Get an instant, policy-ready estimate without spreadsheets.
Country / Industry Variant
Use this overtime calculator to estimate overtime payout by hourly rate, overtime hours, and multiplier.
It helps HR and payroll teams verify overtime values before running payroll.
Use your policy or labor-law multiplier, commonly 1.25, 1.5, or 2.0.
No, this computes overtime pay only from the inputs you provide.
Yes. Enter total overtime hours for the month.
Overtime pay affects every hourly worker, shift team, and payroll department. Whether you're verifying your own earnings or processing payroll for hundreds of employees, understanding exactly how overtime is calculated — and where the rules differ — prevents costly errors and keeps you compliant.
Overtime pay is the additional compensation earned when an employee works beyond their standard scheduled hours. In most countries the standard threshold is 8 hours per day or 40 hours per week — but the exact rule depends on your country, industry, and employment contract.
The extra pay is calculated by multiplying the employee's regular hourly rate by an overtime multiplier. The most common multipliers globally are:
Our calculator above uses this core formula:
Overtime Pay = Overtime Hours × (Hourly Rate × OT Multiplier)
Example: 10 OT hours × ($25.00/hr × 1.5) = $375.00 overtime pay
When you only have a monthly salary, the hourly rate is derived first:
Hourly Rate = Monthly Salary ÷ (Working Days per Month × Daily Hours)
Example: $4,400 ÷ (22 days × 8 hrs) = $25.00/hour
Then total monthly pay including overtime:
Total Pay = Regular Pay + (OT Hours × Hourly Rate × OT Multiplier)
Example: $4,400 + (10 × $25.00 × 1.5) = $4,400 + $375 = $4,775.00
An employee earns $18/hour and works 48 hours in one week (8 overtime hours at 1.5×):
A salaried employee earns $3,960/month (22 working days × 8 hours) and logs 15 overtime hours at 1.5×:
Under UAE Labour Law No. 33/2021, regular overtime is 125% and holiday overtime is 150%. For an employee on AED 6,000/month with 10 weekday OT hours:
Overtime multipliers and daily hour caps vary significantly across jurisdictions:
| Country / Region | Threshold | Standard OT Rate | Holiday / Rest Day | Daily OT Cap |
|---|---|---|---|---|
| United States (FLSA) | 40 hrs/week | 1.5× | No federal mandate | No federal cap |
| United Arab Emirates | 8 hrs/day | 1.25× | 1.5× | 2 hrs/day |
| Saudi Arabia | 8 hrs/day | 1.5× | 2× | 3 hrs/day |
| United Kingdom | Contract-defined | Contract-defined | Contract-defined | 48 hrs/week avg |
| India | 9 hrs/day or 48 hrs/week | 2× | 2× | Varies by state |
| Philippines | 8 hrs/day | 1.25× | 2× | No cap |
Miscalculating overtime — even unintentionally — leads to underpayment claims, regulatory fines, and damage to employee trust. Before every payroll run, verify:
Is the employee exempt or non-exempt? Exempt roles (managerial, professional) are generally not entitled to overtime pay regardless of hours worked.
FLSA (US), UAE Labour Law No. 33/2021, Saudi Labor Law — always apply the law of the country where the work is performed.
Most jurisdictions legally cap daily overtime. Unapproved overtime still must be paid but can result in disciplinary action if not pre-approved.
All overtime hours must be documented and verifiable. Most labor laws require records to be retained for 2–5 years for audit purposes.
Use the calculator at the top of this page — enter your hours, rate, and multiplier for instant results.
An overtime pay calculator is the right tool in many real-world HR and payroll situations:
Overtime typically refers to the 1.5× rate for hours beyond the standard threshold. Double time (2×) is a higher rate applied in specific conditions — such as working on a public holiday, working beyond 12 consecutive hours, or as defined in a collective bargaining agreement. Not all jurisdictions have mandatory double time.
In some jurisdictions (including parts of the EU and Canada), employers can offer compensatory time off (comp time) in lieu of overtime pay, provided the employee agrees. In the US, this is generally only permitted for public sector employees under FLSA. Private sector employees must receive overtime pay unless a specific exemption applies.
It depends on your jurisdiction and contract terms. In the US, part-time employees are entitled to overtime only after they exceed 40 hours in a week — not after exceeding their usual part-time schedule. Some countries calculate overtime based on exceeding standard daily hours, which can affect part-time workers more quickly.
Non-discretionary bonuses (performance bonuses, shift differential bonuses) may need to be included in the regular rate of pay before calculating overtime — a common area of compliance errors. Under US FLSA, this means recalculating the "regular rate" to include the bonus, then applying the 1.5× multiplier to that adjusted rate.
Underpayment of overtime can result in back-pay claims covering up to 2–3 years of violations, civil penalties, and in some cases criminal liability for willful violations. Using an accurate overtime calculator and maintaining clear records is the most effective prevention.
Disclaimer: This calculator is for informational purposes only and does not constitute legal or financial advice. We do not guarantee the accuracy or completeness of the results. Please consult a qualified professional for advice specific to your situation.