Everhour organizes timesheets and team approvals, while China's labor rules require careful handling of hours, overtime, and employee data.
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 organize timesheets for employees, teams, contractors, or client-facing work in China. The practical output is a weekly or daily record that shows who worked, which work they performed, which hours belong to regular work, and which entries need review before payroll, billing, or management reporting.
China does not prescribe one universal clock-in system for all employers. The Labor Law still sets concrete working-hour and overtime rules, and the Labor Contract Law requires an employer to establish an employee roster from the date the employment relationship starts. A timesheet workflow should connect time entries to that employment record instead of leaving attendance, task work, and payroll review in separate files.
A China-focused timesheet should identify the worker, employment relationship, date, project or department, start and end time, break time, total working time, approval status, and notes for corrections. For payroll review, separate ordinary working hours from extended hours, rest-day work, and statutory-holiday work because the pay treatment is different.
The Labor Law sets a working-time system of no more than 8 hours per day and no more than 44 hours per week on average. It also 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 timesheet that mixes these categories creates payroll cleanup work later.
Identifiable time entries and attendance logs are personal information under China's Personal Information Protection Law because they relate to an identified or identifiable natural person. Ordinary HR processing 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.
Sensitive tracking needs a higher bar. Biometric information and individual location tracking are sensitive personal information under PIPL, so they require a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise. Mainland business users also expect Putonghua and standardized Chinese characters, so Simplified Chinese labels reduce confusion in daily time entry and approvals.
A spreadsheet works for a short project when one person records hours, reviews them once, and files the result locally. It breaks down when managers need approvals, locked periods, correction history, team groups, project assignments, weekly capacity, or policy defaults that apply consistently across a larger team.
Everhour Team Management supports that managed workflow with lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. The free one-off record gives you a weekly total; a system of record gives managers a controlled path from time entry to review, reporting, billing, or payroll handoff.
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's national labor rules do not impose one universal clock-in system for all employers. Employers still need records that support working-hour, overtime, employee-roster, and wage-payment obligations. A paper form, spreadsheet, attendance device, or software workflow can serve that purpose if it produces clear, reviewable records.
Separate ordinary working time, extended working hours, rest-day work, and statutory-holiday work. China's Labor Law uses different overtime pay rates for those categories: at least 150%, 200%, and 300% respectively. A single "overtime" bucket loses the distinction payroll needs.
A timesheet can include basic identifiable time entries for HR management when the processing basis is valid. Location tracking and biometric information receive stricter treatment under PIPL as sensitive personal information, so employers need a specific purpose, sufficient necessity, strict protection measures, and separate consent unless another law provides otherwise.
The common mistake is treating attendance, project time, and payroll categories as the same record. Attendance shows presence; project time explains what work consumed the hours; payroll categories determine ordinary work, extended hours, rest-day work, and statutory-holiday work. A strong setup keeps those links visible.
Mainland business users should expect Putonghua and standardized Chinese characters. Simplified Chinese labels for time categories, approval actions, and correction reasons make routine entry easier and reduce manager follow-up. English labels can remain useful for cross-border teams, but local users need the daily workflow in the national common written language.
Everhour Team Management lets admins set lock rules, correct time for team members, apply personal tracking limits, define weekly capacity, manage roles, assign projects, group teams, and use approval workflows. Those controls give managers a consistent review path before timesheet data moves into reporting, billing, or payroll review.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with columns, filters, grouping, date ranges, and exports to CSV, Excel/XLSX, or PDF. Managers can review approved time by person, project, client, billable status, or other report fields without rebuilding the dataset manually.
Set team rules once, approve time consistently, and keep corrections visible. Everhour Team Management connects time entry, approvals, capacity, roles, and project access into a cleaner operating workflow.
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