Everhour turns logged hours into reports, while China's labor and privacy rules shape the tracking setup.
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 |
|---|
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
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
You came to record work time for employees or project team members operating in China and turn those records into something usable for payroll, billing, or management review. The useful outcome is a clear timesheet, not a generic clock punch. Each entry should show the person, date, project or work category, start and end time or total hours, approval status, and notes that explain exceptions without exposing unnecessary personal details.
China's national labor rules do not prescribe one universal time-tracking system for all employers. They do set working-hour, overtime, employee-roster, and wage-payment obligations that make accurate records valuable. The Labor Contract Law requires an employer to establish an employee roster from the date the employment relationship begins, so attendance and time entries should connect cleanly to the worker record used by HR.
Start with identification fields: employee name or ID, department, manager, work location if collected, project, task, and pay or billing category. Add the time fields used for review: date, scheduled hours, actual start and end time, meal or rest breaks where tracked, total working time, overtime category, and approver. Keep corrections visible with the edit date, editor, and reason, because late changes affect payroll and client charges.
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. It also limits extensions generally to 1 hour per day, up to 3 hours per day for special reasons, and no more than 36 hours per month. Time records should separate extended hours, rest-day work without compensatory leave, and statutory-holiday work because the minimum pay rates differ: 150%, 200%, and 300%.
Identifiable attendance logs are personal information under China's Personal Information Protection Law, because they relate to an identified or identifiable natural person. Routine HR timekeeping can use the PIPL basis for necessary human-resources management when the handling follows lawfully formulated labor rules and structures or lawfully concluded collective contracts. Keep the notice, retention rule, and access permissions aligned with that purpose.
Biometric attendance and individual location tracking need stricter treatment. PIPL classifies biometric information and individual location tracking as sensitive personal information, so processing requires a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Cross-border transfer of employee time data requires a PIPL transfer route, notice to the individual, and separate consent. Mainland users also expect Putonghua and standardized Chinese characters, making Simplified Chinese the baseline interface choice.
A one-off tracker is enough when you need a weekly total, a draft invoice backup, or a quick check against a manager's schedule. That approach breaks down when a China team spans projects, approvers, pay categories, or client contracts. Re-keying time into payroll, billing, and management spreadsheets creates version conflicts, missed overtime categories, and weak audit trails for corrections.
A managed workflow keeps daily entries, approvals, reports, and exports in one place. Everhour Reporting fits that deeper setup by turning logged time, budgets, costs, and project data into reports with 45+ columns, filters, grouping, date ranges, conditional formatting, and CSV, Excel/XLSX, or PDF exports. Teams can review Team Hours and custom reports before payroll, billing, or profitability review.
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 national labor rules do not impose one universal clock-in method for every employer. The practical requirement is record quality: the employer still manages working-hour, overtime, employee-roster, and wage-payment obligations. A paper register, spreadsheet, badge system, or digital tracker needs enough detail to support those obligations and match the employee roster required by the Labor Contract Law.
Link each time record to the worker's roster identity, role, department, and employment dates used by HR. The Labor Contract Law requires the employer to establish an employee roster from the date the employment relationship is established. Mismatched names, informal nicknames, or disconnected project aliases make payroll review harder and weaken the connection between attendance, wages, and the employment record.
Separate ordinary extended working hours, rest-day work where compensatory leave is not arranged, and statutory-holiday work. China's Labor Law sets minimum overtime pay rates of 150%, 200%, and 300% for those categories. A single overtime bucket hides the pay rule that applies and forces payroll reviewers to reconstruct the calendar after the fact.
Reports should flag ordinary daily and weekly totals against the Labor Law standard of no more than 8 hours per day and no more than 44 hours per week on average. They should also flag extensions above the general 1 hour per day limit, the exceptional 3 hours per day limit, and the 36 hours per month limit.
Employee time data that identifies a person is personal information under PIPL. Providing that data outside China requires an approved PIPL transfer route, such as a security assessment, certification, standard contract, or another authorized condition. The employer also needs notice to the individual and separate consent. Export only the fields the outside reviewer needs.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, grouping, metadata filters, date ranges, and conditional formatting. Managers can use Team Hours and custom reports to review overtime visibility, then export CSV, Excel/XLSX, or PDF files for payroll, billing, or archive work.
Everhour Timesheets lets team members submit weekly project hours or working hours for review, then managers approve, reject, or partially approve the submission. Submitted and approved time is locked for regular members unless it is withdrawn or rejected, which protects the review trail before payroll or client billing.
Move beyond one-off totals with reporting that groups time by person, project, client, date range, and overtime context. Everhour turns logged work into exportable reports for billing, payroll review, and profitability analysis.
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