An Update on Work Permit Renewal for Foreign Talent in Shenzhen

As a frontier city of China’s opening-up and innovation drive, Shenzhen has long been closely watched for its policies on attracting and retaining international talent. Recently, a practical yet significant shift in the renewal approval process for Category B and C work permits has quietly begun to affect the long-term planning of both employers and foreign professionals in the city.

Understanding the scope of this change and identifying suitable response strategies is essential for ensuring ongoing compliance with China’s employment and immigration regulations for expatriates.

Key change: Age becomes a clear-cut-off for B and C work permit renewals

Under previous renewal practices, applications for the extension of Category B and C work permits could, in certain cases, still be approved after an applicant reached the age of 60, provided that all required documentation was properly submitted.

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However, starting from 2026, applicants who have reached the age of 60 now face systematic rejections and non-approvals when applying to renew Category B or C work permits in Shenzhen.

Importantly, this tightening means that past successful renewals for candidates over 60 can no longer be regarded as valid precedents for current or future applications. The enforcement standard has been clearly strengthened, with age now serving as a rigid eligibility threshold rather than a flexible reference point.

Path forward: Transitioning to the Category A (high-end talent) track

For applicants who are over 60 but whose continued employment in China remains necessary, the only viable option is to assess whether they qualify for Category A (high-end talent) status.

Where eligibility can be established, employers must submit:

• Supporting documentation demonstrating compliance with the Category A criteria;
• An official letter requesting a change in personnel classification; and
• Accurate selection of personnel type as Category A within the work permit application system.

Eligibility assessments must strictly follow the Classification Standards for Foreigners Working in China. If an applicant does not meet the standards for Category A, the renewal application cannot be approved, leaving no alternative pathway for extension under Category B or C.

For more information about Category A talents, please refer to our China Briefing Article: China Work Permits: Are You an A, B, or C Tier Talent?

Implications for employers

Shenzhen’s evolving approach to work permit renewals reflects a broader trend toward increasingly refined and standardized talent administration across China. For enterprises, this development represents not only a compliance challenge but also an opportunity to reassess and optimize their international talent strategies.

Proactive planning and early risk identification are now essential to maintaining workforce stability and continuity. Employers are advised to consider the following measures:

• Conduct internal screenings: Companies should systematically review the work permit categories and ages of all foreign employees, maintaining up-to-date records. Particular attention should be given to Category B and C employees who are approaching or have already reached the age of 60.
• Plan renewals well in advance: For key personnel affected by the age threshold, preparation should ideally begin at least six months in advance. Possible options include initiating a transition to Category A status where feasible, or arranging succession planning, role adjustments, or orderly handovers to avoid last-minute disruptions as permit expiry approaches.
• Factor age into future recruitment decisions: When hiring foreign nationals, employers should incorporate age considerations into long-term workforce planning and cost assessments. This is particularly relevant for Category B and C positions, where the sustainability of work permit renewals may be impacted over time.

Dezan Shira & Associates’ specialized HR teams enhance clients’ internal capabilities by leveraging crucial local labor law expertise and knowledge of employment procedures and best practices. For further inquiries regarding work visa applications in Shenzhen, please contact sandy.zhang@dezshira.com.