Everhour tracks time off and timesheets, while China's working-time rules require careful separation of ordinary and premium hours.
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A China hours-worked calculation answers a practical payroll question: how many hours count as working time, and which category each hour belongs to. The standard working-time system sets ordinary work at 8 hours per day and 40 hours per week. Timesheets need separate totals for ordinary hours, unpaid meal or rest time, rest-day work, and statutory-holiday work because pay treatment changes by category.
The calculation also prevents a common mistake: treating the full span between clock-in and clock-out as paid time. China's national Labor Law and State Council hours regulation do not set one universal meal-break length for ordinary adult employees. An ILO working-time review describes meal and rest breaks after about 4 hours, generally 1 to 2 hours long, with at least 30 minutes excluded from working time.
Start with gross time for each shift, then subtract unpaid meal or rest time. Short work breaks need separate treatment. The ILO review notes that some enterprises provide 20-minute work breaks in the morning and afternoon after about 2 hours of work, and those work breaks count as working time. A paid short break should stay inside the worked-hours total.
Company policy, local practice, and approved work schedule type matter. If the standard 8-hour-day and 40-hour-week system cannot be implemented because of the nature of work or production, irregular or comprehensive working-hour systems require approval under the relevant framework. A timesheet should mark that schedule type instead of forcing every employee into the ordinary daily pattern.
For example, an employee works Monday through Friday from 9:00 to 18:00 with a 1-hour unpaid meal break each day. That creates 45 gross weekday hours and 5 unpaid meal hours, leaving 40 ordinary paid hours. The same employee also works 6 hours on a rest day with no compensatory leave arranged. At ¥42 per hour, ordinary pay is ¥1,680 and rest-day pay is ¥504.
The arithmetic is straightforward after the categories are clean: ordinary hours use the normal rate, extended working hours use at least 150% of normal wages, rest-day work uses 200% when compensatory leave is not arranged, and statutory-holiday work uses 300%. China's Labor Law also limits overtime after consultation with the trade union and workers, generally to 1 hour per day, with a 3-hour daily and 36-hour monthly maximum for special reasons.
A one-off calculation is enough when you are checking one shift, correcting a draft timesheet, or estimating gross pay before deductions. It stops being enough when multiple employees, unpaid breaks, rest-day work, statutory-holiday work, and time-off records all feed the same payroll cycle. At that point, the calculation needs a durable approval trail.
Everhour Time Off tracks vacations, sick leave, holidays, and custom leave types alongside tracked work time. Time-off entries can use full-day, three-quarter-day, half-day, quarter-day, or custom-period durations, and time-off hours can flow into team timesheet totals. That matters when payroll review needs both worked hours and absence context before approval.
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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Start with the full span between start and end time, then subtract unpaid meal or rest time. Keep paid short work breaks inside worked time when company practice treats them as working time. After that, classify the remaining hours as ordinary hours, extended working hours, rest-day work, or statutory-holiday work.
China's standard working-time system is 8 hours per day and 40 hours per week under the State Council regulation and official workforce guidance. The Labor Law text still refers to an average 44-hour weekly cap, so payroll review should identify the work schedule type and the governing company arrangement before categorizing overtime.
A lunch or meal break should be deducted when it is unpaid working-time exclusion under the applicable workplace rule. National law does not provide one universal ordinary-adult meal-break duration. The ILO review describes meal and rest breaks as generally 1 to 2 hours, with at least 30 minutes not counted as working time.
Rest-day work should be marked separately from ordinary weekday work. China's Labor Law requires at least one day off each week. If an employee works on a rest day and compensatory leave is not arranged, the pay rate is at least 200% of normal wages, so mixing those hours into ordinary time understates the payroll category.
Statutory-holiday hours should stay separate. China's Labor Law requires at least 300% of normal wages for work on statutory holidays. A timesheet that combines holiday hours with ordinary hours loses the category needed for payroll review and makes the final pay calculation harder to audit.
Everhour Time Off tracks vacations, sick leave, holidays, and custom leave types with full-day, partial-day, and custom-period durations. Time-off hours can flow into team timesheet totals, giving payroll reviewers one place to compare worked hours, absence records, and submitted time.
Everhour Timesheets let users submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members, which keeps payroll and billing records from changing after review.
Track approved time, breaks, and leave in Everhour so recurring China timesheet review starts from organized records, not rebuilt spreadsheets, with time-off context included.
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