China's labor rules set concrete hour and overtime limits. Everhour supports timesheet review before payroll and billing.
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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A China time tracking workflow should show who worked, which day they worked, start and end context where needed, project or client allocation, time off, and manager approval status. The Labor Contract Law also requires an employer to establish an employee roster from the date the employment relationship is established, so time records should connect cleanly to worker identity and employment status.
The practical goal is a defensible weekly or monthly record, not a complicated surveillance system. China's national labor rules do not prescribe one universal clock-in system for every employer, but payroll teams still need records that explain ordinary hours, extended working hours, rest-day work, and statutory-holiday work. A clear approval trail reduces disputes when payroll, billing, or finance teams review the same period.
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 extended working hours after consultation for production or business needs, generally to no more than 1 hour per day, up to 3 hours per day for special reasons, and no more than 36 hours per month.
Overtime categories matter because the pay rates differ. 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 useful time tracking setup separates those categories instead of storing every extra hour as the same type of overtime.
Identifiable attendance logs and time entries are personal information under China's Personal Information Protection Law. Ordinary HR timekeeping can rely on the PIPL basis for necessary human-resources management under lawfully formulated labor rules and structures or lawfully concluded collective contracts, but the recordkeeping design still needs purpose, access, retention, and internal policy discipline.
Biometric checks and individual location tracking require stricter treatment because PIPL classifies them as sensitive personal information. Cross-border access also needs a proper PIPL transfer route, individual notice, and separate consent. Teams using global systems should confirm where employee time data is stored, who can access it, and whether mainland users receive Chinese-language presentation using Putonghua and standardized Chinese characters.
A simple weekly tracker is enough when one person needs a clean hours total, a manager review note, or a project breakdown for a short engagement. It works best when the team has few projects, no complex rest-day or holiday treatment, and no recurring handoff to payroll, finance, or client billing.
A managed workflow fits better when several people submit time, managers approve or reject entries, and locked records feed payroll or invoices. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for review, and let admins approve, reject, partially approve, and lock entries before those records move downstream.
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 does not impose one universal clock-in system for all employers. Employers still operate under working-hour, overtime, employee-roster, and wage-payment obligations. The recordkeeping method can vary, but the records should support payroll review, overtime classification, employee identity, and manager approval when a period is used for pay or billing.
Time records should separate ordinary extended working hours, rest-day work without compensatory leave, and statutory-holiday work. China's Labor Law sets different minimum pay rates for those categories: 150%, 200%, and 300%. Treating every extra hour as one bucket creates payroll review errors and makes the approval record weaker.
Identifiable attendance logs and electronic time entries are personal information under China's PIPL because they relate to an identified or identifiable natural person. HR teams can process necessary employee time data under lawful HR management rules, but access controls, purpose limits, and retention practices still matter.
Biometric attendance, individual location tracking, and cross-border access need extra review. PIPL treats biometrics and individual location tracking as sensitive personal information, and personal information provided outside China needs an approved transfer mechanism plus notice and separate consent. Basic manual time entry usually carries less privacy risk than continuous monitoring.
Mainland business users generally expect Simplified Chinese presentation because China's national common spoken and written language is Putonghua and standardized Chinese characters. Localization also reduces payroll review mistakes when employees choose overtime categories, submit weekly time, or read approval comments.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll or billing. Employees can submit time for approval, and admins can approve, reject, partially approve, or lock submitted entries when corrections or final records are needed.
Everhour Team Management supports lock rules after approval or after a selected period. Admins can stop regular members from editing approved time, which helps preserve the reviewed record used for payroll, client billing, or management reporting.
Move from one-off hour totals to submitted, approved, and locked timesheets. Everhour gives China teams a cleaner review path from weekly time entry to payroll and billing records.
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