How do employees in branch offices pay social security?

The solutions are roughly as follows: Method 1: The company does not handle social security for employees, but pays social security fees to employees, and the employees themselves pay for social security (employees with registered residence in B can apply as freelancers at the Talent Exchange Center in B) Social security, those with registered permanent residence in other areas will receive social security as a freelancer in the talent exchange center where their registered permanent residence is located). The amount of social insurance premiums paid can be calculated based on the minimum amount of social security expenses required by individuals in location B, or the minimum amount payable by a legal entity in location B that provides social security for its employees.
Method 2: The company provides above-ground social security for its employees.
Advantages: Completely legal, no legal risks.
Disadvantages: Employees have social security in name, but they do not enjoy complete rights and interests: when an employee resigns or retires, only the personal payment part of the pension insurance can be transferred, and the unit payment part cannot be transferred to the medical insurance. In some places, registration in another place can be done. If you seek medical treatment at a hospital in location B, you will be reimbursed by local social security, but the reimbursement procedure is cumbersome and time-consuming. However, pension, unemployment, work-related injury, and maternity insurance can all be enjoyed, but community medical care cannot be enjoyed, and hospitalization reimbursement will be affected to a certain extent. Employees will have greater resentment, which is not conducive to the overall atmosphere of the company.
Method 3: The company entrusts a social security agency to handle insurance in location B
Advantages: Legal, without any legal risks. Employees can enjoy complete social security rights and interests locally. The social security procedures are handled by the agency and managed by the company. Cost reduction: Employees sign labor contracts with the company and are considered regular employees of the company. Compared with the labor dispatch law, it solves the problem of employees' sense of belonging. It’s just that the name of the unit written on the medical insurance booklet is the name of the agency.
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