Work out overtime from a salary or an hourly rate, at whichever multipliers your law or contract uses.
Enter hours against each multiplier that applies. Leave the rest blank.
Overtime is your ordinary hourly rate multiplied by a premium. The two things that vary between countries are how the hourly rate is derived from a salary and which multiplier applies when.
hourly = (monthly salary × 12) ÷ (standard hours per week × 52)
On a 6,000 monthly salary and a 48-hour week: (6,000 × 12) ÷ (48 × 52) = 28.85 an hour.
| Situation | Typical multiplier |
|---|---|
| Standard overtime (US, UK, much of the EU) | 1.5× — "time and a half" |
| UAE daytime overtime | 1.25× of basic |
| UAE overtime between 22:00 and 04:00 | 1.5× of basic |
| Saudi Arabia overtime | 1.5× of wage |
| Rest day worked (many jurisdictions) | 1.5× plus a compensatory day |
| Public holidays / Sundays | 2× — "double time" |
These are the common defaults, not a substitute for your own contract or labour code — many collective agreements are more generous, and several countries base the premium on basic salary rather than gross.
This matters more than the multiplier. Several Gulf labour laws compute overtime on basic salary, excluding housing and transport allowances — so an employee on 6,000 gross with 3,600 basic has overtime calculated on 3,600. Enter whichever figure your law uses.
Pay at 1.5 times the normal hourly rate. It is the most common overtime premium worldwide and the statutory US rate for hours beyond 40 in a week.
It depends on the jurisdiction. Much of Europe and the US use total ordinary pay; several Gulf labour codes use basic salary only, excluding allowances. Using the wrong base is the single most common overtime error.
Commonly 40 a week in the US and much of Europe, 48 across much of the Gulf and Asia. Some countries also trigger overtime on a daily threshold, typically 8 or 9 hours, regardless of the weekly total.
Often not. Most systems exempt genuine senior, supervisory or professional roles, but the test is the actual duties performed, not the job title. A title of 'manager' alone does not remove the entitlement.
In many countries yes, if the employee agrees — usually at the same premium, so 1.5 hours off for each overtime hour. Some jurisdictions require the employee's written consent.