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An overtime calculator settles a question that payroll departments, hourly workers, and salaried employees all face: how much should I be paid for the extra hours I put in? Enter your regular hourly rate, the number of overtime hours worked, and the applicable multiplier, and the tool returns a precise breakdown of your regular pay, overtime earnings, and gross total. Whether you are checking a payslip, estimating your next paycheck, or verifying compliance with local labour law, an accurate overtime calculator removes the guesswork from a calculation that is rarely as simple as multiplying hours by a rate.
At its core, an overtime pay calculator splits your total hours into two buckets: regular hours and overtime hours. Regular hours are paid at your standard rate. Overtime hours are paid at a higher multiplier — usually 1.5 times the regular rate, though 2 times (double time) applies in specific circumstances. The calculator then returns the sum.
The complexity lies in defining the threshold. In the United States, federal law sets that threshold at 40 hours in a single workweek. California adds a daily threshold of 8 hours, meaning overtime can accrue even if the weekly total stays under 40. India uses a daily threshold of 8 hours and a weekly threshold of 48 hours, with overtime paid at double the ordinary rate. The United Kingdom has no statutory overtime pay requirement at all. An overtime rate calculator that allows you to select the applicable rule for your jurisdiction gives you an answer that matches the law that governs your employment.
Regardless of jurisdiction, the arithmetic follows the same structure:
For a worker earning $25 per hour who worked 6 overtime hours at the standard time-and-a-half rate:
If that same worker also put in 40 regular hours, the gross pay for the week is:
That is the foundational calculation. The variation between countries lies not in the formula but in the multiplier, the threshold that triggers overtime, and whether daily limits apply alongside weekly ones.
Overtime law is jurisdiction-specific. The following table summarises the core rules for the major English-speaking markets and several others where these calculators are heavily used.
| Country | Weekly Threshold | Daily Threshold | Standard Rate | Double Time Applies? |
|---|---|---|---|---|
| United States (FLSA) | 40 hours | None federally | 1.5× | No federal mandate; varies by state |
| California | 40 hours | 8 hours | 1.5× | Yes — after 12 hours in a day |
| United Kingdom | 48-hour average cap | None | No statutory rate | No |
| Canada (federal) | 40 hours | None | 1.5× | No |
| Ontario | 44 hours | None | 1.5× | No |
| British Columbia | 40 hours | 8 hours | 1.5× | Yes — after 12 hours |
| Australia | Award-specific | Award-specific | 1.5×–2× | Common after 2–3 hours OT |
| India (Labour Codes) | 48 hours | 8 hours | 2× | No — flat 2× |
| Singapore | 44 hours | None | 1.5× | No |
| UAE | 48 hours | 8 hours | 1.25× (1.5× at night) | No |
| Ireland | 39 hours (typical) | None | Contract-dependent (often 1.5×) | Contract-dependent |
| New Zealand | 40 hours (typical) | None | Contract-dependent | Public holidays: 1.5× minimum |
Two observations deserve emphasis. First, the United Kingdom has no automatic right to overtime pay. Whether you receive a premium rate depends entirely on your employment contract. What the law does guarantee is that your average pay, including overtime, does not fall below the National Minimum Wage or National Living Wage.[reference:0] Second, India's new Labour Codes, implemented from November 2025, mandate overtime at twice the ordinary rate of wages — a significant increase in cost for employers and a clear entitlement for workers.[reference:1]
India's overtime rules changed substantially with the implementation of the four Labour Codes. Under the Code on Wages and the Occupational Safety, Health and Working Conditions Code, overtime is payable when an employee works beyond 8 hours in a day or 48 hours in a week.[reference:2] The rate is twice the ordinary rate of wages.
The calculation for a monthly-rated worker follows a specific formula:
If an employee earns ₹26,000 per month, the daily wage is ₹1,000 (26,000 ÷ 26). The hourly rate is ₹125 (1,000 ÷ 8). For 10 hours of overtime, the pay is ₹125 × 2 × 10 = ₹2,500.
One detail matters for accuracy: overtime between 15 and 30 minutes is rounded up to 30 minutes, and overtime exceeding 30 minutes is rounded up to one hour.[reference:3] This rounding rule can substantially affect the final figure over a pay period, and an overtime hours calculator that applies this rule returns a more accurate result than a simple hours-times-rate multiplication.
In the United States, the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5 times their regular rate for hours worked beyond 40 in a workweek.[reference:5] The FLSA does not require daily overtime, but several states do.
California is the most prominent example. Under Labor Code §510, non-exempt workers earn 1.5× their regular rate after 8 hours in a workday or 40 hours in a workweek, and 2× for hours beyond 12 in a single day. The seventh consecutive day of work in a workweek triggers its own premium: the first 8 hours at 1.5× and anything beyond at 2×.[reference:6]
The federal exemption threshold for salaried employees is $684 per week. Employees paid on a salary basis above this threshold who meet the duties test for an executive, administrative, or professional exemption are not entitled to overtime. Those below the threshold are generally non-exempt and must be paid overtime regardless of their salaried status.[reference:7]
Overtime in the United Kingdom operates on a different principle. There is no statutory obligation to pay a premium rate for extra hours. If your contract specifies an overtime rate — say, time and a half — the employer must honour it. If the contract is silent, payment is at the employer's discretion, provided average pay stays above the National Minimum Wage.[reference:8]
What the law does enforce is the Working Time Regulations 1998, which cap average weekly working hours at 48 unless the employee has signed an opt-out agreement. Workers are entitled to 11 consecutive hours of rest in every 24, a 20-minute break during shifts longer than six hours, and at least one full day off each week.[reference:9]
The UK overtime calculator that most workers need is therefore not a compliance tool but a personal one: entering an annual salary, contracted hours, and average unpaid overtime to see what those extra hours are worth in effective hourly terms.[reference:10]
Canada's overtime framework is split between federal jurisdiction (for industries like banking, telecommunications, and interprovincial transport) and provincial jurisdiction (for most other employment). The federal Canada Labour Code sets the threshold at 40 hours per week and the rate at 1.5× regular wages, with an option to provide 1.5 hours of paid time off for each overtime hour worked, subject to a written agreement.[reference:11]
Provincial rules vary. Ontario requires overtime pay after 44 hours per week at 1.5×. British Columbia uses both daily and weekly thresholds: 1.5× after 8 hours in a day (up to 12 hours) and 2× beyond 12 hours, as well as 1.5× after 40 hours in a week.[reference:12][reference:13]
An overtime pay calculator configured for Canadian rules should allow the user to select the province and apply the correct threshold.
Australia does not have a single national overtime rate. Overtime entitlements are set by Modern Awards and enterprise agreements, which specify different multipliers for different industries and day types. A common pattern is 1.5× for the first 2–3 hours of overtime and 2× thereafter, with higher penalty rates for weekends and public holidays.[reference:14]
The Fair Work Amendment (Protecting Penalty and Overtime Rates) Act 2025 strengthened these entitlements by ensuring that penalty and overtime rates in modern awards cannot be reduced or substituted in a way that leaves workers worse off.[reference:15] For approximately 2.6 million award-reliant employees, this legislation preserved overtime rates as a core safety-net entitlement.[reference:16]
Singapore's Employment Act requires overtime pay at 1.5 times the hourly basic rate for work beyond normal contractual hours. Coverage under Part 4 of the Act — which governs overtime entitlement — extends to non-workmen earning up to S$2,600 monthly and workmen earning up to S$4,500 monthly.[reference:17]
The UAE takes a different approach. Overtime during normal hours is paid at the basic hourly rate plus 25% (a 1.25× multiplier). Overtime performed between 10 PM and 4 AM is paid at the basic rate plus 50% (1.5×). The maximum overtime permitted is two hours per day.[reference:18]
In Ireland, the Organisation of Working Time Act 1997 sets the standard full-time week at 39 hours, but it does not mandate an overtime premium. Many employment contracts and collective agreements provide time-and-a-half for weekday overtime, double time for Sunday work, and double-time-and-a-half for public holidays.[reference:19]
Salaried employees often assume they are exempt from overtime. That assumption is wrong in many jurisdictions. The first step is to calculate the effective hourly rate from the salary:
For a salary of $52,000 with a 40-hour week: $52,000 ÷ (40 × 52) = $25 per hour. If the employee is non-exempt under the applicable law, overtime is calculated from that hourly rate at the applicable multiplier.
In India, the Labour Codes extend overtime provisions to many salaried workers whose wages fall within the Code's definition. In the United States, the salary threshold and duties test determine exemption. In Canada, salaried status does not automatically exclude overtime — Ontario and other provinces require overtime pay for salaried employees who perform non-managerial work and exceed the weekly threshold.[reference:20]
Spreadsheet users can calculate overtime without a dedicated tool. The following formulas work in both Excel and Google Sheets.
Basic overtime calculation (weekly threshold):
Here, A1 contains total hours worked and B1 contains the regular hourly rate. The formula pays the first 40 hours at the regular rate and anything beyond at 1.5×.
Daily and weekly overtime (California-style):
This requires a day-by-day breakdown. For each day, calculate daily overtime as hours over 8 at 1.5× (up to 12) and hours over 12 at 2×. Then compare the total premium pay against the weekly calculation and apply the greater amount. A free overtime calculator handles this comparison automatically, which is why it is preferable to a manual spreadsheet formula for jurisdictions with both daily and weekly thresholds.
Several errors appear repeatedly in manual overtime calculations.
Multiply your regular hourly rate by the overtime multiplier (usually 1.5 for time and a half). Then multiply that overtime rate by the number of overtime hours worked. For example, if your hourly rate is $20 and you worked 5 overtime hours at 1.5x, your overtime pay is $20 × 1.5 × 5 = $150. Add that to your regular pay for the total gross earnings.
No. UK law does not require employers to pay a premium rate for overtime. Whether you receive extra pay depends on your employment contract. However, your average pay including overtime must not fall below the National Minimum Wage or National Living Wage. The Working Time Regulations also cap average weekly hours at 48 unless you have opted out.
Overtime in India is paid at twice (2×) the ordinary rate of wages when an employee works beyond 8 hours in a day or 48 hours in a week. For monthly-rated workers, the daily wage is one-twenty-sixth of monthly wages, and the hourly rate is that daily wage divided by 8. Overtime between 15 and 30 minutes is rounded up to 30 minutes; beyond 30 minutes is rounded up to one hour.
Time and a half means overtime is paid at 1.5 times your regular hourly rate. Double time means overtime is paid at 2 times your regular rate. Most jurisdictions require time and a half for standard overtime. Double time typically applies after 12 hours in a single workday in California, or on public holidays in some countries. An overtime rate calculator that supports both multipliers gives you the flexibility to check either scenario.
It depends on the province. British Columbia requires overtime pay after 8 hours in a day (1.5× up to 12 hours, then 2×). Ontario uses a weekly threshold of 44 hours with no daily overtime. Federal employees under the Canada Labour Code use a 40-hour weekly standard with no daily overtime requirement.
Overtime rates in Australia are set by Modern Awards and enterprise agreements, not by a single national statute. Common patterns include 1.5× for the first 2–3 hours of overtime and 2× thereafter. Penalty rates for weekends and public holidays operate separately from overtime rates. The Fair Work Amendment (Protecting Penalty and Overtime Rates) Act 2025 preserved these entitlements in modern awards.
In the United States, salaried employees earning below $684 per week are generally non-exempt and entitled to overtime under the FLSA. In India, the new Labour Codes extend overtime provisions to many salaried workers whose wages fall within the Code's definition. In the UK and Canada, salaried status does not automatically exclude overtime entitlement; the employment contract and applicable legislation determine eligibility.
Under Singapore's Employment Act, overtime applies to work beyond normal contractual hours. A non-workman earning up to S$2,600 monthly and a workman earning up to S$4,500 monthly are covered under Part 4 and entitled to overtime pay at 1.5 times the hourly basic rate. Overtime work is defined as all work in excess of normal hours of work, excluding breaks.
Use an overtime calculator by date of birth — sorry, an overtime calculator that accepts your hourly rate, hours worked, and the applicable multiplier. Enter your regular hours and overtime hours separately, select the correct multiplier for your jurisdiction, and compare the result against your payslip. If the figures differ materially, consult your HR department or a labour law specialist.
An overtime calculator converts a tangled set of jurisdictional rules into a single, clear number. Whether you are an hourly worker in California checking daily and weekly overtime, a salaried employee in India verifying your 2× entitlement under the new Labour Codes, or a UK worker calculating the effective hourly value of unpaid extra hours, the tool removes the ambiguity that manual arithmetic introduces. The formula is straightforward once the correct threshold and multiplier are applied. The difficulty lies in knowing which threshold and multiplier apply to your situation — and that is precisely where a well-configured overtime pay calculator earns its place. Use the overtime calculator above, set the rules for your jurisdiction, and treat the output as what it is: a precise calculation of what your extra hours are worth under the law that governs your work.