Everhour connects time tracking with budgets and billing, while China's working-hour rules make accurate employee records essential.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Use this page to frame the employee time records a China-based team needs before payroll, billing, or internal cost review. China does not require one universal clock-in system for every employer, but national labor rules do set working-hour, overtime, employee-roster, and wage-payment obligations. A usable time record shows who worked, the date, the start and end pattern, break treatment, project or cost category, and manager review status.
The practical goal is a defensible weekly view, not a pile of raw punch data. China's Labor Law sets ordinary working time at no more than 8 hours per day and no more than 44 hours per week on average. That baseline makes daily totals, weekly totals, rest-day work, and statutory-holiday work the records that matter most when an employer checks attendance, pay, overtime exposure, and staffing patterns.
China's Labor Law sets different overtime pay rates by work type: at least 150% for extended working hours, 200% for rest-day work when compensatory leave is not arranged, and 300% for statutory-holiday work. A time tracking app should separate those categories instead of storing one undifferentiated "extra hours" total. That structure gives payroll and managers a cleaner review path before wage calculations leave the system.
Overtime extensions also need visibility before they become a monthly problem. Employers may extend working hours after consultation for production or business needs, generally by no more than 1 hour per day, up to 3 hours per day for special reasons, and no more than 36 hours per month. Time records should flag daily extensions and cumulative monthly overtime so reviewers see the pattern while schedules can still be corrected.
Identifiable attendance records are personal information under China's Personal Information Protection Law. A time tracking app should collect the fields needed for attendance, payroll, scheduling, billing, and project review, then restrict access to people who have a work reason to see the data. Ordinary HR management can rely on PIPL's HR-management basis when handling is necessary under lawfully formulated labor rules or lawfully concluded collective contracts.
Extra monitoring needs a tighter standard. PIPL treats biometric information and individual location tracking as sensitive personal information, so those features require a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Cross-border transfer of employee personal information also requires a valid PIPL transfer route, notice to the individual, and separate consent. Mainland teams should also expect Putonghua and standardized Chinese characters in employee-facing workflows.
A simple time tool is enough when you need a weekly record, a small-team attendance summary, or a one-off export for manager review. It should capture daily hours, project or department labels, overtime categories, and approval notes without forcing every employee into a complex setup. That approach works for a small China-based office with stable schedules and limited billing or project-cost reporting needs.
A managed workflow fits better when tracked time affects budgets, client billing, staffing, or payroll review every week. Everhour Project Budgeting tracks hour-based and money-based budgets as people log time and expenses, supports recurring budget periods, and sends threshold alerts at 75%, 90%, 100%, or custom levels. Teams can connect time records to project budget control instead of rebuilding the same review in 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 does not prescribe one universal time-tracking system for all employers. National rules create working-hour, overtime, employee-roster, and wage-payment obligations, so employers need records that support those obligations. The system can be digital, manual, or mixed, as long as it produces accurate and reviewable records for the workforce and work pattern.
Time records should show daily hours and weekly totals because China's Labor Law sets ordinary working time at no more than 8 hours per day and no more than 44 hours per week on average. Records should also identify extended work, rest-day work, and statutory-holiday work because those categories affect overtime review.
A China-focused time record should separate ordinary extended hours, rest-day work without compensatory leave, and statutory-holiday work. China's Labor Law uses at least 150%, 200%, and 300% pay rates for those categories. Mixing them into one overtime bucket creates payroll cleanup and weakens management review.
Location and biometric attendance data need stricter handling under China's PIPL because biometric information and individual location tracking are sensitive personal information. Employers need a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Basic time entry creates less privacy risk than broad monitoring.
Employee time data that identifies a person is personal information under PIPL. Providing that information outside China requires a valid transfer route, such as a security assessment, certification, standard contract, or another authorized condition, plus notice to the individual and separate consent. Employers should check data hosting and export workflows before rollout.
Everhour Project Budgeting connects logged hours to hour-based or money-based project budgets, including recurring budget periods and alerts at 75%, 90%, 100%, or custom thresholds. A manager can review employee time against project limits before costs run past the approved plan.
Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, or partially approve submitted time. Submitted and approved time stays protected from regular member edits, which gives payroll or billing reviewers a cleaner record.
Track employee hours against project budgets, set recurring limits, and receive budget alerts before work exceeds plan. Everhour connects time records to budget control and billing review.
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