China Overtime Pay Calculator (150%, 200%, 300%)
Factories in China run heavy overtime around orders and festivals, and the statutory multipliers make it expensive. Use this calculator to price overtime per person and to see when hours run past the legal monthly limit.
Your numbers
The wage base your contract or local rules use for overtime. Confirm if allowances are included.
Your results
Estimate based on the national 21.75 day convention. Comprehensive and flexible working-hour systems, local rules and contract terms can change the result.
Overtime pay vs weekday overtime hours
Sweeps Weekday overtime from 0 to 60, holding your other inputs fixed.
Overtime exposure report from your MES
Optional: a read-only report that flags employees near the monthly overtime limit from your shop floor data.
Optional. The tool and every export work without this. No spam.
How to use it
Enter the monthly wage that your contract or local rule uses as the overtime base, pick the monthly paid days and daily hours, then fill overtime hours for each category. Weekday overtime is hours worked after the standard day. Rest day overtime applies only when the employer does not grant compensatory time off. Statutory holiday overtime is paid at the highest rate and cannot be replaced by time off. The result shows each pay line, total overtime and gross pay.
The rules behind the multipliers
The Labor Law sets overtime at not less than 150% of the hourly wage on working days, 200% on rest days when no time off is given, and 300% on statutory holidays. The national paid-day convention is 21.75 days per month, which makes 174 hours at 8 hours per day. The general ceiling on extended hours is 3 hours per day and 36 hours per month. Employers using approved comprehensive or flexible hour systems follow different rules.
- Weekday: 150%
- Rest day without time off: 200%
- Statutory holiday: 300%
- Paid days basis: 21.75
- General limit: 36 extra hours per month
Worked example and mistakes to avoid
With a wage of CNY 6,500, the hourly rate is 6,500 / 174 = 37.36. Twenty weekday hours add 1,121 and eight rest day hours add 598, so overtime is about 1,719. Frequent mistakes are using 30 days instead of 21.75, applying 300% to ordinary Saturdays, ignoring the 36 hour limit during peak season, and basing overtime on the minimum wage when the contract wage is higher. Time-clock data in your MES should feed payroll to avoid disputes.
Frequently Asked Questions
Why 21.75 days and not 30?
The national convention treats a month as 21.75 paid working days after removing rest days and statutory holidays, which gives 174 hours at 8 hours a day. Hourly overtime is derived from that figure.
Can rest day overtime be replaced with time off?
Yes. If the employer arranges compensatory time off for rest day work, the 200% payment is not owed. Statutory holiday work, however, must be paid at 300%.
Does the 36 hour limit include holidays?
Practice varies by region. This tool counts weekday and rest day hours against the limit and lists holiday hours separately. Check your local labor bureau guidance.
Which wage counts as the base?
It is usually the contract wage or the actual pay standard, and local courts can include fixed allowances. A base below local minimum wage is not safe. Confirm with counsel for your city.
If overtime hours are scattered across MES, attendance machines and ERP labor tickets, Netray can build a read-only report that reconciles them. We can deploy it on your own network.
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