Pakistan overtime checks use daily and weekly triggers; Everhour supports approved time records before payroll review.
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A Pakistan overtime calculation answers one practical question: which worked hours must be paid above the ordinary rate, and what is the gross pay for that period? Under the Factories Act, factory work beyond nine hours in a day is overtime, and non-seasonal factory work beyond forty-eight hours in a week is also overtime.
For covered shops and establishments, adult employees generally use the same 9 hours/day and 48 hours/week limits before overtime applies. Seasonal factory workers need separate handling because their weekly overtime trigger is more than fifty hours, while the daily trigger remains more than nine hours.
The core formula is regular pay plus overtime pay. For factories, section 47 of the Factories Act requires overtime pay at twice the worker's ordinary rate of pay. The West Pakistan Shops and Establishments Ordinance applies the same double-rate rule to covered establishments, so the multiplier is 2x when the listed rule applies.
Example: an adult employee in a covered shop works 54 hours in one week at Rs 220 per hour, with no holiday work. The first 48 hours are ordinary pay: 48 × Rs 220 = Rs 10,560. The extra 6 hours are overtime: 6 × Rs 220 × 2 = Rs 2,640. Total gross pay is Rs 13,200.
The common mistake is using one weekly threshold for every Pakistan workplace. Non-seasonal factories use overtime after 48 hours/week, but seasonal factories use overtime after 50 hours/week. Both factory categories still use the daily trigger above 9 hours/day, so a long day can create overtime even when the week is below the weekly threshold.
Covered shops and establishments also require attention to the annual limit. The ordinance allows adult overtime for specified business operations but caps total overtime worked by an adult employee at 624 hours in a year. That cap does not change the 2x pay calculation for overtime already worked; it changes whether scheduling more overtime is allowed.
A one-off calculation is enough when you have a complete timesheet, one ordinary rate, no festival holiday work, and no dispute over worker category. It is also enough for a quick estimate before approving a small batch of hours, provided the daily and weekly triggers are checked separately.
A managed workflow is needed when hours require approval, corrections, locked periods, or payroll handoff. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, and approval workflow so reviewed hours stay controlled before overtime totals move into payroll.
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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Factories Act section 47 requires overtime pay at twice the worker's ordinary rate of pay. For covered establishments under the West Pakistan Shops and Establishments Ordinance, the same double-rate rule applies. Use 2x only after identifying that the worker and workplace are covered by the relevant rule.
Both triggers can matter. Under the Factories Act, factory work beyond nine hours in a day is overtime, and non-seasonal factory work beyond forty-eight hours in a week is overtime. Covered shops and establishments also use 9 hours/day and 48 hours/week for adult employees before overtime applies.
Seasonal factory workers have a weekly overtime trigger above 50 hours instead of above 48 hours. The daily trigger remains more than 9 hours. That means a seasonal factory calculation must test each day first, then test the weekly total against 50 hours.
For factory overtime, ordinary rate includes remuneration payable under the employment contract. It excludes housing or amenities, pension or provident contributions, travel allowances or concessions, and gratuity, bonus, or profit share. Using gross payroll without removing excluded items overstates overtime pay.
Holiday work needs separate handling from ordinary overtime. Factories Act section 49-I gives paid festival holidays and, if a worker is required to work on one, requires an additional paid compensatory holiday and a substitute holiday. WageIndicator describes this as effectively 300% of normal wages for public-holiday work.
Everhour Team Management lets admins set lock rules, correct time for team members, apply personal tracking limits, and route submitted time through approvals. That gives payroll reviewers a controlled record before Pakistan overtime totals are finalized.
Everhour Overtimes can use daily and weekly overtime limits and show overtime hours in Team Hours. Admins can review overtime visibility before payroll, including regular, 1.5x overtime, and 2x double-overtime categories where configured.
Use approved time entries, lock completed periods, and correct exceptions before payroll. Everhour Team Management keeps Pakistan overtime review tied to controlled team records.
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