Ukraine overtime uses double hourly pay for qualifying hours, and Everhour helps turn approved billable time into invoices.
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An overtime calculation in Ukraine answers how much extra pay is owed when an employee works beyond the established working day or, under summarized time recording, beyond the normal hours for the accounting period. Ukraine's Labor Code Article 50 sets normal working time at no more than 40 hours per week, though a collective agreement may set a lower standard.
The calculation is only one part of the decision. Overtime in Ukraine is generally not allowed and may be used only in statutory exceptional cases, with permission from the elected primary trade-union body or trade-union representative. Certain workers are protected from overtime, including pregnant women, women with children under three, persons under 18, and students during school days.
For hourly paid employees, Labor Code Article 106 requires qualifying overtime to be paid at double the hourly rate, and compensating overtime with time off is not allowed. The basic formula is: regular pay for normal hours plus overtime hours multiplied by the hourly rate and then multiplied by 2.
Example: an hourly employee in Ukraine works 46 hours in a week where the established normal schedule is 40 hours, at UAH 70 per hour. Regular pay is 40 × UAH 70 = UAH 2,800. Overtime pay is 6 × UAH 70 × 2 = UAH 840. Total pay for the week is UAH 3,640 before any other payroll items.
Outside martial-law modifications, overtime may not exceed four hours for an employee over two consecutive days or 120 hours per year, and the employer must keep overtime records for each employee. A pay calculation that produces the right amount can still expose a scheduling problem if the hours exceed these limits.
Martial-law rules change the context for some employers. During martial law, normal working time may be increased to 60 hours per week for critical-infrastructure workers, while workers who normally have reduced hours may not exceed 40 hours per week. Law 2136 also suspends Labor Code Article 73 holiday and day-off rules and the Article 65 overtime cap during martial law.
A one-off calculator is enough when you have a confirmed hourly rate, a clean count of qualifying overtime hours, and no dispute about whether the work was permitted. It is also enough for checking a single payslip, testing a schedule, or explaining why six overtime hours at UAH 70 create UAH 840 in overtime pay.
A managed workflow is needed when overtime affects client billing, repeated approvals, payroll handoff, or invoicing. Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and exports invoices to QuickBooks Online, Xero, or FreshBooks with status sync back to Everhour.
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 is work beyond the established working day or, under summarized time recording, beyond the normal hours for the accounting period. The usual weekly reference point is the Labor Code Article 50 limit of no more than 40 hours per week, unless a collective agreement sets a lower standard or a lawful special regime applies.
For hourly paid employees, Ukraine uses 200% pay for qualifying overtime. Labor Code Article 106 requires overtime to be paid at double the hourly rate. For piece-rate employees, overtime is paid as a 100% surcharge of the base salary of a comparable hourly employee for all overtime hours.
No. For hourly paid employees, Article 106 states that compensating overtime with time off is not allowed. Do not treat extra leave as a substitute for the double hourly overtime payment. Weekend work is different: under Article 72, weekend work may alternatively be compensated with another day off by agreement.
Outside martial-law modifications, overtime may not exceed four hours for an employee over two consecutive days or 120 hours per year. The employer must keep overtime records for each employee. During martial law, Law 2136 suspends the Article 65 overtime cap, so the date and worker category matter.
During martial law, normal working time may be increased to 60 hours per week for critical-infrastructure workers, while workers who normally have reduced hours may not exceed 40 hours per week. Law 2136 also suspends Labor Code Article 73 holiday and day-off rules and allows weekly uninterrupted rest to be reduced to 24 hours.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and lets teams group line items by project, task, person, or date. Invoices can be exported to QuickBooks Online, Xero, or FreshBooks.
Everhour Timesheets collect weekly project hours and working hours by person so managers can approve, reject, or partially approve submitted time before payroll or billing. Submitted and approved time is locked for regular members, which protects reviewed entries from later edits.
Track billable overtime, exclude non-billable work, and generate invoices from approved time. Everhour keeps invoice status connected to tracked hours for cleaner billing handoff.
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