The basis of labour law and the rules of pay behind the calculation of working hours
The calculation of working hours appears to be a simple "hours off work minus hours off work", which is based on the multiple logic of labour law, remuneration structure and personal health management. Article 36 of the Labour Code clearly stipulates that the State shall introduce a system of working hours for workers not exceeding eight hours per day and an average of forty-four hours per week; The State Council ' s Regulation on Working Hours further narrows the standard working hours to 8 hours per day and 40 hours per week. This means that the excess is overtime and that overtime is payable as provided by law. This tool is based on the standard model design: the default of 8 hours is standard working hours, over and above the automatic credit for overtime and the conversion of overtime at the multiple rate you set.
It is noteworthy that since 2025, some of the pilot "flex work" and "integrated calculation of working hours" have been carried out in some areas, but standard working hours are still applied in the vast majority of enterprises. The fact that you are in any system of working hours and are in control of your daily, weekly and monthly real investment is the first step in determining whether your remuneration is reasonable and healthy or not you overstretched. The tool's "cycle statistics" function can export cumulative weekly hours of work and monthly hours of work, which will facilitate comparison with the statutory ceiling (approximately 174 hours per month).
21.75 How do you figure out the number of days of pay? Why not 22 or 21?
Many HR and workers are confused about this figure. Number of monthly salary days = (365 days - 104 days rest days) ÷ 12 months = 2175 days. The key here is: 11 days of official holidays, but...Pay； 104 Days of RestUnpaid。 So the actual number of days paid per year is 365 - 104 = 261, and the average for 12 months is 21.75 days. This figure is used to convert the daily and hourly salary: daily salary = monthly salary ÷ 21.75, hourly salary = daily salary ÷ 8. This tool is entered by default in 21.75, which is revised by the actual pay day if you are in a unit for small or single weeks: about 26 days for single days and 23.83 days for small and medium weeks.
A detail that is often overlooked: the basis for calculating overtime is the worker himself.Normal working hours(c) Wages, excluding bonuses, allowances and benefits. In other words, if the monthly salary of 10,000 consists of 2,000 meals, the overtime base is calculated at 8,000, not 10,000. The tool is streamlined and recommends that you fill in the stable monthly salary after the floated portion, with a result closer to the actual due.
1.5 times the legal basis for normal overtime, 2 times the weekend, 3 times the holiday
Article 44 of the Labour Code provides for the payment of wages for three types of overtime: the extension of working days (hours worked longer) is not less than 150 per cent of the salary; (b) No less than 200 per cent of the rest days cannot be allocated for overtime; The statutory holiday schedule is no less than 300 per cent overtime. The term “wage” in this context refers to the above-mentioned base salary for normal working hours. The default multiplier of this tool is 1.5, corresponding to the overtime scenario for the working day; For weekend overtime read 2 for official holidays (1 New Year, 3 Spring, 1 Dawn, 1 Labour Day, 1 midday, 1 mid-autumn, 3 National Days, 11 Days)
There is also a rule that is easily ignored: overtime on rest days can be "replaced off" but on official holidays.couldn'tWith the transfer credit, 300 per cent of overtime must be paid. If an enterprise is forced to move without paying overtime, the worker may file a complaint with the Labour Inspectorate. This tool only provides a mathematical estimate, with the final settlement based on the labour contract and actual issuance.
Total length vs net length: 10 hours in the company is not equal to 10 hours of work
Many people have given "the 12 hours today at the company" to highlight their efforts, but the real measure of output isNet working hours。 After a total hour of lunch break, dinner break, short coffee breaks, the total hours of work may be only 7-8 hours. The "total rest time" field of this tool supports customisation and accurately reflects actual work input. It is recommended that real breaks be recorded every day and that the gap between "in company time" and "working time" be found at the end of the month.
The cross-day shift also requires special attention. Night workers often work at 22:00 hours, and work hours at 06:00 hours the following day, when the value of hours worked is lower than the number of hours worked. This tool automatically recognizes this situation, adding 24 hours to the hours of work, to ensure that the net duration is accurate. But if your shift spans more than 24 hours (almost rarely), it should be recorded in two days.
Mainstream class pattern comparison: 996, 9-6, 10-7, 9-50-0
The tool foresees four common classes: standard 9-6 (09:00-18:00, lunch break 60 minutes, net working hours 8 hours), mode 996 (09:00-21:00, lunch dinner 120 minutes, net working hours 10 hours, overtime 2 hours), elastic 10-7 (10-15:00, afternoon break 60 minutes, net working hours 8 hours, suitable for late working time for a family), and five-and-a-half hours nine-a-half hours (0830-17:30, noon break 60 minutes, net working hours 7.5 hours, common for foreign enterprises). Click the corresponding button to load the parameters with one key and without manual adjustments.
The 996 model was extensively discussed in the Internet industry since 2019, and Ma Yun's "996" speech was highly controversial. From a health perspective, the long term 996 can lead to increased chronic fatigue, sleep disorders, cardiovascular risk, and WHO has included "long work" as a risk factor for cardiovascular diseases. The tool's "overtime alert" feature automatically starts when the overtime is over three hours a day, so you are reminded of the rest. From a legal standpoint, overtime is payable 1.5 times the daily overtime rate for 2 hours per day under mode 996 and is payable approximately $86 per day and cumulatively around $1,720 per month for 10,000 employees; If the enterprise does not pay, it is an offence.
Accurate formulas for overtime calculation and common traps
The core formula for overtime is:Overtime = overtime (hours) x hourly pay × overtime multiplier。 of which hourly = monthly salary 21.75 ÷ 8. (a) The monthly salary of 10,000 yuan per month, and the hourly rate of 57.47 yuan per hour; Overtime, 2 hours per hour, overtime = 2 x 57.47 x 1.5 ≈ 172.41 yen/day. This tool is calculated using this formula and is produced in real time in the "Terrestrial Overtime Today" field. It is important to note that many enterprises have included overtime payments in the performance bonus or the "full-time bonus" which is actually illegal - overtime payments must be shown separately and cannot be combined with the bonus, without which the worker cannot verify.
Another trap is "replacement deduction overtime." Overtime payment of 150 per cent of the workday is required and cannot be replaced by mandatory transfer; (b) Overtime on rest days may be subject to the option of transfer or payment of 200 per cent overtime, to be negotiated between the parties; Overtime on official holidays must be paid at 300 per cent overtime and cannot be replaced by a transfer. If an enterprise does not pay overtime on the basis of the "integrated working hours" system, it should be confirmed whether it is approved by the social services sector - the comprehensive working hours system requires administrative authorization and cannot be declared unilaterally by the enterprise.
Occupational health risks are seen in working-time data
A joint study by the World Health Organization (WHO) and the International Labour Organization (ILO) in 2021 showed that work in excess of 55 hours per week (approximately 11 hours per day) was significantly related to increased risks of strokes of 35 per cent and amulatory heart disease of 17 per cent. The tool's "accumulative monthly working hours" field is designed for this health monitoring: the cumulative monthly period exceeds 200 hours (approximately 9 hours per day x 22 days) and is alert to over 240 hours (approximately 11 hours per day x 22 days) as a high-risk zone. The current working tempo of you can be seen in the context of overtime alerts as overdrafting life.
The early signals of professional fatigue (Burnout) are often manifested in the blight of the morning for more than two weeks in a row, the loss of interest in the work content, the marked decline in efficiency, the anger or the mood. The adjustment of working hours may not be sufficient at this time and a combination of psychological counselling, sports, leave, etc. is recommended. This tool helps you quantify the time data, but health judgements still need to be combined with individual subjective perceptions and medical examinations.
Hours perspective in salary negotiations and jump-starting decisions
When comparing the two jobs, a single monthly salary leads to misleading decisions. A Company monthly salaries of 15, 9-6, double breaks and low overtime; B Monthly salary of the company: 20,000, 996 single breaks. On the surface, B is 5,000 more, but the actual comparison should be converted toReal hourly pay.。 A: 15,000 ÷ 21.75 ÷ 8 ≈ 86.21 EK/h; B: Net monthly work hours of approximately 10 x 26 = 260 hours, real hourly pay of 20,000 ÷ 260 ≈ 76.92 EK. Conclusion: A is paid more at a higher hourly rate and has a lower health cost. That's why many seniors who jump to negotiate would ask HR to produce a "hours and pay schedule" that this tool could serve as a reference for personal estimates.
Another technique for the jumper negotiations is:Overtime base。 Some companies wrote "20,000 monthly salary" on offer, but the contract indicated that the base for overtime was the local minimum wage (e.g. 2,690 yuan/month in Shanghai), and that actual overtime payments were calculated on that basis, which resulted in far less than expected. The basis for overtime calculation should be confirmed prior to signature and included in the terms of the contract, as necessary.
The use of this tool is both context and privacy advantage
This tool is appropriate for a variety of scenarios:Daily records(Input off work and rest every day, and reset overtime at the end of the month)Jumping slot assessment(to convert real hourly pay when comparing to value)Pay negotiations(with quantitative data to communicate with HR)Health monitoring(Accumulated weekly/monthly working hours alert)Legal Defence(Quantified length of overtime, to be used as reference for evidence of labour arbitration). All calculations are performed locally in browsers, configured to be stored only in localStorage, not uploaded to local processing of sensitive payroll data.
URL Hash sharing is a major highlight of this tool: once the parameters are completed, the address bar automatically generates a Hashi link containing the configuration, copying to a colleague or friend can share your working hours configuration, and the same parameter can be seen when the other side opens the link. This sharing does not require any account number and does not pass through the server, further safeguarding privacy. When batch comparisons are required, multiple different Hash tabs can be opened at the same time.
Progress of science using this tool
The long-term use of the proposal is to establish a monthly working time bill: the accumulated hours worked in the previous month, overtime payments, average hourly pay, at the beginning of each month, to track trends. If a decline in the average hourly pay over a period of three months is found, indicating that the increase in pay has not kept pace with the increase in working hours, consideration should be given to communicating with the superiors to move the pay or optimize the workflow. If the cumulative working hours exceed 240 hours for three consecutive months, leave shall be arranged on an initiative or a medical examination shall be sought. Health is more important than short-term performance.
For managers, this tool can also be used for team hours management: team members are required to submit weekly time data, statistical teams are required to provide average distribution of hours worked and overtime, and to identify unequal job assignments or process bottlenecks. However, please note that when collecting data on working hours of employees as manager, the use is clearly communicated and consent is obtained, and the relevant provisions of the Personal Information Protection Act are complied with. This tool does not in itself have any data to transfer and is suitable as an individual estimation tool, and the team scene suggests a combination of professional HR systems.
Finally, this tool is based on the general labour law rules and wage formula, and the output is for personal reference only and cannot be a substitute for the final determination of the labour contract, the enterprise regulations or the labour inspectorate. Specific disputes suggest consulting professional labour law lawyers or local labour inspectorates. The point of scientific calculations is to give both employers and employers a quantitative basis and to avoid "sension" judgements, which is the true value of the working-hour calculation tool.