China time cards separate ordinary hours, unpaid breaks, and premium categories, while Everhour keeps approved totals ready for review.
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A time card calculation in China answers three payroll questions: how many hours count as ordinary working time, how many hours fall outside the standard schedule, and which premium rate applies. China's standard working-time system sets ordinary work at 8 hours per day and 40 hours per week, so daily totals matter as much as the weekly total.
The calculation also keeps breaks out of the paid total when they are unpaid. National law does not set one universal meal-break duration for ordinary adult employees. An ILO working-time review describes meal and rest breaks as generally starting after about 4 hours of work, lasting about 1 to 2 hours depending on the job, with at least 30 minutes excluded from working time.
A China time card should not collapse every extra hour into one overtime bucket. China's Labor Law requires at least 150% of normal wages for extended working hours, 200% for rest-day work when compensatory leave is not arranged, and 300% for work on statutory holidays. Those categories produce different pay even when the same hourly wage applies.
For example, an employee paid ¥45 per hour records paid working time of 8, 9, 8, 10, and 8 hours from Monday through Friday, plus 6 hours on a weekly rest day with no compensatory leave. Ordinary pay is 40 hours at ¥45, or ¥1,800. Extended working-hours pay is 3 hours at 150%, or ¥202.50. Rest-day pay is 6 hours at 200%, or ¥540. Total gross time card pay is ¥2,542.50.
Break entries change the result because a shift span is not the same as working time. A 9:00 to 18:00 day with a 1-hour unpaid meal break produces 8 paid working hours. The same span with a 30-minute unpaid break produces 8.5 paid working hours. The time card must record the break rule used before payroll applies any premium category.
Short work breaks need different handling. The ILO review notes that some enterprises provide 20-minute morning and afternoon work breaks after about 2 hours of work, and those work breaks count as working time. Treating those short work breaks as unpaid reduces payable hours incorrectly and can also hide extended working hours near the 8-hour daily standard.
A calculator is enough when you need to check one employee's day, confirm a weekly total, or estimate pay before payroll closes. It gives a fast answer when the inputs are already clear: start time, end time, unpaid break time, rest-day work, statutory-holiday work, hourly wage, and any compensatory leave treatment.
A managed workflow becomes necessary when multiple employees submit time cards every week. Everhour timecards support payroll review with daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, exports, Team Hours reporting, and optional Slack summaries, so approved time can move from review to payroll without rebuilding the record by hand.
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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A China time card total uses paid working time, unpaid meal or rest time, rest-day work, statutory-holiday work, and extended working hours. The standard working-time system uses 8 hours per day and 40 hours per week, so the calculation should preserve both daily and weekly totals instead of relying only on one weekly number.
Enter unpaid meal breaks as a deduction from the shift span before calculating paid working time. National law does not set one universal meal-break length for ordinary adult employees, but the ILO working-time review describes at least 30 minutes of meal or rest time as excluded from working time in the break pattern it summarizes.
Rest-day work uses a different premium when compensatory leave is not arranged. China's Labor Law requires at least 200% of normal wages for rest-day work in that case. Extended working hours use at least 150%, while statutory-holiday work uses at least 300%, so the time card must label the work category clearly.
A standard time card should not use monthly averaging to erase daily overtime categories. China's rules set ordinary work at 8 hours per day and 40 hours per week under the standard system. Irregular or comprehensive working-hour systems may be used only under the relevant approval framework when the standard system cannot be implemented.
The most common calculation mistake is treating the shift span as paid working time without subtracting unpaid meal or rest time. A second mistake is mixing extended working hours, rest-day work, and statutory-holiday work into one overtime line even though China's Labor Law applies 150%, 200%, and 300% minimum rates to different categories.
Everhour timecards record daily, weekly, and monthly work-hour totals, then let admins review Team Hours, compare project hours with working hours, and export timecard data for payroll checks. Managers can use approved timecard records to spot missing or excessive hours before payroll uses the totals.
Use approved timecards, daily totals, and Team Hours review before payroll closes. Everhour keeps work-hour records organized for payroll review and export.
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