Sweden sets overtime limits by law, while Everhour helps turn approved work hours into payroll-ready records.
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The calculation answers how many hours sit above Sweden's ordinary working time baseline and what those hours are worth under the applicable collective agreement, employment contract, or workplace policy. Sweden's Working Hours Act caps ordinary working time at 40 hours per week, with averaging over up to four weeks when the nature of the work or working conditions require it.
It also helps you check whether the planned or worked overtime stays inside Swedish time limits. General overtime cannot exceed 48 hours in a four-week period or 50 hours in a calendar month, and it is capped at 200 hours per employee in a calendar year. Extra overtime has a separate 150-hour annual cap and is allowed only for special reasons.
Swedish law does not set one universal overtime pay multiplier. The Working Hours Act regulates time limits, while overtime pay, compensatory leave, weekend rates, and holiday rates are normally set by collective agreement, employment contract, or workplace policy. Start with the worker's ordinary hourly rate, then apply the premium or time-off rule that actually covers the worker.
For example, assume an employee works 49 hours in a week at 260 kr per hour, and the applicable agreement pays overtime at 150% after 40 ordinary hours. Ordinary pay is 40 × 260 kr = 10,400 kr. Overtime hours are 9, and the overtime rate is 260 kr × 1.5 = 390 kr. Overtime pay is 9 × 390 kr = 3,510 kr, for total pay of 13,910 kr.
The common mistake is treating the pay calculation as the full answer. In Sweden, the pay result and the working-time cap are separate checks. A contract can define a cash premium, but the employer still needs to track whether general overtime stays within 48 hours per four weeks or 50 hours per month, plus the 200-hour annual cap.
Part-time work needs a separate pass. For part-time employees, hours above the agreed part-time schedule are additional hours, known as mertid, until the employee reaches full-time hours. Hours above what a full-time employee would have worked are excess additional hours and follow the same limits as general overtime. Do not price every extra part-time hour as overtime unless the agreement says so.
A one-off calculation is enough when you have a single period, a confirmed hourly rate, a known agreement premium, and no dispute about approved hours. It gives a fast gross-pay estimate and highlights whether the period needs closer review against Sweden's monthly, four-week, or annual overtime limits.
A managed workflow is better when overtime repeats, several agreements apply, or payroll needs an audit trail. Approved time records, daily and weekly totals, exception review, exports, and payroll handoff reduce manual reconstruction. Everhour timecards support that workflow with daily, weekly, and monthly work-hour totals before payroll 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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No. Sweden's Working Hours Act regulates working-time limits, not a universal overtime pay premium. Overtime pay, compensatory leave, weekend premiums, and holiday premiums are normally set by the applicable collective agreement, employment contract, or workplace policy. Use the agreed multiplier or leave rule in the calculation.
Start with 40 hours per week as the statutory ordinary working-time baseline under Sweden's Working Hours Act. The Act allows averaging over up to four weeks when the nature of the work or working conditions require it. A valid collective agreement can replace or vary listed Act rules within legal limits.
Check the general overtime caps separately from pay: 48 hours per four weeks or 50 hours in a calendar month, plus 200 hours per employee in a calendar year. Extra overtime is limited to 150 hours per year and requires special reasons when the situation cannot reasonably be solved otherwise.
For part-time employees, hours above the agreed part-time schedule are additional hours, or mertid, until the employee reaches the hours a full-time employee would have worked. Hours above that full-time level are excess additional hours and follow the same limits as general overtime. The pay treatment comes from the applicable agreement or contract.
No statutory holiday multiplier applies automatically. Swedish law identifies public holidays, including Sundays and listed holidays such as New Year's Day, 1 May, National Day, Christmas Day, and Boxing Day. Holiday work premiums are handled through collective agreements or contracts rather than a universal statutory overtime multiplier.
Everhour timecards show daily, weekly, and monthly work-hour totals, which helps reviewers compare recorded hours against normal schedules before payroll. Teams can also compare project hours with working hours and export team timesheet data for payroll or archive workflows.
Everhour Overtimes can use daily and weekly overtime limits so admins can review overtime hours in Team Hours. When overtime tracking is enabled, Everhour can surface overtime and double-overtime data in Team Hours and configurable reports for payroll review.
Track approved hours, review timecards, and export payroll-ready totals with Everhour so Swedish overtime checks move from one-off math to documented payroll review.
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