Salary & Employment Calculator
Overtime Pay Calculator India
Enter your overtime wage basis and overtime hours to estimate the additional pay. The default monthly calculation uses a 26-day basis, 8 standard hours and a 2× overtime rate, with settings you can adjust when another applicable rule or employment term uses a different basis.
How to Use the Overtime Calculator
Choose Monthly Wages if you know the monthly wage amount used for overtime, or Hourly Rate if you already know your ordinary hourly wage. Enter only the hours treated as overtime for the wage period. Do not enter all hours worked in the month.
For example, if you worked 176 normal hours and 12 recognised overtime hours, enter 12, not 188. Decimal hours are supported, so 12.5 can be used for 12 hours and 30 minutes when that is the payable overtime time shown by your attendance or payroll records.
Overtime Pay Formula in India
For monthly wages, the default calculator formula is:
The calculation first converts the monthly overtime wage base into a daily wage, then an ordinary hourly rate. The overtime multiplier is applied to that hourly rate, and the result is multiplied by the recognised overtime hours.
For an hourly-paid employee, the calculation is simpler:
How to Calculate Overtime From Monthly Wages
Suppose the monthly overtime wage base is ₹30,000, the days basis is 26, the standard day is 8 hours, the overtime rate is 2× and recognised overtime is 12 hours. The daily wage is ₹30,000 ÷ 26 = ₹1,153.85. The ordinary hourly rate is ₹1,153.85 ÷ 8 = ₹144.23. The overtime hourly rate is ₹144.23 × 2 = ₹288.46. For 12 overtime hours, estimated overtime pay is ₹3,461.54.
How to Calculate Overtime From an Hourly Rate
If your ordinary hourly wage is ₹150 and the applicable overtime multiplier is 2×, your overtime hourly rate is ₹300. Ten recognised overtime hours would therefore produce ₹3,000 of estimated overtime pay. Hourly mode avoids forcing an hourly-paid employee to invent a monthly salary just to reverse-calculate a rate.
Why the Calculator Uses 26 Days as the Central-Rule Default
The final Occupational Safety, Health and Working Conditions (Central) Rules, 2026 provide, for a monthly-paid worker under that Central framework, that daily wages are calculated as 1/26 of monthly wages for the overtime calculation. That is why 26 days is the default here.
It is not presented as a universal rule for every employee or establishment in India. The appropriate government, establishment type, applicable State rules or a more favourable employment term can matter. Use the custom setting when a different lawful basis applies to your case.
Why 8 Hours Is the Default Working Day
The current Central framework uses eight hours as the normal working-day benchmark in relevant provisions, while weekly hours are generally capped at 48 under the Central rules. The calculator therefore starts with 8 hours per day. It remains editable because the correct denominator can depend on the rule or work arrangement that applies to you.
What Is the Current Overtime Rate in India?
The current central statutory baseline for covered overtime is 2×, not 1.5×. Section 14 of the Code on Wages, 2019 provides an overtime rate of not less than twice the normal rate where that section applies. Section 27 of the OSHWC Code, 2020 also provides twice the rate of wages for covered overtime work.
A custom multiplier remains available because an award, agreement, contract, standing order or policy can provide a more favourable rate, and some users may be checking a contractual scenario that is not the same as a specific statutory route. If a custom multiplier below 2× is entered, the calculator shows a warning instead of pretending that the lower rate is automatically compliant.
Code on Wages Section 14 Explained
Section 14 applies where an employee whose minimum rate of wages has been fixed under the Code works beyond the normal working day. The statutory overtime rate under this route must not be less than twice the normal rate of wages. Ministry FAQs also clarify that the route is not limited simply to people carrying the job title “worker”; eligibility turns on the statutory conditions.
OSHWC Code Section 27 Explained
Section 27 of the Occupational Safety, Health and Working Conditions Code provides for overtime wages at twice the rate of wages for covered workers when prescribed working-hour limits are exceeded. It also says the overtime period is to be considered on a daily or weekly basis, whichever is more favourable to the worker, and overtime work is subject to worker consent.
Current OSHWC Central Rules, 2026
The final Occupational Safety, Health and Working Conditions (Central) Rules, 2026 were notified in May 2026. Rule 64 sets a 48-hour weekly framework. Rule 69 sets the central overtime rule for covered situations, including twice the wage rate and the 1/26 daily-wage treatment for a monthly-paid worker.
Rule 69 also contains rules for fractions of an overtime hour. This calculator does not silently round the number you type because the correct treatment can depend on which rule actually applies. Enter the payable overtime hours recognised under the attendance or payroll rule governing your wage period.
Who Can Be Eligible for Overtime Pay?
There is no safe single sentence saying that every salaried employee in India automatically gets statutory overtime. Coverage can depend on the Code on Wages, the OSHWC worker definition, the establishment, the appropriate government, State rules, employment terms and any more favourable award or agreement.
The Ministry's Labour Code FAQs confirm that an employee, including a worker, whose minimum rate of wages is fixed under the Code on Wages can be eligible for overtime under that Code route. Separately, the OSHWC Code uses the term “worker” and its own coverage structure.
Does Every Salaried Employee Get Overtime?
No universal rule should be inferred from salary payment alone. Being monthly-paid does not by itself establish or remove statutory overtime entitlement. A manager or supervisor should not automatically be labelled eligible or ineligible without checking the applicable provision and employment facts.
Is Overtime Calculated on Basic, Basic + DA or Gross Salary?
Many older calculators ask for Basic + DA, while others use gross salary or Basic only. Those shortcuts can be too broad after implementation of the Labour Codes. The current wage definition starts from specified components and can require excluded remuneration above the statutory threshold to be added back to wages.
For that reason this calculator deliberately asks for Monthly Wages Used for Overtime. If your wage register, employment rule or payroll statement already identifies the overtime wage base, use that figure. Do not automatically substitute CTC, gross salary or Basic alone.
How the New Wage Definition Can Affect Overtime
The revised Labour Code wage definition has applied since 21 November 2025. Ministry FAQs explain that excluded remuneration components can interact with a 50% threshold and add-back mechanism. That does not mean “Basic salary must always be 50% of CTC.” It is a statutory wage-definition mechanism, not a universal CTC-structuring rule.
Does CTC Count for Overtime?
Do not automatically divide annual CTC by 12 and treat that as the overtime wage base. CTC can include employer-side PF, gratuity provision, insurance, reimbursements, benefits, bonus and other costs that do not automatically form the applicable overtime wage figure. Use the amount recognised under the applicable wage rule or payroll basis.
Daily vs Weekly Overtime
Overtime law should not be reduced to a simple “monthly hours above 208” test. Current provisions can examine daily limits, weekly limits or both. Section 27 of the OSHWC Code says the overtime period is to be calculated on a daily or weekly basis, whichever is more favourable where that provision applies. The main calculator therefore does not attempt to reconstruct an entire week from seven attendance inputs.
How Overtime Minutes Are Counted
The final Central Rules contain specific treatment for fractions of an overtime hour. But a generic India-wide calculator should not silently convert every 12.1 hours into 13 hours. Enter the payable overtime duration recognised under the rule or payroll record that applies to you. Decimal entry keeps the arithmetic transparent.
Overtime on Weekly Offs and Holidays
Work on a weekly rest day, holiday or special shift can involve overtime pay, substituted rest, compensatory holiday rules or more favourable employment terms. This page does not create separate Sunday, holiday or night-shift fields because those labels do not change the core arithmetic. Use the overtime hours and multiplier that actually apply, then check the separate entitlement rule.
Can an Employer Pay More Than 2×?
Yes, a more favourable entitlement can matter. A contract, award, agreement, standing order or employer policy may provide a rate above the statutory minimum. The custom multiplier lets you calculate 2.5×, 3× or another applicable rate without capping the result at 2×.
Overtime Pay Example
For ₹20,800 monthly overtime wages, 26 days, 8 hours per day and a 2× rate, the ordinary hourly rate is exactly ₹100. If 10 overtime hours are recognised, the overtime hourly rate is ₹200 and the estimated overtime pay is ₹2,000. If the same employee has 10.5 recognised overtime hours, the arithmetic result is ₹2,100 before any separate payroll treatment.
Common Overtime Calculation Mistakes
- Using annual CTC as the overtime wage base without checking the applicable definition.
- Entering total working hours instead of only recognised overtime hours.
- Using 1.5× as the assumed Indian statutory default.
- Automatically using gross salary, Basic salary or Basic + DA for every employee.
- Dividing by 30 when the applicable Central overtime rule uses a 1/26 monthly-wage treatment.
- Applying 26 days to every establishment even where another lawful basis applies.
- Calling the overtime wage base plus OT “total monthly salary” when the wage base may not equal gross salary.
- Ignoring a more favourable contractual or statutory entitlement.
Overtime Pay FAQs
Quick answers to the questions that usually come up when checking overtime pay in India.
How do I calculate overtime pay from a monthly wage?
With the calculator's default Central-rule settings, divide the monthly overtime wage base by 26, divide again by 8 hours, multiply by 2, then multiply by the recognised overtime hours. Change the settings if a different valid basis applies to you.
Is the normal overtime rate 2× in India?
For covered overtime under the current central provisions discussed on this page, twice the applicable wage rate is the main statutory baseline. Coverage and the correct wage base still depend on the rule that applies to the employment.
Why does this calculator use 26 days?
The current OSHWC Central Rules use 1/26 of monthly wages when deriving the daily wage for a monthly-paid worker in the relevant overtime calculation. The calculator also allows a custom divisor when another lawful basis applies.
Should I enter Basic salary, Gross salary or CTC?
Use the wage amount that actually applies to your overtime calculation. Basic salary, gross salary and CTC are not interchangeable. If your wage register, payroll statement or employment rule specifies an overtime wage base, use that figure.
Does DA count when calculating overtime?
Dearness Allowance is relevant to the statutory wage definition, but it is safer not to assume that every employee's overtime base is simply “Basic + DA”. The complete wage basis can depend on the applicable law and payroll structure.
Does every salaried employee get overtime?
No. Being paid a monthly salary by itself does not decide statutory overtime coverage. The applicable Code, establishment, employment classification, government jurisdiction, State rules and employment terms can all matter.
What if I worked more than 8 hours in a day?
That does not automatically produce the same legal result for every employee. Daily and weekly overtime rules can apply differently depending on the relevant provision and the worker's coverage.
Can I enter 30 minutes or 45 minutes of overtime?
Yes. Enter decimal hours: 0.5 for 30 minutes, 0.75 for 45 minutes, or 12.5 for 12 hours 30 minutes. The calculator does not silently round your entry.
Is Sunday or holiday work always paid at double rate?
Not automatically in every situation. Weekly-rest days and holidays can have separate rules, compensatory-rest requirements or employment terms. Use the multiplier that applies to your case.
Can an employer pay more than 2×?
Yes. An award, agreement, contract, standing order or company policy can provide a more favourable rate. Use the custom multiplier in Calculation settings if your applicable rate is higher.
Does this result include PF, ESI or tax deductions?
No. The result is an overtime-pay estimate before separate payroll deductions or contributions. PF, ESI, TDS and professional tax require additional payroll information and are not calculated here.
Are my wage details saved?
No. The calculation runs in your browser. The calculator does not use localStorage, sessionStorage or an external payroll API to store the values you enter.
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Official Sources & Methodology
The calculator uses current Central-rule defaults for a straightforward wage arithmetic estimate. It does not determine legal coverage from a weekly timesheet and it does not assume that every employee has the same overtime wage basis.
For current statutory text, rules and Labour Code FAQs, refer to the Ministry of Labour & Employment.
This calculator estimates overtime pay using the wage basis, hours and settings you enter. Actual entitlement and the correct wage basis can depend on the law, rules, establishment and employment terms that apply to you.