Everhour tracks work hours for payroll review, while China timesheets need careful separation of ordinary time, breaks, and overtime categories.
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A China timesheet total answers three practical questions: total paid working time, unpaid meal or rest time, and which hours fall outside ordinary working time. China's standard working-time system sets ordinary work at 8 hours per day and 40 hours per week. That baseline matters because extended working hours, rest-day work, and statutory-holiday work use different pay treatment.
The calculation also keeps absence and breaks out of the paid total. China's national Labor Law and State Council hours regulation do not specify one universal meal-break or rest-break duration for ordinary adult employees. An ILO working-time review describes meal and rest breaks after about 4 hours of work, generally 1 to 2 hours long, with at least 30 minutes excluded from working time.
Start with each day's start time, end time, and unpaid break. Use 24-hour entries such as 09:00 to 18:00 with a 1-hour unpaid meal break. Subtract unpaid break time before adding the day to the weekly total. Short work breaks need different treatment when company policy treats them as paid working time, and the ILO review notes that some 20-minute morning and afternoon work breaks count as working time.
For example, an office administrator in China earns ¥42 per hour and records paid daily totals of 8, 9, 8, 10, and 7 hours from Monday through Friday, plus 6 hours on a weekly rest day with no compensatory leave arranged. The payroll total is 48 paid hours, split into 39 ordinary hours, 3 weekday extended hours at 150%, and 6 rest-day hours at 200%, for ¥2,331 before deductions.
China's Labor Law uses three overtime pay rates: 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. A timesheet that only shows total hours hides the rate category and creates payroll errors, especially when one week includes both weekday extensions and rest-day work.
Approval status also matters. 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 may be used only under the relevant approval framework. A calculator can total hours, but payroll classification needs the approved schedule type, company records, and the worker category.
A one-off calculator is enough when you need to total one person's week, subtract known unpaid meal time, or check whether entries exceed ordinary daily or weekly hours. It works best when the schedule is simple, all punches are complete, and rest-day or statutory-holiday work is already labeled correctly.
A managed workflow is better when managers approve time before payroll, lock closed periods, correct missing punches, and preserve a record of changes. Everhour Time Tracking supports timers and manual entries, then feeds approved time into timesheets, reporting, budgeting, invoicing, and payroll review. Admin controls such as approvals, reminders, locked periods, and timer rules keep repeated timesheet work controlled.
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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Subtract unpaid meal or rest time from each shift before adding the day to the weekly total. China's national rules do not set one universal meal-break duration for ordinary adult employees, so use the actual policy, contract, or workplace rule that applies. Keep paid short work breaks inside working time when the applicable policy treats them as paid.
Separate ordinary hours, extended weekday working hours, rest-day work, and statutory-holiday work. 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 statutory-holiday work. A single weekly total does not show which multiplier applies.
A weekly total alone is incomplete because China's standard system uses both 8 hours per day and 40 hours per week. Daily extended hours, weekly rest-day work, and statutory-holiday work need separate labels. Overtime limits also matter: extended work generally may not exceed 1 hour per day, with higher daily and monthly caps only for special reasons.
Rest-day work should be labeled separately from weekday extended hours. China requires employers to guarantee staff and workers at least one day off each week, and rest-day work has a different pay rule when compensatory leave is not arranged. Mixing rest-day hours into ordinary overtime can understate the payroll amount.
Irregular or comprehensive working-hour systems change how hours are reviewed, but they require approval under the relevant framework when the standard 8-hour-day and 40-hour-week system cannot be implemented. Keep the same accurate clock records, break records, and daily totals. Apply the approved schedule rules before classifying pay categories.
Everhour Time Tracking captures task and project hours through timers or manual entries, including tracking inside tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Those entries feed timesheets, reporting, budgeting, invoicing, and payroll review, with admin controls for approvals, locked periods, reminders, and timer rules.
Track daily hours, breaks, and corrections before payroll review. Everhour turns timers and manual entries into approved timesheets with locked periods and reminders, reducing repeated manual timesheet cleanup.
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