Chinese policymakers are spearheading a critical movement against the pervasive culture of ‘invisible overtime’ during the ongoing Two Sessions, highlighting how digital connectivity has eroded traditional boundaries between professional and personal time. This modern workplace phenomenon sees employees consistently engaged in work-related communications through digital platforms beyond their official working hours without compensation or recognition.
National Committee member of the Chinese People’s Political Consultative Conference Lyu Guoquan, previously with the All-China Federation of Trade Unions, identified a significant legislative gap. Current labor regulations define working hours strictly through physical presence metrics, failing to account for remote digital engagements that constitute substantial unpaid labor. This legal oversight leaves millions of workers without protection or compensation for after-hours digital work.
NPC deputy Zhao Mingzhi from Liaoning province emphasized how highly digitalized corporations have institutionalized constant availability expectations. Flexible work arrangements, while beneficial in theory, have created an ‘always-on’ culture where employees face pressure to respond to work communications regardless of the hour, effectively extending working hours far beyond legal limits without documentation or remuneration.
The issue has gained substantial public traction, with a China Youth Daily survey revealing that over 50% of respondents prioritize working hour regulations and the ‘right to disconnect’ among their key concerns for the Two Sessions. This emerging concept would guarantee workers’ legal protection against penalties for refusing non-urgent digital communications outside contracted working hours.
Lyu proposed comprehensive legal amendments to explicitly define work-rest boundaries and establish the right to disconnect as a fundamental worker protection. Additionally, he recommended reforming labor arbitration procedures to simplify evidence collection processes, shifting the primary burden of proof to employers once workers provide preliminary evidence of after-hours work demands.
NPC deputy Lei Maoduan from Shanxi connected excessive overtime to broader societal challenges, noting its impact on family planning decisions among younger generations and overall social sustainability. Lei highlighted how internet companies have normalized extreme work models like ‘996’ (9am-9pm, 6 days weekly) and ‘big/small week’ rotations, often tying extended hours directly to performance evaluations and career advancement.
The proposed solutions include promoting results-oriented workplace cultures rather than time-based metrics, establishing clear after-hours communication guidelines, and implementing persistent legal regulations combined with strict supervision and industry self-discipline. Legislators emphasize that addressing invisible overtime is essential not only for worker dignity and family wellbeing but also for maintaining China’s long-term economic competitiveness in the global market.