）和采购领域（%）（图）。
机械/工业设备
汽车
咨询/法律服务
电子
塑料/金属制品
消费品
化学
IT / 电信
航空航天
物流
建筑
医疗用品
环保产品和服务
其他行业
样本：446家企业。
沈阳 深圳
Figure : Distribution of Contributors by
Company Size
2024. Company Size by Number of Employees, in %
Figure : Profile of Contributors by Role
2024. Position of the Company Representatives Participating
in the Survey, in %
More than 250
50-250
Sample: 446 companies.
Less than 50
Sample: 446 companies and 498 contributors. More than one employee can contribute to
an organization’s survey.
Figure : Main Focus of Contributor’s
Activity
2024. In %
Figure : Profile of Contributors by Nationality
2024. Nationality of the Company Representatives, in %
Production
Sales & Marketing
Services
Other Nationality
German
Chinese
Sourcing / Procurement
R&
D
Tradin
g
Production-related Engineering
38
Sample: 446 companies. Multiple activities allowed per contributor. Sample: 446 companies. More than one employee can contribute to an organization’s survey.
In terms of respondent roles, HR Managers (32%) and Top
Management (%) were the most common contributors to the
survey. HR Specialists/Supervisors followed at %, and
Compensation & Benefits (C&B) Specialists followed at %
(Figure ).
Regarding company representatives, Chinese nationals constituted
the largest share of contributors (%), whereas German
nationals accounted for %. (Figure ).
HR Manager
Top management
HR Specialist/Supervisor
C&B Specialist
Finance Director/Manager
HR Director
C&B Manager
Other
人
.5
图 按企业规模划分的受访企业分布情况
2024年，企业规模（按员工人数划分），单位：%
图 受访企业职位分布情况
2024年，参与调查企业代表的职位，单位：%
超过 250
50-250
42
小于 50
人力资源经理
高层管理者
人力资源专员/主管
薪资和福利员/主管
财务总监
人力资源经理薪
资和福利经理
其他
样本：446家企业。 样本：446 家企业及498位调研贡献者。每家企业可安排一名以上员工完成整份调查，但每
家企业仅提交一份答卷。
图 受访企业从事的主要业务领域
2024年，单位：%
图：受访企业国籍分布情况
2024年，参与调查企业代表的国籍，单位：%
其他国籍
德国国籍
中国国籍
样本：446家企业。每家允许多于一名员工共同完成该问卷，但每家企业仅提交一份答卷。
在企业受访者职能角色方面，人力资源经理（32%）和高层管
理人员（%）是本次调查中最常见的受访者。人力资源专
员/主管占%，薪酬与福利（C&B）专员占%
（图）。
另外，关于受访企业代表的身份方面，中国籍员工占最大比
例（%），德国籍员工占%（图）。
采购
研发
贸易
生产相关工程
39
样本：446家企业。多选题。
生产
销售和市场营销
服务
CHINA Segmentation Variable
Total Cost per Employee
Expected Wage Increase in 2025
Specific Position
IV. COMPENSATION DATA
1. Introduction
In the compensation tables following this section, we will present
specific compensation details both for China and segmented levels for
46 particular positions covered in the survey.
Production, Administration,
Sales, Customer Service,
Technical Service, Purchasing,
Finance, HR, Quality Control,
Engineering / R&D, Logistics,
Consultant / Project
Management, Senior
Management, Specialists.
Total Cost per Employee (TCE)
(CNY/month) for 2024 was obtained from
this survey. Based on the 2024 TCE per
employee, the 2025 TCE per employee is
obtained by taking into account the
expected salary increase in 2025. The
expected salary increase in 2025 is
obtained from the survey.
Results are segmented by Region,
City Tier, Industry, and Company
Size. Survey results are shown for
each category of the respective
segmentation variable when sample
size is sufficient.
Specific position or level of
seniority for professionals
within the specific Functional
Area.
40
Average expected wage increase for 2025.
Collected from the survey, as the expected
Total Cost per Employee change from 2024
to 2025 (in percent).
Median values. Monthly costs in CNY are based on a 12-
month year period, tax included. Includes gross base salary
plus variable costs such as: mandatory social security and
housing fund by the employer, meal and transportation
allowances, company car, subsidies studies for employees,
overtime, supplementary medical insurance, annual medical
check-up, life and accident insurance, critical illness
allowances, supplementary pension plan, supplementary
housing fund, annual variable bonus / sales incentives,
other bonuses (skill, retention, management).
Unless otherwise indicated, only results with a minimum of
10 individual observations are presented. Cells with value
. (not available) indicate that the total number of
responses collected did not meet the minimum quantity.
FUNCTIONAL AREA
中国 细分变量
每位员工总成本
2025年预期薪资涨幅
薪酬数据介绍
1. 简介
在本节之后的薪酬表中，我们将提供本次调查涵盖的46个特
定职位在中国和细分层级的具体薪酬详细信息。
生产、行政、销售、客户服
务、技术服务、采购、财务
、人力资源、质量控制、工
程/研发、物流、顾问/项目
管理、高级管理层、专员。
从本次调查中获得2024年每位员工总
成本（ TCE ）（ 人民币/ 月）。基于
2024年每位员工总成本，在考虑2025
年预期薪资涨幅的基础上得出2025年
每位员工总成本。2025年的预期薪资
涨幅是从调查中获得的。
结果按地区、城市划分、行业和企
业规模进行细分。在样本量足够的
情况下，每个类别的细分变量的调
查结果都会显示。
特定“职能领域”内专业人员的特
定职位或资历层级。
41
2025年平均预期薪资涨幅。本次调查中收集
的是2024年至2025年每位员工总成本的预期
变化。（单位：百分比）。
中位值。以人民币为单位的月度数字，按每年12个月计算，
含税。包括总基本薪资加上可变成本，例如：强制由雇主负
担的社保和住房公积金、伙食补贴和交通补贴、公司用车、
员工学习补贴、加班费、补充医疗保险、年度体检、人寿保 险
和意外保险、危重病补助、补充养老金计划、补充住房公积
金、年度可变奖金/销售奖励、其他奖金（技能、留任、管
理）。
除非另有说明，否则只提供最少10个单项观察值的结果。数 值
为“.”的单元格表示所收集的回答总数未达到最小数量。
职能领域
特定职位
2. Wages and Wage Increases
1) Total Company Cost per Employee Definition
The gross base salary, including the mandatory social security and
housing fund contributions by the employer, plus any other extra
benefits the employer is providing: supplementary health
insurance, life insurance, variable bonuses, sales incentives,
overtime, children allowances, meal and transportation
allowances, supplementary housing funds, skill allowances,
retention bonuses, etc. Monthly in CNY based on a 40-hour
working week and a 12-month year period.
Gross base salary in the survey is defined as the basic monthly
salary in CNY (taxes included) based on a 40-hour working week
and a 12-month year period. It is clearly stated in the labor
contract. If yearly one-off payments (., a 13-month or a 14-month
payment) are included in the contract, they are also calculated as
part of the base salary.
2) Forecast Salary Change From 2024 to 2025
Salary increase in percentage of Total Company Cost per
Employee. Includes merit increase and market adjustments.
3. Segmentation Variables
The results are segmented by:
Region: Shanghai, Other East, Beijing, Other North, Shenzhen /
Guangzhou (SZ / GZ), Other South. Other East locations include
cities such as Taicang, Suzhou, Kunshan, Changzhou, Changshu,
Wuxi, Hangzhou, Ningbo, and more. Other North locations include
Tianjin, Shenyang, Qingdao, Dalian, Changchun, Langfang, and
more. Other South locations include Jiangmen, Huizhou,
Chongqing, Foshan, Zhuhai, Dongguan, Kunming, and more.
East China: Shanghai, Suzhou, Taicang / Kunshan (TAI / KUN),
Other Yangtze River Delta areas (Other YRD).
North China: Beijing, Tianjin, Shenyang, Other North.
South and Southwest China: Shenzhen, Guangzhou, Other South
& Southwest).
City Tier: Tier 1, Tier 2 and Tier 3 cities. First-tier cities are
Shanghai, Beijing, Guangzhou, and Shenzhen. Second-tier cities
are provincial capitals and cities in the vicinity of first-tier ones,
such as Suzhou, Wuxi, Hefei, Nanjing, Dalian, Qingdao,
Chongqing, and others. In this report, Kunshan and Taicang are
classified as Tier-2 Cities, mainly owing to their distinguishable
economic development and the agglomeration of German
companies in these two regions. Third tier cities are smaller cities,
mainly in the Yangtze and Pearl River Delta.
Industry: Machinery, Automotive, Plastic / Metal Products,
Electronics, Chemicals, and Others – the latter combines all
industries for which we did not have enough observations
(minimum 10) at the position-specific level.
Company Size: (by number of employees): less than 50, between
50 and 250, and more than 250.
To facilitate comparisons, the overall value for China is provided
along the categories of each segmentation variable.
42
2. 薪资和薪资涨幅
1) 公司每个员工的总成本——定义
总基本薪资，包括雇主缴纳的强制性社保和住房公积金，以 及
雇主提供的任何其他额外福利：补充医疗保险、人寿保险、可
变奖金、销售奖励、加班费、子女津贴、伙食补贴和交通 补贴
、补充住房公积金、技能津贴、留任奖金等。以人民币 为单位
的月度数字，按每周工作40小时、每年12个月计算。
调查中的总基本薪资定义为以人民币为单位的基本月薪（含
税），按每周工作40小时、每年12个月计算。劳动合同中对
此作出明确规定。如果合同中包括年度一次性付款（即13薪
或14薪），则其也构成基本薪资的一部分。
2) 2024年-2025年预测薪资变化
每位员工公司总成本中的薪资涨幅，以百分比表示。包括绩
效提资和市场调整。
3. 细分变量
结果按以下标准细分：
地区：上海、华东及华中其他地区、北京、华北及东北其他
地区、深圳/广州（SZ/GZ）、华南其他地区。华东及华中其
43 他地区包括太仓、苏州、昆山、常州、常熟、无锡、杭州、
宁波等城市。华北及东北其他地区包括天津、沈阳、青岛、 大
连、长春、廊坊等。华南其他地区包括江门、惠州、重庆、佛
山、珠海、东莞、昆明等。
华东及华中地区：上海、苏州、太仓/昆山（TAI/KUN）、长
三角其他地区（Other YRD）。
华北及东北地区：北京、天津、沈阳、华北及东北其他地区。
华南及西南地区：深圳、广州、华南及西南其他地区(Other
South &Southwest)。
城市划分：一线、二线和三线城市。一线城市指上海、北京、
广州、深圳。二线城市指省会城市和一线城市附近的城市， 如
苏州、无锡、合肥、南京、大连、青岛、重庆等。此外， 这份
报告在研究时将昆山和太仓划分为了二线城市，主要是 因为它
们在经济发展上的表现以及这两个地区德国公司的高 度集聚。
三线城市指较小的城市，主要位于长江三角洲和珠 江三角洲。
行业：机械、汽车、塑料/金属产品、电子、化工以及其他行
业——其他行业包括我们在特定职位层级上未获得足够观察
值（至少10 个）的所有行业。
企业规模：（按员工人数划分）：50人以下，50至250人，
250人以上。
为了便于比较，我们根据每个细分变量的类别提供了中国总
体在该分类下的数值。
This is
for
COMPENSATION BY REGION 地区
Total Cost per Employee in CNY/month (Median values) 每名员工的总成本， 单位：人民币/月 （中位数）
The full version
is member-
exclusive
仅供参考，成为会
员可获取完整版本
44
CHINA/中国 EAST/华东及华中 NORTH/华北及东北 SOUTH/华南及西南
ADMINISTRATION/行政 Shanghai/
上海
Other East/
华东及华中其
他地区
Beijing/
北京
Other North/
华北及东北其
他地区
SZ / GZ
深圳/广州
Other South/
华南及西南其
他地区
Junior/初级
2024 9,663 12,000 8,291 14,000 7,871 9,250 8,131
2025 10,027 12,414 8,647 14,611 8,181 9,498 8,429
Increase / 增幅%
Mid-Level/中级
2024 15,000 16,999 14,500 17,301 12,240 12,606 13,050
2025 15,581 17,597 15,143 18,028 12,783 12,917 13,539
Increase / 增幅%
Senior/高级
2024 27,000 37,000 26,000 32,500 21,400 18,500 24,000
2025 28,003 38,193 27,122 33,846 22,238 18,919 24,951
Increase / 增幅%
*Median from 9 observations. / *取9个观察值的中位数。
CHINA/中国 EAST/华东及华中 NORTH/华北及东北 SOUTH /华南及西南
rPRODUCfTION/生产
ren
cShanghai/上海 o
O
n
ther Eas
l
t/
y华东及华中其他地区 .Beijing/北京
Other North/
华北及东北其
他地区
SZ / GZ
深圳/广州
Other South/
华南及西南其
他地区
Blue Collar/蓝领
2024 7,974 9,887 8,153 . 7,500 6,500 6,950
2025 8,290 10,281 8,487 . 7,784 6,709 7,225
Increase / 增幅% .
Operator/操作工
2024 9,836 11,277 10,521 . 8,150 8,533 7,250
2025 10,234 11,742 10,955 . 8,468 8,820 7,560
Increase / 增幅% .
Shift Leader/班组长
2024 12,384 14,995 12,950 . 10,516 10,825 10,849
2025 12,875 15,566 13,486 . 10,919 11,198 11,286
Increase / 增幅% .
Production Supervisor/生产主管
2024 18,450 19,119 20,231 . 17,757 19,166 17,100
2025 19,169 19,830 21,059 . 18,439 19,787 17,789
Increase / 增幅% .
Production / Plant Manager 生产/工厂经理
2024 40,000 44,567 40,035 . 39,072 39,502* 29,716
2025 41,491 45,939 41,583 . 40,604 40,723 30,947
Increase / 增幅% .
VI. REFERENCES/参考文献
[1] German Chamber of Commerce in China, 2024. Business Confidence & Overcapacities. [online] Available at:
< publications/flash-surveys > [Accessed 28 Jul 2024].
[2] China Daily, 2024. Major Layoffs Seen in Internet Companies. [online] Available at:
< > [Accessed 28 Jul 2024].
[3] Tencent News, 2024. In Country Garden Announcement: Executives Take the Initiatives to Reduce Salaries and Cancel the
Allocation of Vehicles. [online] Available at: < [Accessed 20 Jul 2024].
[4] German Chamber of Commerce in China, 2024. Labor Market & Salary Report 2023/2024. [Accessed 20 Jul 2024].
[5] Caixin, 2024. In Depth: China’s Cash-Strapped Local Governments Struggle to Revive Land Sales. [online] Available at:
<https://en. [Accessed 20 Jul 2024].
[6] MOHRSS, 2024. Minimum Wage Standard in Provinces, Autonomous Regions, and Municipalities in China. [online] Available at:
< [Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024a. National Economy was Generally Stable with Steady Progress in the First Half Year.
45 [online] Available at: < [Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024b. National Economy was Generally Stable with Steady Progress in the First Half Year.
[online] Available at: < [Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024c. National Economy was Generally Stable with Steady Progress in the First Half Year.
[online] Available at: < [Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024d. Indicators. [online] Available at: <
htm?cn=C01> [Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024e. Explanation on Refining the Survey of Unemployment Rates by Age Group. [online]
Available at: < [Accessed 20 Jul 2024].
Renshetong, 2024a. Average Wage of Urban Non-private Employees in 2023. [online] Available at:
< [Accessed 19 Jul 2024].
National Bureau of Statistics, China (NBS), 2024f. Indicators. [online] Available at: <
htm?cn=C01> [Accessed 21 Jul 2024].
Renshetong, 2024b. Average Wage of Urban Non-private Employees in 2023. [online] Available at:
< [Accessed 19 Jul 2024].
National Bureau of Statistics, China (NBS), 2024g. Average Wage of Employees in Urban Units 2023. [online] Available at: <https://www.
[Accessed 21 Jul 2024].
National Bureau of Statistics, China (NBS), 2024h. Preliminary GDP Results for 2024 Q1. [online] Available at: <
sj/zxfb/202404/> [Accessed 21 Jul 2024].
46
http://www/
AHK
Greater
China
(Chinese)
AHK
Greater
China
The German Chamber of
Commerce in China
Contact us
German Chamber of
Commerce in China
| North China
DRC Liangmaqiao
Diplomatic Office Building,
Unit 0601B 19 Dongfang
East Road Chaoyang
District,
100600 Beijing
T+86 10 6539 6688
chamber-north@
German Chamber of
Commerce in China
| East China
Pingan Riverfront
Financial Center, 29F
757 Mengzi Road
Huangpu
District, 200023
Shanghai
T+86 21 5081 2266
chamber-east@
German Chamber of
Commerce in China |
South & Southwest China
Leatop Plaza, Room
1903 32 Zhu Jiang East
Road Tianhe District,
510620 Guangzhou
T+86 20 8755 2353
chamber-ssw@
For up-to-date information about the German business community, activities and events of
the German Chamber, updates on policies and economic changes, and much more, follow
the German Chamber of Commerce on WeChat and LinkedIn.
mailto:chamber-north@
mailto:chamber-east@
mailto:chamber-ssw@
