China working-hour and privacy rules shape timesheet setup. Everhour supports controlled team time workflows for payroll and billing review.
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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Use this page to decide what a China-focused timesheet app should collect before hours reach payroll, billing, or management reports. 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, so daily and weekly totals both matter. The app should make those totals visible without forcing every employer into one universal clock-in method.
A practical record links each entry to an employee, date, work item, project, and approval status. The Labor Contract Law also requires an employer to establish an employee roster from the date the employment relationship starts, so timesheets should align with employee records instead of sitting in a separate spreadsheet with unclear names, teams, or employment status.
China's Personal Information Protection Law treats identifiable electronic or non-electronic employee time records as personal information. Basic time entries for HR management can be handled when necessary under lawfully formulated labor rules, organizational structures, or lawfully concluded collective contracts. A timesheet app should therefore support clear policies, limited access, and consistent review instead of collecting more worker activity data than the workflow requires.
Biometric and individual location tracking sit in a stricter category under PIPL because they are sensitive personal information. An app that uses fingerprints, face data, GPS, or similar monitoring needs a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. For many office, agency, and project teams, task-based time entries give managers usable records without moving into sensitive monitoring.
A good China timesheet workflow separates ordinary hours, extended working hours, rest-day work, and statutory-holiday work because different overtime pay rates apply. 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 single weekly total hides those differences and creates payroll cleanup.
The same law limits extensions after consultation for production or business needs: generally no more than 1 hour per day, up to 3 hours per day for special reasons, and no more than 36 hours per month. Timesheets should flag unusually long days, month-to-date overtime, missing approvals, and late edits. Managers need exception visibility before payroll closes, not after wage questions arrive.
A one-off timesheet export works for a small team that only needs this week's hours, names, dates, and manager signoff. It is also enough for a contractor-style project where the buyer asks for a simple summary. Mainland China users still need readable presentation, and Putonghua with standardized Chinese characters makes Simplified Chinese localization the baseline expectation for business use.
A managed workflow becomes necessary when several teams submit time, managers approve entries, payroll reviews exceptions, and billing needs project-level support. Everhour Team Management fits that ongoing process with approval workflows, locked periods, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. The benefit is a controlled record before hours move into reporting, payroll, or client billing.
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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No. China's national labor rules create working-hour, overtime, employee-roster, and wage-payment obligations, but they do not prescribe one universal clock-in system for all employers. Employers still need reliable records that support daily hours, weekly totals, overtime review, payroll checks, and internal employment records.
A China timesheet should show daily totals and weekly totals because the 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 should also make extended hours visible because monthly overtime extensions are limited.
Yes. Rest-day work and statutory-holiday work need separate classification because the Labor Law applies different overtime pay rates. Covered work beyond regular hours requires at least 150% pay, rest-day work without compensatory leave requires 200%, and statutory-holiday work requires 300%.
Yes. Under PIPL, electronically recorded or otherwise recorded information relating to an identified or identifiable natural person is personal information. Identifiable time entries and attendance logs fall within that regime, so access, retention, policy basis, and employee notice matter.
Employers should avoid treating location, biometric, or device activity tracking as ordinary time entry. PIPL treats biometric information and individual location tracking as sensitive personal information, requiring a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise.
Everhour Team Management gives admins lock rules, approval workflows, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide policy defaults. Those controls help managers review submitted time before reports, payroll checks, or billing records use it.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with columns, grouping, filters, date ranges, and exports. Teams can download reports in CSV, Excel/XLSX, or PDF for payroll review, client summaries, or internal archive needs.
Use Everhour Team Management to set approvals, locks, roles, limits, and capacity rules around every timesheet before hours feed payroll, reporting, or client billing.
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