One of the China's most toxic workplace culture, the 996 rule might just come to an end very soon. The infamous 996 principle bounded employees in China to a long grueling working schedule, from 9 a.m to 9 p.m, six days a week.

Once regarded as the world's most overworked nations, several companies in China has now begun implementing policies to encourage a healthier work-life balance.

Companies Introduce Mandatory Clock-Off Policies

One of the pioneering firms to implement the new policies includes DJI, a leading drone manufacturer based in Shenzhen, which has introduced a new strict policy requiring employees to leave the office by 9 p.m.

This new policy has been strictly enforced by the managerial and HR level personnel, although many online netizens has complain that 9 p.m is still considered a late signoff timing. But there are also others who believe such policies represent a step in the right direction.

The long-hours culture remains deeply ingrained in industries like tech, finance, and manufacturing. However, employees at DJI have expressed their relief over the policy change.

A software engineer working at the company for four years shared his experience on the Xiaohongshu social media platform, describing the move as “big news.” He recalled a time when leaving work after midnight was routine. Now, with a fixed clock-off time, he no longer worries about missing the last train or disturbing his wife upon arriving home.

At DJI’s Shanghai office, the policy is reinforced by switching off lights at 9 p.m. to signal the end of the workday. Employees have even reported being ushered out of the office for simply trying to retrieve forgotten belongings.

Just like DJI, popular retailer Miniso has also committed themselves to this revolutionary change by introducing a 30 mins time limitation to meetings and ensuring approvals do not extend overnight. Meanwhile, Chinese appliance giant Midea Group now mandates that all employees clock out by 6:20 p.m. and prohibits after-hours meetings and unnecessary overtime.

Xiaomi’s founder and CEO, Lei Jun, also voiced his support for these changes, emphasizing the need to shift toward “high-quality development” rather than fostering a culture of endless competition.

More than just mandatory knockoff time

China’s extreme work culture—often referred to as “neijuan” (involution)—has long been a topic of debate. Li Wendong, an associate professor at the Chinese University of Hong Kong, highlighted the flawed assumption that working long hours directly translates to higher productivity. “Even if you work for a very long time, it doesn’t necessarily mean your productivity is good,” he noted.

Public outcry against overwork has intensified in recent years, particularly after reports of multiple work-related deaths. This growing concern has prompted the Chinese government to address the issue of excessive workplace competition for the first time in its annual work report. Premier Li Qiang vowed that the government would take “comprehensive steps” to tackle what he described as a harmful “rat race” culture.

Despite these developments, experts caution that true change will take time and require sustained commitment from leadership. Dr. Paul Lim, a senior lecturer at Singapore Management University, stressed that competition is essential but should not be excessive. He believes that if the Chinese government continues to take a firm stance against the 996 system, real improvements will follow.

But experts believe that enforcing such policies would be insufficient, if managers continue to expect employees to work remotely after hours. True change can only occur when the work culture is changed and employees can feel valued beyond the number of hours they clock.

Companies can also put more emphasis on the personal growth of their employees, such as offering benefits like healthcare, and rewarding employees for their contribution to reduce workplace stress and eliminate the pressure of constantly overworked colleagues.

For now, major firms in China appear to be taking the first steps toward reforming an entrenched culture of overwork. But whether these changes will lead to a lasting transformation—or simply serve as a temporary adjustment—remains to be seen.