Everhour Timesheets supports payroll review, while China's 8-hour day and 40-hour week require precise break handling.
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A work-hours calculation in China answers a practical payroll question: how many paid working hours remain after unpaid meal or rest time comes out of the day. China's standard working-time system sets ordinary work at 8 hours per day and 40 hours per week, so daily and weekly totals both matter when you review a timesheet.
The result also helps classify extra time. 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. A single weekly total is useful, but payroll review still needs the reason for the extra hours.
Start with each day's work span, subtract unpaid meal or rest time, then add the paid daily totals for the week. Formula: end time minus start time minus unpaid break time equals paid daily hours. Weekly paid hours equal the sum of paid daily hours. Compare the total with the 40-hour standard week, then classify any extra time by the correct China category.
For example, an employee paid ¥32 per hour records paid daily totals of 8, 8, 9, 8, and 11 hours. The weekly total is 44 paid hours. Ordinary pay covers 40 hours at ¥32, which equals ¥1,280. The 4 extended working hours use at least 150%, so the overtime rate is ¥48 and overtime pay is ¥192. Total gross pay for those hours is ¥1,472.
China's national Labor Law and State Council hours regulation set working-hour caps, weekly rest, holidays, and overtime rules but do not specify a single meal-break or rest-break length for ordinary adult employees. An ILO working-time review describes meal and rest breaks as generally starting after 4 hours of work, lasting about 1 to 2 hours depending on the job, with at least 30 minutes not counted as working time.
Short work breaks need separate handling. The ILO review notes that some enterprises provide 20-minute work breaks in the morning and afternoon after about 2 hours of work, and those work breaks count as working time. Treating every pause as unpaid understates paid hours. Treating every meal period as paid overstates them. The timesheet should label break type, duration, and paid status.
A one-off calculation is enough when you need to check one employee's daily totals, subtract known unpaid breaks, or estimate the pay effect of a single week. It also works for a freelancer or small team that only needs a clean weekly total before issuing an invoice or reviewing a pay adjustment.
A managed workflow becomes necessary when multiple people submit time every week, managers approve corrections, or payroll needs locked records. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted entries before payroll, billing, or reporting use 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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China has no universal national meal-break duration for ordinary adult employees in the listed national rules. An ILO review describes meal and rest breaks as generally after about 4 hours of work, lasting about 1 to 2 hours, with at least 30 minutes not counted as working time. Record unpaid break time separately from paid work time.
China's State Council regulation and official workforce guidance state that the standard system is 40 hours per week. The Labor Law text still refers to an average cap of 44 hours per week. For ordinary timesheet calculations, use the 8-hour day and 40-hour week standard unless an approved alternative working-hour system applies.
Irregular or comprehensive working-hour systems require approval when the standard 8-hour-day and 40-hour-week system cannot be implemented because of the nature of work or production. A calculator can total the hours, but payroll review must confirm whether the approved schedule changes the way the hours are classified.
Extended working hours, rest-day work, and statutory-holiday work need separate labels because China's Labor Law uses different pay rates. Extended working hours require at least 150% of normal wages. Rest-day work requires 200% when compensatory leave is not arranged. Statutory-holiday work requires 300%.
A 20-minute work break does not automatically reduce paid hours. 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. Unpaid meal or rest time should be deducted only when the break type supports that treatment.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review submitted time before payroll or billing. Managers can approve, reject, partially approve, and lock entries, which helps preserve the approved record after corrections are complete.
Everhour can track time inside supported project tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Tracked time flows into one reporting layer, so teams can compare project hours with working hours without re-entering the same time in separate systems.
Use approved weekly timesheets before payroll or billing. Everhour keeps submitted hours reviewable, correctable, and locked after approval, giving teams a cleaner record than manual weekly calculations.
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