Thailand overtime rules use different weekday and holiday multipliers. Everhour keeps billable time ready for invoice review.
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Thailand's Labour Protection Act is administered through the Ministry of Labour, with the Department of Labour Protection and Welfare publishing the Act and labor-protection guidance. For general work, normal working time must not exceed 8 hours per day and 48 hours per week. For hazardous work, the normal limit is stricter: 7 hours per day and 42 hours per week.
The calculation answers how much extra pay is due once work moves outside normal hours or falls on a holiday. Regular working-day overtime is paid at not less than 1.5 times the hourly wage rate. Holiday overtime is paid at not less than 3 times the hourly wage rate. Holiday work during normal hours uses a separate rule.
The common mistake is treating all extra hours as one overtime bucket. Thailand separates regular-day overtime, holiday work during standard hours, and overtime performed on a holiday. Those categories do not pay the same, so a single blended overtime line can understate pay when holiday overtime is present.
Work during normal hours on a holiday is not the same as holiday overtime. Employees already entitled to holiday wages receive at least an additional 1x hourly rate for holiday work during normal hours. Employees not otherwise entitled to holiday wages receive at least 2x. Overtime performed on a holiday must be paid at not less than 3 times the hourly wage rate.
Start with the hourly wage rate, then multiply each hour category by the correct factor. Example: an employee earns THB 80 per hour, works 48 normal hours, 6 regular working-day overtime hours, and 4 holiday overtime hours in the same week. Normal pay is THB 3,840. Regular-day overtime is THB 720. Holiday overtime is THB 960.
The total for that week is THB 5,520 before other payroll items. The 10 combined overtime and holiday overtime hours also stay below Thailand's 36-hour weekly cap for overtime work, holiday work, and holiday overtime combined. If the employee performs hazardous work, use the 7-hour daily and 42-hour weekly normal-hours baseline before classifying overtime.
A calculator is enough for a one-off check when you already know the employee's hourly wage, normal-hours category, holiday status, and exact overtime hours. Use it to spot whether the 1.5x or 3x multiplier belongs on a specific line before payroll is finalized.
A managed workflow is better when overtime comes from client work, approvals, or invoices. Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and keeps invoice status visible after export to QuickBooks Online, Xero, or FreshBooks.
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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For general work in Thailand, normal working time must not exceed 8 hours per day and 48 hours per week. For work hazardous to employees' health and safety, normal working time is capped at 7 hours per day and 42 hours per week. Use the correct worker category before calculating overtime.
Overtime on a regular working day must be paid at not less than 1.5 times the hourly wage rate. For piece-rate employees, the same rule uses at least 1.5 times the normal piece rate. Apply this only to overtime on a normal working day, not to holiday overtime.
Holiday work during normal hours has its own rule: paid-holiday employees receive at least an additional 1x hourly rate, while employees not otherwise entitled to holiday wages receive at least 2x. Overtime performed on a holiday is different and must be paid at not less than 3 times the hourly wage rate.
Yes. Overtime work, holiday work, and holiday overtime combined must not exceed 36 hours per week. This cap is separate from the pay multiplier. A payroll calculation can show the amount due, but the schedule still needs a cap check.
Overtime on a working day generally requires the employee's prior consent each time. The listed exceptions are necessary continuous work, emergency work, or work prescribed by regulation. Do not treat recurring overtime as automatically approved unless the facts fit one of those exceptions or documented consent exists.
Everhour Billing & Invoicing turns tracked billable time and expenses into client invoices. It calculates invoice amounts from rates, time, and billable expenses while excluding non-billable work, then exports invoices to QuickBooks Online, Xero, or FreshBooks with invoice status synced back.
Everhour Reporting can surface overtime data in Team Hours and configurable reports when overtime tracking is enabled. Admins can build reports with columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF for payroll review.
Convert overtime-backed billable work into client invoices without rebuilding timesheets. Everhour connects tracked time, rates, expenses, and invoice status for cleaner billing handoff.
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