Everhour turns work hours into reports, while China's labor rules require careful overtime and privacy controls.
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.
Use this page to organize work hours for employees, contractors, teams, or client projects in China. The practical goal is a record that shows who worked, which project or task they worked on, the date, the hours, and the status of any review. A weekly total alone leaves payroll, billing, and overtime questions unresolved.
China does not impose one universal clock-in system for every employer. The Labor Law still sets working-hour and overtime boundaries, and the Labor Contract Law requires an employer to establish an employee roster from the date the employment relationship starts. Your time records should support those obligations without collecting more employee data than the workflow needs.
A useful time entry includes the employee or worker name, date, start and end time or total hours, project, task, location only when needed, approver, and notes for exceptions. Separate ordinary work from rest-day work, statutory-holiday work, leave, and corrections. That structure gives payroll and managers a record they can inspect without reconstructing the week from chat messages.
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. A defensible record keeps those checks visible.
Identifiable time entries and attendance logs qualify as personal information under China's Personal Information Protection Law. Ordinary HR timekeeping can be handled without separate consent when necessary for human-resources management under lawfully formulated labor rules or a lawfully concluded collective contract. That basis does not turn every monitoring method into a low-risk HR process.
Biometric information and individual location tracking are sensitive personal information under PIPL. Use them only for a specific purpose, with sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Cross-border transfers of employee time data require a PIPL transfer route, individual notice, and separate consent. Mainland business users also expect Putonghua and standardized Chinese characters, so Simplified Chinese presentation is the baseline.
A free time record works for a one-off weekly review, a small client invoice, or a quick check of ordinary hours against exceptions. It is enough when one person controls the entries, approvals are informal, and the record does not need to feed recurring reports, payroll review, or client billing every month.
A managed workflow becomes necessary when several people track time across projects, managers approve submissions, and finance needs repeatable exports. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. That structure keeps China work-hour review separate from privacy-heavy monitoring.
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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Summer 2026
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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 prescribe one universal time-tracking system for all employers. Employers still need records that support working-hour, overtime, employee-roster, and wage-payment obligations. A spreadsheet, time app, or attendance platform can work if it captures the right facts and fits the employer's labor rules.
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. Time records should separate those categories instead of storing one undifferentiated overtime total.
Location tracking and biometric information are sensitive personal information under PIPL. Employers need a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Basic time entry usually needs fewer privacy controls than facial recognition, fingerprint scans, or continuous location monitoring.
Daily entries give payroll and managers a clearer record because China's Labor Law includes daily and monthly overtime limits, not only weekly working-time context. Weekly totals hide which day created an exception and make rest-day or statutory-holiday work harder to classify.
Providing personal information outside China requires a PIPL transfer route, such as a security assessment, certification, standard contract, or other authorized condition. The individual also needs notice and separate consent. A company using overseas payroll, HR, or reporting systems should confirm that transfer path before sending identifiable time data abroad.
Everhour Reporting lets teams build reports from logged time, project data, costs, and budgets using 45+ columns, grouping, metadata filters, date ranges, and conditional formatting. Reports can be exported as CSV, Excel/XLSX, or PDF for payroll review, billing backup, or management records.
Everhour Timesheets let users submit weekly project hours or working hours for manager review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members so payroll and billing use reviewed records.
Track approved hours, group them by person, project, client, or date, and export repeatable review files with Everhour Reporting for cleaner payroll, billing, and management control.
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