China rest-day work can require 200% pay when compensatory rest is not arranged. Everhour helps teams control approvals before payroll.
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A double-time calculation in China answers one narrow pay question: how much is owed when a laborer works on a weekly rest day and the employer cannot arrange compensatory rest afterward. Under the listed rule, that rest-day work must be paid at no less than 200 percent of wages, which is the double-time amount.
The result matters because China's standard working-hour system is built around eight hours per day and 40 hours per week under State Council working-hours rules. China's Labor Law also requires at least one rest day each week. When rest-day work replaces that rest and no compensatory rest is arranged, the pay calculation changes from ordinary wages to the 200% rest-day premium.
For hourly pay, the formula is simple: eligible rest-day hours x hourly wage x 2. For salary-based calculations, use the official monthly paid-days figure of 21.75 days, equal to 174 hours, so hourly wage is commonly monthly wage divided by 174. Keep weekday extended work and legal-holiday work separate because they use different multipliers.
Example: a laborer with a monthly salary of ¥9,570 has an hourly wage of ¥55 using the 174-hour divisor. If 6 hours are worked on a rest day and compensatory rest is not arranged, the straight-time value is ¥330. The rest-day double-time pay is ¥660, calculated as 6 hours x ¥55 x 2.
The common mistake is treating every nonstandard day as double time. In China, work beyond normal working hours is paid at no less than 150 percent of wages, uncompensated rest-day work is paid at no less than 200 percent, and legal-holiday work is paid at no less than 300 percent. The day type controls the multiplier.
That distinction became more important from January 1, 2025, when revised State Council measures added Lunar New Year's Eve to Spring Festival and May 2 to Labor Day. If a shift falls on a legal holiday, do not use the rest-day 200% calculation. Use the legal-holiday 300% rule for the eligible holiday hours.
A calculator is enough for a single pay check when you know the date type, eligible hours, hourly wage, and whether compensatory rest was arranged. It is also enough for checking one salary conversion using the 21.75 paid-days and 174-hour divisor. Keep the calculation separate from approval questions, because overtime still requires consultation with the trade union and affected laborers.
A managed workflow is needed when rest-day work repeats, managers approve extra hours, or payroll needs a reliable record of who worked, who approved it, and whether the monthly extended-time cap is being monitored. Everhour Team Management supports lock rules, admin corrections, approval workflows, roles, project assignments, and team-wide time policy defaults before payroll review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Rest-day work uses the 200% rate when a laborer works on a rest day and the employer cannot arrange compensatory rest afterward. China's listed rule says rest-day work must be paid at no less than 200 percent of wages in that situation. If compensatory rest is arranged, the rest-day cash premium is not the same calculation.
No. Rest-day double time is the 200% rule for uncompensated rest-day work. Legal-holiday work is paid at no less than 300 percent of wages. Do not apply the 200% rest-day formula to legal-holiday hours, especially after the 2025 holiday changes added Lunar New Year's Eve and May 2 as statutory holiday days.
For salary-based calculations, use the official monthly paid-days figure of 21.75 days. Multiplied by 8 hours, that equals 174 hours. The common hourly wage conversion is monthly wage divided by 174. For example, ¥9,570 divided by 174 equals ¥55 per hour before applying any overtime multiplier.
Overtime for production or business needs requires consultation with the trade union and affected laborers before hours are extended. Extended hours generally may not exceed 1 hour per day, or 3 hours per day in special circumstances if worker health is protected. Total extended working time may not exceed 36 hours per month, except for statutory emergency-type exceptions.
Yes. Employers that cannot use the standard work-rest system because of work nature or production characteristics may use other work/rest methods only with labor-administration approval or under state rules. If an approved special work-hour system applies, confirm the approved method before treating the shift as standard rest-day double time.
Everhour Team Management lets admins set lock rules, correct time entries, manage approval workflows, assign roles, and apply team-wide time policy defaults. That gives payroll reviewers a controlled record before rest-day premium pay, monthly overtime checks, or manager corrections are finalized.
Use approved time records, locked periods, and manager review before rest-day premium pay reaches payroll. Everhour Team Management keeps overtime decisions tied to accountable approvals.
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