China's hour limits, overtime rates, and PIPL rules shape time records. Everhour supports reporting around tracked work.
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
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Frame the work record around employee identity, daily hours, overtime classification, approval path, and project attribution. National labor rules do not prescribe one universal clock-in system for all employers, but employers still need records that support working-hour, overtime, employee-roster, and wage-payment obligations. The practical output is a clear record of who worked, on which day, for which project or shift, and under which approval path.
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. 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 make those daily and monthly limits reviewable.
A complete record starts with employee name or ID, work date, start and end time, break time if tracked, total working time, project or cost center, location or work arrangement when relevant, and manager approval. The Labor Contract Law also requires an employer to establish an employee roster from the date the employment relationship is established, so time data should match the employee record used by HR and payroll.
Overtime needs a separate classification, not a hidden note inside total hours. China's Labor Law requires at least 150% pay for extended working hours, 200% for rest-day work when compensatory leave is not arranged, and 300% for statutory-holiday work. A clear entry separates ordinary hours from extended working hours, rest-day work, and statutory-holiday work before payroll calculates pay.
Identifiable attendance logs and time entries are personal information under China's Personal Information Protection Law because they relate to an identified or identifiable natural person. Ordinary HR handling can proceed without separate consent when it is necessary for human-resources management under lawfully formulated labor rules and structures or lawfully concluded collective contracts. The policy should state the work purpose, fields collected, retention approach, and review access.
Biometric information and individual location tracking sit in a stricter category under PIPL. They are sensitive personal information and require a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Cross-border transfers require a PIPL transfer route, notice to the individual, and separate consent. Mainland business users also expect Putonghua and standardized Chinese characters, so Simplified Chinese localization is the baseline.
A one-off spreadsheet or lightweight tracker is enough for a short internal review, a small contractor file, or a single weekly hours summary. It still needs daily hours, overtime labels, approver names, and a clean export that payroll or finance can archive. The weak point appears when records live in separate files and managers cannot compare hours, projects, approvals, and billing status in one place.
A managed workflow fits recurring projects, distributed teams, billable client work, and payroll review. Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with 45+ columns, grouping, filters, date ranges, exports, and scheduled email delivery. That matters when China records need both operational detail and a repeatable review trail for managers, finance, and client-facing billing.
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 impose one universal clock-in system for all employers. National labor rules set working-hour, overtime, employee-roster, and wage-payment obligations instead. An employer can choose a suitable method, but the record still needs enough detail to support daily hours, weekly averages, overtime review, payroll calculation, and HR reference.
Time records should separate ordinary working time, extended working hours, rest-day work without compensatory leave, and statutory-holiday work. China's Labor Law sets different minimum overtime pay rates for those categories: 150%, 200%, and 300%. Mixing them into one total creates payroll risk because the same number of hours can require different pay treatment.
Location tracking linked to an identifiable worker is sensitive personal information under PIPL. The employer needs a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Basic project time entry is different from continuous location monitoring, so employers should avoid collecting location data unless the work purpose requires it.
Mainland business users generally expect Putonghua and standardized Chinese characters, with Simplified Chinese as the baseline for practical localization. English labels can support regional or global reporting, but employee-facing time entry, approval notes, and payroll review fields work better when the local team can read and verify them without translation.
Personal information provided outside China needs a PIPL transfer mechanism, such as a security assessment, certification, standard contract, or another authorized condition. The individual also needs notice and separate consent. A global reporting setup should confirm the transfer route before attendance logs, time entries, or approval records leave China.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. Teams can use 45+ columns, metadata filters, grouping, date ranges, exports, scheduled email delivery, profitability dashboards, and Team Hours overtime visibility to review China records by person, project, client, approval status, and billing context.
Everhour can run inside supported project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Team members can track time against tasks while managers keep one time layer for timesheets, reports, budgets, invoices, and payroll review.
Track approved work hours, review overtime context, and schedule exports from Everhour Reporting so China teams have repeatable records for payroll, billing, and operational review.
14-day free trial · No credit card · Cancel anytime
