Poland uses daily and average weekly overtime tests. Everhour gives teams structured time records before payroll review.
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A Poland overtime calculation answers four practical questions: how many hours sit above the 8-hour daily norm or the average 40-hour weekly standard, which allowance applies, what the gross overtime value is, and whether time off replaces cash pay. Poland's Labour Code rules are explained by the Ministry of Family, Labour and Social Policy on gov.pl, and the calculation starts from those working-time standards.
The result matters for payroll checks, manager approvals, and employee explanations. It also helps you catch impossible schedules before settlement: total working time including overtime generally may not exceed 13 hours in a day, because employees generally must receive at least 11 hours of daily rest, and weekly working time including overtime may not exceed an average of 48 hours over the applicable reference period.
Polish overtime is not one flat multiplier for every extra hour. Overtime pay is regular remuneration plus an allowance. A 100% allowance applies to overtime at night, on non-working Sundays or public holidays, on a substitute day off for Sunday or holiday work, and for exceeding the average 40-hour weekly standard. A 50% allowance applies to other daily overtime on scheduled working days, including working Sundays or public holidays unless the overtime is at night.
For a weekly settlement example, an employee earns 32 zł per hour and works 45 hours in a week where the extra 5 hours exceed the average 40-hour weekly standard. Regular pay is 40 hours × 32 zł = 1,280 zł. Overtime regular pay is 5 hours × 32 zł = 160 zł. The 100% allowance is 5 hours × 32 zł = 160 zł. Total gross pay for the week is 1,600 zł.
The common mistake is calculating the money correctly while ignoring the settlement rule that controls whether the hours should have happened or whether cash is replaced by time off. Overtime caused by the employer's special needs is capped at 150 hours per calendar year per employee unless a collective bargaining agreement, workplace regulations, or qualifying employment contract sets a different number, still subject to the 48-hour weekly average cap.
Time off changes the payroll result. If overtime is compensated with time off at the employee's written request, the time off equals the number of overtime hours worked and may be granted outside the reference period. If the employer grants time off without the employee's request, it must be 50% greater than the overtime worked and must be granted by the end of the reference period.
A calculator is enough for a single payroll check when you know the exact hours, the hourly rate, the settlement period, and whether the overtime falls under the 50% or 100% allowance. It is also enough for a quick estimate before asking payroll to confirm the final classification. Keep the inputs narrow: daily hours, weekly totals, rate, allowance type, and time-off choice.
A managed workflow is necessary when several people approve schedules, correct entries, or settle overtime across projects. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults, so approved records can move into payroll review without rebuilding the week from messages and spreadsheets.
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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Overtime starts when work exceeds 8 hours per day or exceeds the average 40-hour weekly standard. In equivalent working-time systems, overtime also includes work above the employee's scheduled extended daily hours. Use the daily test and the average weekly test because either one can create overtime.
A 100% allowance applies to overtime at night, on non-working Sundays or public holidays, on a substitute day off for Sunday or holiday work, and for exceeding the average 40-hour weekly standard. The allowance is added to regular remuneration for the overtime hours rather than replacing the regular hourly pay.
A 50% allowance applies to other daily overtime on scheduled working days. It also applies to working Sundays or public holidays unless the overtime is at night. The key check is the reason and timing of the overtime, not only the number of extra hours.
Yes. At the employee's written request, time off equals the overtime worked at 1:1 and may be granted outside the reference period. If the employer grants the time off without the employee's request, the employee receives 1.5 hours off for each overtime hour, and it must be granted by the end of the reference period.
The biggest mistake is treating weekly totals as the only input. A person can trigger overtime by exceeding 8 hours in a day even when the weekly average still looks ordinary. Also check the 13-hour daily total limit, the average 48-hour weekly cap including overtime, and any collective agreement, workplace regulation, or qualifying employment contract that changes the annual overtime limit.
Everhour Team Management lets admins set lock rules, correct time entries, use approval workflows, and apply personal tracking limits before payroll review. Those controls help teams preserve approved weekly records and reduce late edits after overtime has already been checked.
Everhour Overtimes can calculate overtime hours and overtime pay for teams using daily or weekly overtime tracking. Admins can review overtime in Team Hours and use the Payroll dashboard when the Overtime app is enabled.
Use approved time entries, lock rules, and manager review before payroll handoff. Everhour Team Management keeps overtime checks tied to controlled weekly records and cleaner payroll inputs.
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