Legal analysis: it depends on the specific situation. Whether it can be regarded as overtime depends on whether it is required by the employer or whether it reflects the will of the employer; Whether it is beneficial to the employer; Whether it is outside the standard working hours. If there is, it should be treated as overtime; On the other hand, it's not overtime.

Legal basis: Article 31 of the Labor Contract Law of People's Republic of China (PRC) * * * The employing unit shall strictly implement the labor quota standard, and shall not force the workers to work overtime or in disguised form. Where the employing unit arranges overtime work, it shall pay overtime wages to the workers in accordance with the relevant provisions of the state.