India overtime depends on daily and weekly limits. Everhour helps keep approved work hours ready for payroll and billing review.
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An India overtime calculation answers a specific payroll question: how much extra pay is owed when an eligible worker works beyond the statutory daily or weekly limit. Under the Labour Codes effective 21 November 2025, the OSHWC Code framework uses 8 hours/day and 48 hours/week as the key limits for workers.
The result matters for payroll checks, client recharge, internal costing, and overtime approval. It does not decide every employment-status issue. Eligibility still depends on the Code definitions, including exclusions for persons mainly employed in managerial or administrative capacity and supervisors drawing wages above ₹18,000/month or a higher notified amount.
India's current framework uses overtime after more than 8 hours/day or more than 48 hours/week. The OSHWC approach requires daily or weekly overtime calculation, whichever is more favorable to the worker. That means a weekly total alone can understate overtime when long days occur inside an otherwise ordinary week.
Example: a worker records 10 hours Monday, 9 hours Tuesday, 8 hours Wednesday, 8 hours Thursday, 8 hours Friday, and 6 hours Saturday. Total time is 49 hours. Daily overtime is 3 hours: 2 hours on Monday and 1 hour on Tuesday. Weekly overtime is 1 hour. Use 3 overtime hours because that is more favorable.
The overtime multiplier is 2x, applied to the applicable wage rate. For the wage base, the Code on Wages 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 statutory 50% add-back rule.
Using the same 49-hour week, assume the worker's applicable hourly wage rate is ₹240. Regular pay covers 46 hours at ₹240, which equals ₹11,040. Overtime pay covers 3 hours at 2x, which equals ₹1,440. Total gross pay for those hours is ₹12,480 before deductions or any more favorable contract, award, or policy terms.
A one-off calculation is enough when you have clean hours, a known worker category, a clear wage base, and no dispute over overtime consent. It is also enough for a quick payroll cross-check before submitting final numbers to payroll or accounting.
A managed workflow is better when overtime repeats, clients reimburse labor, or managers need proof before pay is processed. Approved time records, overtime review, billable status, and payroll handoff reduce rework. Keep the legal classification separate from the tool: the system records and organizes time; the employer still applies the correct India Labour Code rule.
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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India implemented the four Labour Codes, including the OSHWC Code and the Code on Wages, with effect from 21 November 2025. The standard overtime triggers are more than 8 hours/day or more than 48 hours/week for workers, with the daily or weekly calculation applied whichever is more favorable to the worker.
The listed India overtime rule uses 2x. 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. More favorable awards, agreements, contracts, or later employer-employee agreements can grant higher benefits.
The Code on Wages 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 statutory 50% add-back rule. Use the wage base that matches the worker and pay period being calculated.
No. A weekly-only check misses cases where daily overtime is higher. India's OSHWC framework uses more than 8 hours/day or more than 48 hours/week, and the daily or weekly overtime calculation applies whichever is more favorable to the worker. Enter daily hours when the schedule includes long individual days.
Yes. Under the listed OSHWC fact pattern, a worker may be required to work overtime only subject to that worker's consent for the overtime work. Consent does not change the 2x calculation once eligible overtime exists, but it matters for whether the overtime assignment was handled correctly.
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, which helps separate payroll overtime review from client billing treatment.
Track approved hours, classify billable and non-billable work, and review labor cost before payroll or invoicing. Everhour keeps overtime-related time organized for billing and cost control.
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