Germany has no nationwide 1.5x overtime premium, so Everhour helps keep approved hours tied to the rules you set.
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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A time-and-a-half calculation in Germany answers one narrow pay question: if a contract, collective agreement, or works agreement pays extra hours at 1.5x, what gross pay does that produce? Germany does not set a fixed statutory 1.5x or 2x overtime multiplier. The multiplier belongs in the calculator only when the worker's applicable agreement or policy creates it.
The legal check is separate from the pay multiplier. Germany's Arbeitszeitgesetz (ArbZG) sets the main working-time framework: eight hours per working day, extendable to ten only when the average over six calendar months or 24 weeks does not exceed eight hours per working day. A pay result does not by itself confirm that the schedule is lawful.
Start with the hourly rate, the agreed standard hours, the extra paid hours, and the multiplier from the contract, collective agreement, or works agreement. The formula is: standard hours × hourly rate, plus extra hours × hourly rate × multiplier. Use gross hourly pay before deductions, and keep unpaid breaks out of paid working time.
For example, assume a worker in Germany has a €26.50 hourly rate, 40 agreed standard hours, and 47 paid working hours in the week. If the applicable agreement pays the 7 extra hours at 1.5x, standard pay is €1,060.00 and extra-hours pay is €278.25, for total gross pay of €1,338.25.
The common mistake is treating 1.5x pay as the German legal rule. It is not. Germany's statutory baseline controls maximum working time, rest breaks, rest periods, and Sunday or public-holiday work limits. Work over six and up to nine hours requires at least 30 minutes of breaks; work over nine hours requires at least 45 minutes of breaks.
The 2026 wage floor also matters. The general statutory minimum wage has been €13.90 gross per hour since January 1, 2026, unless an exemption applies. Employers must record working time above the eight-hour daily baseline and keep those records for at least two years, and BMAS notes the BAG's 2022 ruling requiring a system for recording total employee working time.
A one-off calculator is enough when you have a single week, a known hourly rate, and a confirmed contractual or CBA multiplier. It gives a fast gross-pay check and helps spot obvious input errors, such as paying 1.5x when the agreement only provides straight time or compensatory time off.
A managed workflow is necessary when extra hours repeat, approvals matter, or payroll needs evidence. Everhour Time Tracking captures task and project hours through timers or manual entries, then feeds approved timesheets, reporting, budgeting, invoicing, and payroll review. Admins can use approvals, reminders, locked periods, and timer rules to protect the record before pay is calculated.
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No. Germany does not set a nationwide 1.5x or 2x statutory overtime premium. Extra pay, time off in lieu, or another treatment normally comes from the employment contract, collective agreement, or works agreement. BGB section 612 supports implied or usual remuneration where pay is expected.
Use paid working hours after excluding unpaid breaks. Then compare those hours with the standard hours set by the worker's contract, collective agreement, or works agreement. The calculator should apply 1.5x only to the hours that the applicable agreement treats as premium hours.
A 47-hour week is not judged by the weekly total alone. ArbZG section 3 sets eight hours per working day, extendable to ten only when the average over six calendar months or 24 weeks does not exceed eight hours per working day. Daily limits, breaks, and rest periods still apply.
Work over six and up to nine hours requires at least 30 minutes of breaks. Work over nine hours requires at least 45 minutes. Employees may not work more than six consecutive hours without a break. Unpaid break time should not be included as paid working time in the calculation.
The most common mistake is using 1.5x as a default legal premium. Germany is not a time-and-a-half jurisdiction. First confirm the worker's contract, collective agreement, or works agreement. Then check ArbZG limits, daily rest, break requirements, and Sunday or public-holiday restrictions separately from the pay formula.
Everhour Time Tracking lets teams record task and project hours through timers or manual entries, including inside supported project tools such as Asana, ClickUp, Jira, GitHub, Monday, Notion, and Trello. Those entries feed timesheets, approvals, reporting, budgeting, invoicing, and payroll review.
Yes. Everhour admins can approve timesheets and lock completed periods so regular members cannot change approved time entries. That gives payroll reviewers a stable record of submitted and approved hours before applying contract, CBA, or works-agreement overtime rules.
Track approved hours before payroll review. Everhour captures time, routes it through approvals, locks completed periods, and keeps extra-hours evidence connected to the work that produced it.
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