Calculate overtime wages under the Factories Act (2× rate) or any custom multiplier — for factory workers, office staff, and contractual employees.
Factories Act 1948 — double rate (2×) overtimeMinimum Wages Act — 1.5× or 2× as applicablePer-hour, per-day & total overtime — downloadable PDF[Employee Name]
Overtime Summary
Total OT Pay
Overtime wages due
₹0.00
Use our free Overtime Calculator to find out exactly how much you should be paid for every extra hour you put in. Just plug in your hourly rate, your total hours worked, and your overtime multiplier, and you’ ll get a clear breakdown of your regular pay, your overtime pay, and your total earnings, all in seconds.
Built by Content’ s team of payroll and HR experts, this tool is designed for employees, freelancers, small business owners, and HR managers who want a fast, accurate answer without digging through a spreadsheet.
No sign-up needed. No confusing formulas. Just real numbers, right away.
most people have no idea if they’ re being paid correctly for overtime. They trust their payslip, assume the math is right, and move on, but payroll errors are more common than you’ d think.
This overtime pay calculator takes three simple inputs and gives you an instant breakdown of what you’ re owed. It handles the math so you don’ t have to, and the results are easy to read even if numbers aren’ t your strong suit.
What you get from this tool:
Whether you’ re an employee double-checking your payslip, an HR manager verifying payroll runs, or a business owner figuring out what overtime will cost your team, this tool gives you the clarity you need.
It’ s quick. Most people finish in under a minute. Here’ s exactly what to do.
Type your standard hourly wage into the first field. If you’ re salaried, you’ ll need to convert first. Take your monthly salary, divide it by the number of working days in that month, then divide again by your daily working hours. That gives you your effective hourly rate.
Quick example: if you earn ₹30,000 per month, work 26 days a month, and 8 hours a day, your hourly rate is ₹30,000 ÷ 26 ÷ 8 = ₹144.23 per hour.
Enter the total number of hours you worked during the pay period. Then enter your standard hours for that same period. The calculator figures out the difference and flags anything above your regular limit as overtime.
For most full-time workers in India, the standard is 8 hours a day and 48 hours a week. Anything beyond that qualifies as overtime under the Factories Act, 1948.
This is where it gets important. Your overtime multiplier is the rate at which overtime hours are paid compared to your regular rate. Common multipliers include:
Check your employment contract or company policy if you’ re not sure which rate applies to you. Indian labour law under the Factories Act mandates double the ordinary rate for overtime, so in many cases your multiplier should be 2x.
The calculator instantly shows your regular pay, overtime pay, and total pay. You’ ll also see a summary table that breaks down every line item. Take a screenshot or print it if you need to bring it to your HR department.
Getting numbers back is one thing. Knowing what they mean is another.
Your results are split into three categories:
These figures are gross amounts. Your actual take-home will be lower once statutory deductions are applied, but for the purpose of checking whether your overtime has been calculated correctly, gross pay is what matters.
If the number seems lower than you expected, here’ s what to check:
A difference of even ₹10 per hour adds up fast when you’ re working 10 extra hours a week. Over a year, that’ s ₹5,200 in underpayment. Worth checking.
This happens less often, but it can. If your result looks much higher than your payslip, double-check that you haven’ t mixed up total hours with overtime hours only. The calculator asks for total hours worked, not just the extra ones. It calculates overtime from the threshold automatically.
Also make sure you’ re using the same pay period as your payslip. Weekly inputs and monthly payslips won’ t match directly.
Not everyone is clear on what overtime actually is or why it matters. Let’ s break it down.
Overtime laws exist to protect workers from being exploited. Without a legal framework, employers could push employees to work unlimited hours at the same rate. Long hours without fair compensation leads to burnout, health problems, and high turnover. The law steps in to make extra work more expensive for employers, which discourages excessive overtime while ensuring workers get paid fairly when it does happen.
For you as an employee, overtime rules are a financial safety net. They make sure that every hour past your agreed workday is worth more than a regular hour. That’ s not just fair, it’ s the law.
India’ s overtime rules vary depending on the type of establishment and the applicable legislation. Here’ s a quick overview of the key laws in play in 2026:
| Legislation | Applies To | Standard Hours | Overtime Rate |
|---|---|---|---|
| Factories Act, 1948 | Factory workers | 48 hours/week | 2x (double rate) |
| Mines Act, 1952 | Mine workers | 48 hours/week | 2x (double rate) |
| Shops and Establishments Acts | Retail, offices | Varies by state | 1.5x to 2x (state-specific) |
| Building and Other Construction Workers Act | Construction workers | 48 hours/week | 2x (double rate) |
IT sector employees and other white-collar workers are often governed by the state-specific Shops and Establishments Act rather than the Factories Act. It’ s worth knowing which one covers you.
Pro tip: In 2026, several Indian states are in the process of updating their labour codes under the four new Labour Codes. The rates may shift slightly depending on how and when each state notifies its rules. Keep an eye on updates if you’ re in HR or payroll.
| Feature | Regular Pay | Overtime Pay |
|---|---|---|
| When it applies | Standard working hours | Hours beyond the legal limit |
| Rate | Your base hourly rate | 1.5x or 2x base rate |
| Legal requirement | Always required | Required when overtime is worked |
| Included in gross pay | Yes | Yes |
| Tax treatment | Taxed as income | Taxed as income |
Both regular pay and overtime pay are taxable under Indian income tax rules. There’ s no special exemption just because it’ s overtime. Keep that in mind when you’ re looking at your total gross figure.
Transparency matters. Here’ s exactly how this overtime pay calculator works its numbers.
The core formula is:
Regular Pay = Standard Hours × Hourly Rate
Overtime Pay = Overtime Hours × (Hourly Rate × Overtime Multiplier)
Total Gross Pay = Regular Pay + Overtime Pay
Where:
Let’ s run through a real example. Say you earn ₹200 per hour, your standard week is 48 hours, and you worked 56 hours this week.
Simple, and without a calculator, easy to get wrong, especially when hours vary week to week or your hourly rate isn’ t a round number.
This is the same formula used by payroll professionals and mandated under the Factories Act for workers covered by that legislation. It’ s industry standard, not something we invented.
Getting the calculation right is just one part of the picture. Here’ s how to stay on top of overtime in the real world.
Pro tip: If you’ re managing a team and want to control overtime costs, track weekly hours in real time rather than reviewing them at the end of the month. Catching overtime early gives you the chance to redistribute workloads before the bill adds up.
Bottom line: the best way to avoid overtime surprises is to stay informed. This calculator is one tool to help you do that.
Very accurate, as long as you enter correct inputs. The calculator uses the standard overtime formula: overtime hours multiplied by your hourly rate multiplied by your overtime multiplier. The result is mathematically exact. Just make sure you’re using the right hourly rate and the right multiplier for your situation.
For workers covered under the Factories Act, 1948, the standard overtime rate is double the ordinary rate, which is a 2x multiplier. For employees under Shops and Establishments Acts, it varies by state, but 1.5x is common. Check your state’s specific rules or your employment contract to be sure.
It depends. in India, most salaried employees in the IT and services sector fall under state Shops and Establishments Acts. Whether they’re entitled to overtime pay varies by state and employment contract. Factory workers, regardless of salary level, are generally covered under the Factories Act. If you’re unsure, ask your HR team for the specific policy that applies to your role.
Divide your monthly salary by the number of working days in the month, then divide by your daily working hours. For a standard setup with 26 working days and 8-hour days, the formula is: Hourly Rate = Monthly Salary ÷ 26 ÷ 8. For a 22-working-day month, use 22 instead. Always use the actual number of scheduled working days, not a fixed number.
Yes. Overtime pay is treated as regular income and taxed under the Income Tax Act, 1961. There’s no separate exemption for overtime earnings. Your total gross pay, including overtime, is added to your annual income and taxed at the applicable slab rate.
If you’re entitled to overtime pay under the applicable law and your employer isn’t paying it, you can raise a complaint with the local labour commissioner or the appropriate labour authority in your state. Document your working hours carefully before filing. Having your own records and using a tool like this overtime pay calculator to show the discrepancy can support your case.
Under the Factories Act, a worker can’t be required to work more than 60 hours in any week, and total overtime in a quarter shouldn’t exceed 50 hours. Some states allow up to 75 hours of overtime per quarter with the approval of the Chief Inspector of Factories. The exact limit depends on your state and the legislation that covers your workplace.
Absolutely. You can use it for daily, weekly, fortnightly, or monthly calculations. Just make sure your hours and hourly rate match the same pay period. If you’re calculating monthly overtime, multiply your weekly standard hours by the number of weeks in the month, then compare that to your actual hours worked.
Overtime pay means you receive extra money for extra hours worked. Compensatory off, or comp time, means your employer gives you paid leave in place of overtime pay. Under most Indian labour laws, particularly the Factories Act, cash payment is required for overtime, not comp time. Some IT companies offer comp time as a matter of policy, but this should be clearly stated in your contract.
Every pay period. Seriously. It only takes a minute, and comparing your calculated figure to your actual payslip each month is the simplest way to catch errors before they pile up. If you work irregular hours, it’s even more important to check regularly. Content’s overtime pay calculator is free and always available, so there’s no reason not to.
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