Why is the 996 topic trending again?
Brief context: 996 is a system where employees work from 9 AM to 9 PM, six days a week, totaling 72 hours. Formally banned since 2021, but alive due to weak enforcement, low wages, and intense labor market competition.
Why it matters:
- On average, Chinese people worked 48.5 hours a week in the first half of 2025 — nearly 10% more than the legally allowed 44 hours.
- Workers pursue overtime not out of direct compulsion, but to ensure income, as minimum wage often does not cover living expenses. For example, in Shenzhen, it is 2,520 yuan per month against average monthly expenditures of about 4,284 yuan.
Is the easing of rules so radical?
New corporate practices
- Companies Midea have introduced mandatory leave at 6:20 PM;
- DJI requires leaving the office no later than 9:00 PM, whereas previously employees stayed until midnight.
- Haier has switched to a full five-day workweek, and authorities have intensified the promotion of a 44-hour workweek and paid vacation.
International pressure
- An important factor is the pressure from global markets: the European Union is introducing bans on goods produced using forced labor, including excessive overtime.
TV campaign ‘Overtime No More’
A 10-week television program discussed how to avoid extra work, not respond to messages after hours, and protect employee rights.
Deeper than just 'cancelling' overtime
- Legal norms: the working day should not exceed 8 hours, the week — 44 hours, overtime no more than 36 hours a month, with mandatory compensation.
- Reality: most companies ignore the rules, and there are virtually no independent trade unions.
- Neijuan culture — ‘competition and internal strife’: a high work pace is a way to compensate for low productivity and maintain profitability.
Conclusions and strategies:
- Legislation: laws exist, but implementation is weak. The struggle for balance requires intensified enforcement.
- Culture and economy: 996 is still motivated by income levels. As long as wages are low, the incentive for overtime will not disappear.
- Corporate reforms: Midea, DJI, and Haier companies have started changes. Precedents set the tone, but long-term transformation is necessary.
- External factor (EU): pressure from global markets enhances internal changes. Global standards influence local reforms.
Conclusion:
China is moving towards revising the harmful 996 culture, but change is a complex balance between economy, international pressure, and cultural norms. Reforms in Midea, DJI, and Haier are just the beginning of a long journey.
Why is the 996 topic trending again?
Brief context: 996 is a system where employees work from 9 AM to 9 PM, six days a week, totaling 72 hours. Formally banned since 2021, but alive due to weak enforcement, low wages, and intense labor market competition.
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Learn more→ - On average, Chinese people worked 48.5 hours a week in the first half of 2025 — nearly 10% more than the legally allowed 44 hours.
- Workers pursue overtime not out of direct compulsion, but to ensure income, as minimum wage often does not cover living expenses. For example, in Shenzhen, it is 2,520 yuan per month against average monthly expenditures of about 4,284 yuan.
Is the easing of rules so radical?
New corporate practices
- Companies Midea have introduced mandatory leave at 6:20 PM;
- DJI requires leaving the office no later than 9:00 PM, whereas previously employees stayed until midnight.
- Haier has switched to a full five-day workweek, and authorities have intensified the promotion of a 44-hour workweek and paid vacation.
International pressure
- An important factor is the pressure from global markets: the European Union is introducing bans on goods produced using forced labor, including excessive overtime.
TV campaign ‘Overtime No More’
A 10-week television program discussed how to avoid extra work, not respond to messages after hours, and protect employee rights.
Deeper than just 'cancelling' overtime
- Legal norms: the working day should not exceed 8 hours, the week — 44 hours, overtime no more than 36 hours a month, with mandatory compensation.
- Reality: most companies ignore the rules, and there are virtually no independent trade unions.
- Neijuan culture — ‘competition and internal strife’: a high work pace is a way to compensate for low productivity and maintain profitability.
Conclusions and strategies:
- Legislation: laws exist, but implementation is weak. The struggle for balance requires intensified enforcement.
- Culture and economy: 996 is still motivated by income levels. As long as wages are low, the incentive for overtime will not disappear.
- Corporate reforms: Midea, DJI, and Haier companies have started changes. Precedents set the tone, but long-term transformation is necessary.
- External factor (EU): pressure from global markets enhances internal changes. Global standards influence local reforms.
Conclusion:
China is moving towards revising the harmful 996 culture, but change is a complex balance between economy, international pressure, and cultural norms. Reforms in Midea, DJI, and Haier are just the beginning of a long journey.
