China uses different overtime premiums for extended hours, rest days, and legal holidays. Everhour supports approved time records before payroll review.
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A China overtime calculation answers how much extra pay is due when an employee works beyond the standard schedule, works on a weekly rest day without compensatory rest, or works on a legal holiday. Under the standard working-hour system, the State Council rule is eight hours per day and 40 hours per week.
The result matters for payroll, written approvals, labor-cost estimates, and disputes over rest-day or holiday work. China's Labor Law also sets an average weekly ceiling of 44 hours, requires at least one rest day each week, and limits extended working time to 36 hours per month except for statutory emergency-type exceptions.
Do not put every extra hour into one bucket. 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.
The main decision is whether the employee received compensatory rest for rest-day work. If compensatory rest is arranged, the 200% rest-day overtime payment is not the same calculation. If the day is a legal holiday, use the 300% category instead; holiday work is not converted into a lower rest-day rate.
For salary-based calculations, China commonly uses the official monthly paid-days figure of 21.75. The hourly wage is monthly wage divided by 21.75 times 8 hours, which equals 174 paid hours. A monthly salary of ¥17,400 gives an hourly wage of ¥100.
Example: an employee with a ¥17,400 monthly salary works 6 extended weekday overtime hours, 8 rest-day hours without compensatory rest, and 1 legal-holiday hour. The overtime pay is 6 × ¥100 × 150% = ¥900, plus 8 × ¥100 × 200% = ¥1,600, plus 1 × ¥100 × 300% = ¥300, for ¥2,800 total overtime pay.
China overtime is not only a wage multiplier. Overtime for production or business needs requires consultation with the trade union and the 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.
Special work-hour systems also change the setup. 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. Use the approved system before treating irregular schedules as standard overtime.
A one-time calculation is enough when you are checking a single payroll entry, estimating the cost of a holiday shift, or confirming whether a rest-day payment was calculated with the correct multiplier. Keep the inputs visible: date type, hours, hourly wage, compensatory rest status, and the applicable salary divisor.
A managed workflow is better when overtime repeats across teams, projects, or approval layers. Everhour Timesheets collect weekly project hours and working hours by person, let employees submit time for review, and let admins approve, reject, partially approve, or lock entries before payroll or billing uses them.
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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Under China's standard working-hour system, the State Council working-hours regulation provides for 8 hours per day and 40 hours per week. China's Labor Law also states that average weekly working hours may not exceed 44 hours. Use the 40-hour standard system for ordinary standard-schedule calculations unless an approved special work-hour system applies.
Work beyond normal working hours must be paid at no less than 150% of the worker's wages. This category applies to extended work on a normal workday. It is separate from rest-day work at 200% when compensatory rest cannot be arranged and legal-holiday work at 300%.
Use the common salary divisor based on 21.75 paid days per month. Multiply 21.75 by 8 hours to get 174 paid hours, then divide the monthly salary by 174. For example, a ¥17,400 monthly salary produces a ¥100 hourly wage before applying the 150%, 200%, or 300% overtime multiplier.
Rest-day work is paid at no less than 200% if the employer cannot arrange compensatory rest afterwards. The compensatory-rest question is the decision point. Do not treat every weekend hour as automatically payable at 200% without checking whether the day is a weekly rest day and whether compensatory rest was arranged.
A China overtime calculator should flag the daily and monthly limits from the Labor Law. 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.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review time before payroll or billing. Employees can submit time for approval, and admins can approve, reject, partially approve, or lock submitted entries when corrections or payroll checks are needed.
Track approved hours before payroll uses them. Everhour Timesheets give teams weekly submissions, manager review, correction workflows, and locked entries for cleaner overtime review.
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