India uses daily and weekly overtime tests under the Labour Codes. Everhour supports overtime-aware planning beyond one-off pay checks.
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An India overtime pay calculation answers how much extra pay is due when a worker exceeds the standard working time limits under the current Labour Codes framework. India implemented the four Labour Codes, including the Occupational Safety, Health and Working Conditions Code, 2020 and the Code on Wages, 2019, with effect from 21 November 2025.
The key output is the overtime amount and the total pay for the period. The calculation must check more than 8 hours in a day and more than 48 hours in a week, then use the daily or weekly result whichever is more favorable to the worker. That choice matters when a worker has one or two long days but stays near the weekly limit.
Start with actual hours worked by day. Under the OSHWC Code framework, the standard working day is 8 hours/day and the standard weekly limit is 48 hours/week. Overtime becomes payable when a worker exceeds either limit. Overtime work must be paid at 2x the applicable rate of wages.
Example: a worker earns ₹220 per hour, works 10 hours Monday, 9 hours Tuesday, 8 hours Wednesday, 8 hours Thursday, 8 hours Friday, and 6 hours Saturday. Total weekly hours are 49. The daily test gives 3 overtime hours: 2 on Monday and 1 on Tuesday. The weekly test gives 1 overtime hour. The daily result is more favorable, so total pay is ₹11,440.00.
Do not start with total compensation if the law calls for a narrower wage base. The Code on Wages definition of wages includes basic pay, dearness allowance, and retaining allowance. It excludes items such as bonus, HRA, conveyance allowance, overtime allowance, commission, gratuity, and retrenchment compensation, subject to the statutory 50% add-back rule.
Eligibility also matters before the math starts. The OSHWC definition of worker excludes persons mainly employed in managerial or administrative capacity and supervisors drawing wages above ₹18,000 per month or a higher notified amount. Awards, agreements, contracts of service, or later employer-employee agreements may grant more favorable rights, but lower inconsistent terms do not override the Code minimums.
A calculator is enough for a single pay-period check, a payslip review, or a quick comparison between daily and weekly overtime. Use it when you already have clean daily hours, the correct wage base, and a clear worker category. Keep the consent rule separate from the arithmetic: a worker may be required to work overtime only subject to that worker's consent.
A managed workflow is better when overtime affects budgets, approvals, payroll handoff, and client or department reporting. Everhour Project Budgeting supports hour-based and money-based budgets, recurring budget periods, email alerts, and budget protection, so overtime pressure can be reviewed before it becomes only a payroll correction.
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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Calculate overtime by identifying hours worked above 8 hours in a day or 48 hours in a week, then applying the more favorable result for the worker. Eligible overtime is paid at 2x the applicable rate of wages. The wage base uses basic pay, dearness allowance, and retaining allowance, subject to the Code on Wages definition.
Yes. Under the OSHWC framework, overtime is tested against more than 8 hours in a day and more than 48 hours in a week. The payable result uses the daily or weekly calculation whichever is more favorable to the worker. This prevents a long-day schedule from being understated just because the weekly total is close to 48 hours.
Use the Code on Wages wage base: basic pay, dearness allowance, and retaining allowance. Do not automatically include bonus, HRA, conveyance allowance, overtime allowance, commission, gratuity, or retrenchment compensation. The statutory 50% add-back rule can affect excluded components, so payroll teams should verify the wage structure before calculating overtime.
The OSHWC worker definition excludes persons mainly employed in managerial or administrative capacity. It also excludes supervisors drawing wages above ₹18,000 per month or a higher notified amount. That exclusion check comes before the overtime formula, because applying the 2x calculation to the wrong worker category gives a misleading payroll result.
A contract, award, agreement, or later employer-employee agreement can give the worker more favorable rights or privileges than the OSHWC Code minimums. Lower inconsistent terms do not override the Code. For calculation purposes, use the Code minimum as the floor, then apply any valid higher contractual or award benefit.
Everhour Project Budgeting tracks hour-based and money-based budgets as people log time, then sends budget alerts at defined thresholds. That helps managers see when extra hours are pushing a project toward its limit before overtime costs reach payroll.
Use a repeatable budget workflow when overtime affects cost control. Everhour connects tracked time to project budgets, alerts, and budget protection for better overtime visibility.
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