India's OSH Code uses a 2x overtime wage rule. Everhour supports time records that keep payroll review organized.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
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This calculation answers one practical payroll question: how much pay is due when a worker in India has overtime hours that qualify for twice the rate of wages. Under the Occupational Safety, Health and Working Conditions Code, 2020, administered under the Ministry of Labour and Employment, the standard baseline is no more than 8 hours of work in a day and 48 hours per week.
The result gives you three figures: regular payable hours, overtime hours, and the double-time amount. It is useful for payroll checks, contractor cost estimates, and manager review before a pay run. The worker's coverage matters first because the OSH Code worker definition excludes persons mainly in managerial or administrative capacity and supervisory employees drawing wages above Rs 18,000 per month or a higher notified amount.
India's OSH Code rule is not just a weekly threshold. Overtime must be calculated on a daily basis or weekly basis, whichever is more favorable to the worker. That means a worker can have overtime because a day exceeds 8 hours, even when the weekly total is not the only driver. You need daily totals and the weekly total before choosing the payable overtime figure.
A common mistake is checking only the 48-hour week and ignoring long days. For example, a person working 10 hours on five weekdays and 4 hours on Saturday has 54 total hours. The weekly excess is 6 hours, but the daily excess is 2 hours on each of five days, or 10 hours. The 10-hour result is more favorable to the worker, so it drives the double-time calculation.
Start with the wage base. The OSH Code wage definition includes basic pay, dearness allowance, and retaining allowance, while excluding items such as bonus, HRA, conveyance allowance, overtime allowance, commission, gratuity, and retrenchment compensation, subject to the 50% deemed-wages add-back rule. Once you have the hourly wage rate, multiply eligible overtime hours by 2 times that rate.
Assume the hourly wage rate is Rs 320 and the worker has 10 qualifying overtime hours under the more favorable daily calculation. The double-time rate is Rs 640 per hour, so overtime pay is Rs 6,400. The remaining 44 hours are paid at Rs 320, or Rs 14,080. Total gross pay for these worked hours is Rs 20,480 before any other payroll items.
A calculator is enough when you are checking one clean case: one worker, one wage rate, clear daily totals, and no dispute about worker coverage, consent, weekly holidays, or a more favorable agreement. It gives a fast answer for the pay amount, but it does not prove who approved the overtime or whether the time record changed after review.
A managed workflow is better when overtime appears across teams, projects, or payroll periods. The OSH Code requires worker consent for overtime work, and a worker generally cannot work more than six days in any one week unless an exemption and compensatory holiday rules apply. Everhour timecards support payroll review with daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, normal-hours highlighting, exports, and Team Hours reporting.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Overtime work must be paid at twice the rate of wages under Section 27 of the OSH Code. If the hourly wage rate is Rs 320, the double-time overtime rate is Rs 640 per hour. The calculation still requires the correct wage base and a check of daily versus weekly overtime.
Check both. The OSH Code requires overtime to be calculated on a daily basis or weekly basis, whichever is more favorable to the worker. A week with several 10-hour days can produce more payable overtime under the daily method than under the 48-hour weekly excess method.
The OSH Code wage definition includes basic pay, dearness allowance, and retaining allowance. It excludes items such as bonus, HRA, conveyance allowance, overtime allowance, commission, gratuity, and retrenchment compensation, subject to the 50% deemed-wages add-back rule. Using gross pay without checking these components can overstate or understate the overtime rate.
No. Under the OSH Code facts provided, an employer may require overtime only with the worker's consent for that overtime work. The pay calculation answers the wage amount after qualifying overtime exists; it does not replace the consent requirement.
Awards, agreements, contracts, or other arrangements that give employees more favorable benefits than the OSH Code continue to apply, and employees may enter into more favorable agreements. That can change the practical entitlement even when the OSH Code's 2x overtime multiplier is the statutory baseline.
Everhour timecards record daily, weekly, and monthly work-hour totals so payroll reviewers can compare ordinary hours, long days, and weekly totals before pay is finalized. Team Hours reporting, normal-hours highlighting, and exports help keep the review trail tied to the time records.
Everhour Overtimes can calculate overtime hours and overtime pay using daily and weekly overtime limits. Admins can review overtime in Team Hours, where overtime and double-overtime hours are surfaced separately for payroll review.
Track approved hours, compare daily and weekly totals, and export payroll-ready records. Everhour timecards give teams a clearer review path before overtime pay is finalized.
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