China uses different overtime premiums by workday type. Everhour keeps tracked hours organized before billing or payroll review.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
This calculation answers how much extra pay is due when a laborer in China works beyond the standard working-hour system or works on a rest day or legal holiday. China's State Council working-hours regulation provides that employees work 8 hours per day and 40 hours per week under the standard working-hour system, while the Labor Law also refers to an average weekly ceiling of 44 hours.
The result separates weekday extended work, rest-day work without compensatory rest, and legal-holiday work because each category uses a different minimum premium. It also helps you check whether the hours entered raise process questions: overtime for production or business needs requires consultation with the trade union and affected laborers, and total extended working time may not exceed 36 hours per month except for statutory emergency-type exceptions.
China overtime pay starts with the worker's wage rate, then applies the correct premium for the type of work. Work beyond normal working hours must be paid at no less than 150% of wages. Work on rest days must be paid at no less than 200% if the employer cannot arrange compensatory rest afterwards. Work on legal holidays must be paid at no less than 300% of wages.
For example, assume a monthly salary of ¥13,920. Using the common salary conversion of 21.75 paid days, or 174 hours, the hourly wage is ¥80. If the worker has 6 weekday overtime hours, 8 uncompensated rest-day hours, and 4 legal-holiday hours, the overtime pay is ¥720, ¥1,280, and ¥960. Total overtime pay is ¥2,960.
The pay calculation does not erase the 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. A calculator gives the money result, but the hour pattern still needs review.
Special work-hour systems also change the review path. 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. Minimum wage checks are local because China's guaranteed minimum wage standards are set by provincial, autonomous-region, or municipality governments.
A one-off calculation is enough when you are checking a single timesheet, confirming one legal-holiday shift, or converting a monthly salary into an hourly wage for a payroll note. Keep the weekday, rest-day, and legal-holiday hours separate, then apply the 150%, 200%, or 300% premium to the correct category.
A managed workflow becomes necessary when overtime repeats across projects, approvals, client billing, or payroll handoff. Approved time records reduce re-entry errors, keep rest-day and holiday work visible, and make later review easier. Everhour Billing & Invoicing can turn tracked billable time and expenses into invoices while excluding non-billable tasks, so payroll review and client billing do not rely on rebuilt spreadsheets.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
China's State Council working-hours regulation provides an 8-hour day and 40-hour week under the standard working-hour system. The Labor Law also states that average weekly working hours may not exceed 44 hours. For ordinary calculator work, keep the 40-hour standard system separate from special approved work-hour systems.
Work beyond normal working hours must be paid at no less than 150% of the worker's wages. This category is different from rest-day work and legal-holiday work, so do not combine all extra hours under one premium when calculating the amount due.
Yes. Work on rest days must be paid at no less than 200% if the employer cannot arrange compensatory rest afterwards. Work on legal holidays must be paid at no less than 300% of wages. The legal-holiday rate applies even when a holiday period is combined with adjacent weekends or paid annual leave.
For salary-based calculations, use the official monthly paid-days figure of 21.75. The common hourly divisor is 21.75 times 8 hours, or 174 hours. Divide the monthly wage by 174, then apply the correct overtime multiplier for weekday extended work, rest-day work, or legal-holiday work.
The common mistake is mixing the hour categories. Six weekday overtime hours, eight rest-day hours without compensatory rest, and four legal-holiday hours do not use one blended multiplier. Each category must be calculated separately because the minimum premiums are 150%, 200%, and 300%.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates, and excludes non-billable tasks. Invoice data can be grouped by project, task, person, date, or another available breakdown before export to QuickBooks Online, Xero, or FreshBooks.
Everhour Overtimes can calculate overtime hours and overtime pay when admins set daily and weekly overtime limits. Team Hours can show overtime and double-overtime visibility, and the Payroll dashboard calculates overtime pay and gross pay from hourly cost and tracked time.
Use approved time records for repeat overtime, billing, and payroll handoff. Everhour converts tracked billable work into invoices while keeping non-billable time out of client charges.
14-day free trial · No credit card · Cancel anytime
