China overtime rules use different premiums by workday type, and Everhour helps keep approved hours ready for review.
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A China overtime pay calculation answers how much extra compensation is due when an employee works beyond the standard working-hour system, works on a rest day without compensatory rest, or works on a legal holiday. Under State Council working-hours rules, the standard system is 8 hours per day and 40 hours per week, while China's Labor Law also references an average weekly ceiling of 44 hours.
The calculation matters because the multiplier changes by the type of overtime. Work beyond normal working hours is paid at no less than 150% of wages. Rest-day work is paid at no less than 200% if the employer cannot arrange compensatory rest afterwards. Legal-holiday work is paid at no less than 300% of wages.
Start by sorting the overtime hours into weekday extended work, rest-day work, and legal-holiday work. Do not add all overtime into one bucket unless every hour has the same legal status. China also requires trade union and worker consultation before extending hours for production or business needs, so the calculation should match approved records, not informal after-the-fact totals.
For salary-based calculations, use the common hourly wage conversion: monthly wage divided by 21.75 paid days and then divided by 8 hours, which equals monthly wage divided by 174 hours. If a worker earns ¥13,920 per month, the hourly wage is ¥80. If that worker has 6 weekday overtime hours, 8 uncompensated rest-day hours, and 8 legal-holiday hours, overtime pay is ¥720 + ¥1,280 + ¥1,920 = ¥3,920.
The pay calculation does not erase scheduling limits. 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.
That distinction prevents a common mistake: treating a correct premium amount as proof that the schedule was compliant. Payroll can calculate ¥3,920 correctly while the underlying hours still require review. Special work-hour systems also require labor-administration approval or must fall under state rules, so teams using irregular schedules need approved classifications before relying on standard-hour formulas.
A one-off calculation is enough when you have a small set of approved hours, one wage basis, and clear categories for weekday, rest-day, and legal-holiday work. It gives you the overtime amount to check a payslip, client estimate, or payroll adjustment without building a full process around it.
A managed workflow is the better long-term answer when overtime repeats, multiple projects are billed differently, or managers need approval history before payroll. Everhour can keep billable and non-billable time separate through project billing status, task-level non-billable controls, custom task rates, member-rate exceptions, and admin reports for billable time, non-billable time, billable amount, and cost.
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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Use the category of the work performed. Extended work beyond normal working hours is paid at no less than 150% of wages. Rest-day work is paid at no less than 200% if compensatory rest cannot be arranged. Legal-holiday work is paid at no less than 300% of wages.
For salary-based overtime calculations, use the official monthly paid-days figure of 21.75. The common hourly wage divisor is 21.75 days times 8 hours, or 174 hours. A monthly wage of ¥13,920 divided by 174 gives an hourly wage of ¥80.
No. Rest-day work is paid at no less than 200% only if the employer cannot arrange compensatory rest afterwards. That makes the rest-day record important: the payroll answer changes when valid compensatory rest is arranged instead of cash overtime pay.
Total extended working time may not exceed 36 hours per month, except for statutory emergency-type exceptions. This limit is separate from the premium calculation. A pay amount can be mathematically correct while the monthly extended-hour total still requires compliance review.
Special work-hour systems need separate handling because employers that cannot use the standard work-rest system may use other work/rest methods only with labor-administration approval or under state rules. Confirm that approval before applying a standard 8-hour-day and 40-hour-week framework.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost for payroll and client review.
Everhour Reporting turns logged time, costs, and project data into configurable reports. Teams can use columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF format to review overtime-related time alongside project and billing context.
Keep approved overtime, billable status, and task rates in one workflow. Everhour connects time records to billing reports so payroll checks and client charges stay aligned.
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