The Middle East has no single overtime rule; Everhour helps separate billable work from non-billable time.
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A double-time calculation answers one narrow question: how much pay is due for hours that must be paid at 200% of the regular hourly rate. In the Middle East, that trigger is not regional. It comes from a country rule, employment contract, company policy, rest-day arrangement, or holiday rule that applies to the worker.
This page is a regional calculator primer, not a single legal rule. Across researched Gulf jurisdictions, 8 hours per day and 48 hours per week is common, but overtime premiums, Ramadan reductions, rest-day treatment, caps, and exemptions differ materially by country. The calculator output matters for payroll checks, client cost estimates, and approvals before extra work is scheduled.
The first decision is whether the hours are ordinary time, overtime at a statutory premium, rest-day work, holiday work, or contract double time. UAE private-sector normal working hours are capped at 8 hours per day or 48 hours per week, with normal working time reduced by 2 hours during Ramadan.
Other countries use different premiums. Saudi overtime must be paid as the hourly wage plus 50% of the worker's basic wage, and holidays and Eids are treated as overtime hours. Qatar overtime is basic wage plus at least 25%, while weekly rest-day work requires substitute rest plus at least a 150% increment. Do not label every premium as double time.
For hours that qualify for 200% pay, use: double-time pay = double-time hours × regular hourly rate × 2. If an employee has 40 ordinary hours at AED 42 per hour and 7 approved double-time hours under a policy or contract, ordinary pay is AED 1,680 and double-time pay is AED 588.
The gross pay for that example is AED 2,268. Keep ordinary, overtime-premium, rest-day, holiday, and double-time hours in separate rows. Mixing them into one total creates overpayment when the local rule pays less than 2x and underpayment when a policy or contract requires full double time.
A one-off calculator is enough when you are checking a small batch of approved hours, estimating a project cost, or comparing what a contract clause would pay. It is not enough when managers approve overtime, apply country-specific limits, handle Ramadan schedules, or send hours to payroll.
For ongoing work, keep the legal rule separate from the time record. Everhour can classify billable and non-billable time by project billing status, task-level controls, custom task rates, and member-rate exceptions, so finance teams can review labor cost without rebuilding timesheets by hand.
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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No. There is no single Middle East overtime rule. The researched Gulf jurisdictions commonly use 8 hours per day and 48 hours per week as ordinary-hour limits, but premiums differ. UAE and Qatar regular overtime use at least 25% over basic wage, while Saudi overtime is hourly wage plus 50% of basic wage.
Start with the country and the rule source. Then enter the regular hourly rate, qualifying double-time hours, and any separate ordinary or overtime hours. The common mistake is starting with 2x pay before confirming whether the country rule, contract, policy, rest-day rule, or holiday rule actually requires 200% pay.
Ramadan changes ordinary working-hour limits in several Gulf jurisdictions. UAE normal working time is reduced by 2 hours during Ramadan. Saudi Ramadan hours for Muslim workers are capped at 6 hours per day or 36 hours per week. Qatar ordinary working time is reduced during Ramadan to 6 hours per day and 36 hours per week.
Yes. Caps affect scheduling and compliance even when the pay formula is clear. UAE additional work generally must not exceed 2 hours per day, and total working hours must not exceed 144 hours in any 3-week period. Saudi implementing rules cap additional working hours at 720 per year unless the worker consents to exceed that number.
Only enter rest-day work as double time when the applicable rule or contract requires 200% pay. Qatar weekly rest-day work requires substitute rest plus at least a 150% increment. Bahrain weekly rest-day or official-holiday work gives the worker a choice between 150% additional wage and another rest day.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, so premium labor stays visible without turning every hour into an invoice line.
Everhour Overtimes lets admins set daily and weekly overtime limits and review overtime in Team Hours. When the Overtime app is enabled, the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Track premium work with billing controls, then review the totals before payroll or invoicing. Everhour keeps billable status, task rates, and labor cost reporting connected to approved time.
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