India overtime uses daily and weekly thresholds, and Everhour connects tracked hours with project tools and timesheet review.
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 how much overtime pay is due when a worker in India exceeds the standard daily or weekly working limit. Under the Labour Codes effective November 21, 2025, India's OSHWC Code framework uses 8 hours per day and 48 hours per week as the core thresholds for workers covered by the Code.
The result tells you three things: the worker's regular payable hours, the overtime hours, and the overtime pay due at the required multiplier. It also helps you compare the daily and weekly methods, because OSHWC requires daily or weekly overtime calculation, whichever is more favorable to the worker.
Start with the worker's applicable wage rate, not a casual all-in pay figure. The Code on Wages definition of wages 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 statutory 50% add-back rule.
Eligibility also matters before the arithmetic starts. The OSHWC definition of worker excludes persons mainly employed in managerial or administrative capacity and supervisors drawing wages above ₹18,000 per month or a higher notified amount. Awards, agreements, contracts of service, or later employer-employee agreements may grant more favorable rights, but lower inconsistent terms do not override the Code minimums.
Overtime becomes payable when a worker exceeds 8 hours in a day or 48 hours in a week. Overtime work must be paid at twice the rate of wages under OSHWC, and the Code on Wages sets eligible overtime at not less than twice the normal rate of wages. Worker consent is required for overtime work.
For example, a worker earns ₹250 per hour and works 10 hours on Monday, Tuesday, and Wednesday, then 6 hours on Thursday, Friday, and Saturday. Total weekly hours are 48, so the weekly method produces no weekly overtime. The daily method produces 6 overtime hours. Regular pay is 42 hours x ₹250 = ₹10,500. Overtime pay is 6 hours x ₹500 = ₹3,000. Total pay is ₹13,500.
A one-off calculation is enough when you are checking one worker, one week, and one clear wage rate. It is also enough when the schedule has no disputed hours, no contract variation, and no need to hand the result to another system. Keep the underlying timesheet, wage base, and consent record with the calculation.
A managed workflow is better when overtime repeats, managers approve time, projects drive billing, or payroll needs a defensible handoff. Everhour can embed tracking controls inside supported project tools, sync task metadata, and keep timesheets connected to reports and budgets, so approved hours move from daily work records into review without re-keying.
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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Use the applicable wage rate based on the Code on Wages definition of wages: basic pay, dearness allowance, and retaining allowance. Do not automatically include excluded components such as bonus, HRA, conveyance allowance, overtime allowance, commission, gratuity, or retrenchment compensation, subject to the statutory 50% add-back rule.
Use both checks and apply the one more favorable to the worker. Under the OSHWC framework, overtime becomes payable when a worker exceeds 8 hours in a day or 48 hours in a week, and daily or weekly overtime calculation must be applied whichever is more favorable to the worker.
No. Under the current India Labour Codes framework, overtime work must be paid at twice the rate of wages under OSHWC, and eligible overtime under the Code on Wages is not less than twice the normal rate of wages. That makes the standard multiplier 2x, not 1.5x.
Yes. A 48-hour week can still create overtime if one or more days exceed 8 hours and the daily calculation is more favorable to the worker. For example, three 10-hour days and three 6-hour days total 48 hours, but the three long days create 6 daily overtime hours.
Yes. A worker may be required to work overtime only subject to that worker's consent for the overtime work. The pay calculation still needs the wage base, the daily and weekly hour checks, and the 2x multiplier, but consent is a separate condition attached to requiring overtime.
Everhour integrates with tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, QuickBooks, and Xero, and it embeds tracking controls in supported workflows. Teams can track time where work happens while project, task, and timesheet data flows into one reporting layer.
Everhour timesheets let users submit weekly project hours or working hours for approval, and managers can approve, reject, or partially approve submitted time. Approved time stays locked for regular members, which gives payroll a cleaner record for overtime review.
Track approved hours where work happens, then send clean timesheet and reporting data into payroll review. Everhour connects project tools, accounting tools, and time records for a better overtime handoff.
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