Everhour supports approved time workflows, while Japan overtime pay requires separate checks for statutory, holiday, and late-night hours.
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A Japan overtime calculation answers how much extra pay is due when work exceeds the statutory baseline, falls during late-night hours, or occurs on a statutory holiday. Japan's Labor Standards Act caps working time, excluding breaks, at 8 hours per day and 40 hours per week unless a statutory flexibility system applies.
The result matters before payroll, invoice review, and manager approval because the same total hours can produce different pay depending on when they happened. Work beyond statutory working hours requires at least a 25% premium, late-night work from 10:00 p.m. to 5:00 a.m. adds another 25%, and statutory-holiday work requires at least a 35% premium.
Start by classifying the hours. Ordinary statutory overtime is paid at 1.25x. Overtime exceeding 60 hours in one month is paid at 1.5x, and that rule applies after the former SME deferral ended on April 1, 2023. Late-night work adds 25%, so statutory overtime during late-night hours is at least 1.50x.
Statutory-holiday work is separate from ordinary overtime. It is paid at least 1.35x, and statutory-holiday work during late-night hours is at least 1.60x. Do not treat a statutory holiday as a normal weekday unless the holiday was swapped with another workday in advance. After-the-fact compensatory leave does not remove the original statutory-holiday premium.
Formula: regular pay plus each premium bucket. Use regular hourly wage for ordinary hours, then multiply statutory overtime, late-night overtime, and statutory-holiday hours by their required rates. A clean calculation keeps every category visible instead of blending all extra hours into one overtime total.
Example: an employee earns ¥2,400 per hour and works 46 hours in one week. The first 40 hours are regular pay: 40 × ¥2,400 = ¥96,000. Four statutory overtime hours are paid at 1.25x: 4 × ¥2,400 × 1.25 = ¥12,000. Two late-night statutory overtime hours are paid at 1.50x: 2 × ¥2,400 × 1.50 = ¥7,200. Total gross pay is ¥115,200.
A one-off calculator is enough when you need a fast check for one employee, one pay period, or one disputed timesheet. Use it before approving an unusual week that includes late-night work, a statutory holiday, or hours near the monthly 60-hour overtime threshold.
A managed workflow is needed when overtime repeats, approvals involve multiple managers, or payroll needs a defensible record. Japan overtime or statutory-holiday work generally requires a written Article 36 Agreement filed with the Labor Standards Inspection Office or relevant agency, so approved time records, manager review, and locked periods matter after the calculation.
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 8 hours per day and 40 hours per week as the statutory baseline, excluding breaks, unless a statutory flexibility system applies. Hours beyond that baseline are statutory overtime and must be tested for the correct premium category, including ordinary overtime, late-night work, monthly overtime over 60 hours, and statutory-holiday work.
Yes. Overtime or statutory-holiday work generally requires a written Article 36 Agreement with the majority union or worker representative, filed with the Labor Standards Inspection Office or relevant agency. The agreement controls permission to work overtime; the pay calculation still uses the required premium rates for the hours actually worked.
Work from 10:00 p.m. to 5:00 a.m. requires an additional 25% premium. If the hour is also statutory overtime, the minimum combined rate is 1.50x. If the hour is statutory-holiday work, the minimum combined rate is 1.60x. Classify the time window before applying the multiplier.
Overtime exceeding 60 hours in one month must be paid at least 50% above the normal hourly wage, or 1.5x. This is separate from the standard 25% overtime premium. Track monthly overtime totals before payroll closes so hours above the 60-hour point are not paid at the ordinary overtime rate.
The common mistake is treating after-the-fact compensatory leave as if it erased statutory-holiday work. If a statutory holiday is swapped with another workday in advance, it is not treated as holiday work. If leave is granted after the work happened, the original statutory-holiday premium remains due.
Everhour Team Management lets admins set lock rules, correct team member time, use approval workflows, assign roles, and apply team-wide time policy defaults. That helps managers review submitted time before payroll instead of recalculating from editable spreadsheets after the pay period ends.
Use approved timesheets, lock rules, and manager review before payroll handoff. Everhour Team Management keeps overtime records structured for cleaner approval decisions.
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