South Korea overtime rules combine weekly caps and additive premiums. 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.
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This calculation answers how much extra pay is due when work in South Korea exceeds the normal working-time baseline or falls into a premium category. South Korea's Labor Standards Act sets normal working time at 40 hours per week and 8 hours per day, excluding recess hours. Extended work generally requires agreement between the parties and is capped at 12 additional hours per week.
The result matters when you need to check a weekly payroll amount, confirm whether scheduled hours fit within the common 52-hour weekly ceiling, or separate ordinary wages from statutory premium pay. It also helps identify when night work, holiday work, or compensatory leave rules change the answer instead of treating every extra hour as the same type of overtime.
For basic extended work, calculate ordinary wages first, then add overtime pay at 150% of ordinary wages. Example: an employee works 51 hours in one week at ₩18,000 per hour. The first 40 hours are ordinary working time: 40 × ₩18,000 = ₩720,000. The 11 extended hours are within the 12-hour weekly cap: 11 × ₩18,000 × 1.5 = ₩297,000.
Total weekly pay for this basic example is ₩1,017,000 before taxes, deductions, or separate allowances. This example assumes the overtime hours are not night work and not holiday work. If the same hours fall between 10:00 p.m. and 6:00 a.m., or occur on a paid holiday, South Korea's additive premium rules require a different line-by-line calculation.
The common mistake is applying only one premium when two categories overlap. Night work in South Korea is work performed between 10:00 p.m. and 6:00 a.m. and requires at least an additional 50% of ordinary wages. When night work overlaps with extended work or holiday work, the night premium is calculated in addition to the other applicable premium.
Holiday work also has two bands. Holiday work of 8 hours or less is paid at 150% before any separate night premium. Holiday work exceeding 8 hours is paid at 200% for the excess holiday-work hours before any separate night premium. Keep each category on its own line: ordinary hours, extended work, night premium, first 8 holiday hours, and holiday hours over 8.
A one-off calculation is enough when you have a finished week, one ordinary wage rate, no disputed time entries, and a clear split between regular, extended, night, and holiday hours. It is also enough for a quick schedule check, such as confirming that 51 total hours include 11 extended hours and do not exceed the ordinary 12-hour weekly overtime cap.
A managed workflow is the better fit when several people submit time, managers need approvals, or payroll needs a defensible handoff. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and keeps submitted hours available for payroll review before overtime, night, or holiday premiums are calculated.
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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South Korea's Labor Standards Act sets normal working time at 40 hours per week and 8 hours per day, excluding recess hours. Hours beyond that baseline require an overtime check. Extended work generally requires agreement between the parties and is capped at 12 additional hours per week, creating the common 52-hour weekly ceiling.
Basic extended work is paid at least 50% more than the employee's ordinary wage. That makes a standard overtime hour worth 150% of ordinary wages. For example, at ₩18,000 per hour, one basic extended hour is ₩27,000 before taxes, deductions, or any additional night or holiday premium.
Night work is work performed between 10:00 p.m. and 6:00 a.m. It requires at least an additional 50% of ordinary wages. If the same hour is also extended work or holiday work, the night premium is added on top of the other applicable premium rather than replacing it.
Holiday work of 8 hours or less is paid at 150% of ordinary wages before any separate night premium. Holiday work exceeding 8 hours is paid at 200% for the excess holiday-work hours before any separate night premium. Split the holiday line at 8 hours so the higher rate applies only to the excess holiday-work hours.
Compensatory leave can replace the additional wage for extended, night, or holiday work only through a written agreement with the employee representative. Do not treat informal time off as a substitute for statutory premium pay unless that written employee-representative agreement exists and applies to the hours being reviewed.
Everhour Time Tracking lets employees record task and project hours with live timers or manual entries, including inside supported project tools such as Asana, ClickUp, Jira, Monday, Notion, Trello, and GitHub. Admins can use approvals, locked periods, reminders, and timer rules before sending hours into payroll review.
Track submitted hours, lock approved periods, and review weekly totals before payroll. Everhour gives teams a cleaner record for overtime, night work, and holiday premium checks.
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