Russia overtime uses tiered Article 152 premiums, and Everhour keeps approved hours ready for review.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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This calculation answers how much extra pay is due when an employee in Russia works employer-directed overtime beyond the established daily shift or, under summarized working-time accounting, beyond the normal hours for the accounting period. Normal working time in Russia is 40 hours per week under Article 91 of the Labor Code, but the overtime test depends on the employee's schedule and accounting method.
The result shows regular pay for hours within the norm, premium pay for overtime, and the total gross amount before payroll deductions. It does not replace the employer's consent and eligibility checks: overtime generally requires written employee consent, pregnant employees and workers under 18 may not be assigned overtime, and protected caregiving or disability categories must be told about the right to refuse.
Article 152 sets a two-tier overtime premium. The first two overtime hours must be paid at not less than one-and-a-half times the applicable wage base. Overtime hours after the first two must be paid at not less than double the applicable wage base. Higher rates can be set by collective agreement, local rule, or employment contract, so the legal baseline is the floor, not always the final company rate.
For example, an employee has a ₽600 hourly wage-system pay base, a 40-hour weekly norm, and 45 payable hours after approved overtime. Regular pay is 40 × ₽600 = ₽24,000. The first 2 overtime hours are 2 × ₽600 × 1.5 = ₽1,800. The next 3 overtime hours are 3 × ₽600 × 2 = ₽3,600. Total gross pay is ₽29,400.
As of May 26, 2026, Article 99 limits overtime for each worker to 4 hours across two consecutive days and 120 hours per year, except specific Labor Code exceptions. A correct calculation does not make excess scheduling valid; it only prices the hours that were worked. Keep the pay calculation separate from the scheduling-compliance check.
A signed amendment is reported to take effect September 1, 2026. Federal Law No. 144-FZ of May 25, 2026 may allow annual overtime up to 240 hours where covered by a collective agreement or sectoral agreement. That is not the current rule on May 26, 2026, so current calculations should still use the 120-hour annual cap unless the effective-date and coverage conditions apply later.
A calculator is enough for a single payroll spot check: one employee, one known pay base, one known overtime total, and no dispute over whether the hours were employer-directed. It also works when comparing paid overtime with rest time, because Russian rules allow additional rest instead of increased pay at the employee's request, with rest time not less than the overtime worked.
A managed workflow is better when overtime repeats across teams, schedules, or accounting periods. You need approved time records, review of daily and annual limits, separation of weekend or public-holiday work under Article 153, and a clean payroll handoff. Everhour Reporting can surface overtime data in Team Hours and custom reports, with grouping, filters, exports, and scheduled delivery for review.
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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Article 152 requires overtime pay to be calculated from wages established under the employer's pay system, including compensatory and incentive payments. Do not calculate the premium from only a bare hourly rate if the employee's wage-system pay base includes other qualifying pay components. The base must match the employer's applicable pay system.
No. The 40-hour week is the normal working-time baseline under Article 91, but overtime is defined as employer-initiated work beyond the employee's established daily shift or beyond normal hours for the accounting period under summarized working-time accounting. A weekly total alone is not enough when the employee has a different schedule or summarized accounting.
The first two overtime hours are paid at not less than 1.5x the applicable wage base. Hours after the first two are paid at not less than 2x. Collective agreements, local rules, or employment contracts can set higher rates, so payroll should apply the employee's actual governing rule when it is more favorable.
No. Work on a weekly rest day or non-working public holiday is handled under Article 153 and is paid at least double. For salary workers, the result depends on whether the work falls within or beyond the monthly norm. Do not mix Article 152 overtime tiers with Article 153 weekend and holiday pay.
Yes, at the employee's request, overtime may be compensated with additional rest instead of increased pay. The rest period must be at least equal to the overtime worked. This is not the same as treating the overtime as unpaid; the replacement must be a documented rest-time arrangement.
Everhour Reporting turns logged time into customizable reports with 45+ columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. When overtime tracking is enabled, overtime and double-overtime data can appear in Team Hours and configurable reports for payroll review.
Use approved time records, grouped overtime reports, and exportable payroll review data before totals leave the time system. Everhour Reporting gives teams a clearer overtime review workflow.
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