Overtime Pay Calculator
Compute total pay with overtime: regular pay = wage × regular hours; overtime pay = wage × multiplier × overtime hours; total is the sum.
Input Data
Results
At a glance:Total pay with overtime = regular pay + overtime pay. Regular pay = hourly wage × regular hours; overtime pay = hourly wage × overtime multiplier × overtime hours. The multiplier is the premium rate for overtime hours.
Formula
Regular pay = hourly wage × regular hours.
Overtime pay = hourly wage × overtime multiplier × overtime hours.
Total pay = regular pay + overtime pay.
$$\text{RegularPay} = \text{Wage} \times \text{RegularHours}$$$$\text{OvertimePay} = \text{Wage} \times \text{Multiplier} \times \text{OvertimeHours}$$$$\text{TotalPay} = \text{RegularPay} + \text{OvertimePay}$$How to Use
- Enter the hourly wage and regular hours.
- Enter the overtime hours and the multiplier.
- Read the regular pay, overtime pay and total pay.
FAQ
How is overtime pay calculated, and what is the multiplier?
Overtime pay rests on the idea that each overtime hour is paid at a higher rate than normal, and the 'multiplier' reflects that premium. Three parts: regular pay = wage × regular hours (e.g. 100 × 40 = 4,000); overtime pay = wage × multiplier × overtime hours (at 1.5×, 10 hours = 100 × 1.5 × 10 = 1,500); total pay = regular + overtime = 5,500. Common multipliers: 1.5× ('time and a half') is typical for weekday overtime; 2× ('double time') for holidays or late shifts; if there is no premium, set it to 1.
Is there a statutory overtime multiplier in Hong Kong?
No — this is the most misunderstood point. Hong Kong's Employment Ordinance does not impose a uniform, mandatory overtime-rate. Whether overtime is paid, and at what rate, depends on the individual employment contract, not a statutory multiple like 1.5×. If the contract specifies it, follow the contract; if not, there may be no extra overtime pay. Separately, certain statutory entitlements (holiday pay, annual-leave pay, sickness allowance, severance) are computed from the 'average wages' of the past 12 months, which may include overtime if it is regular/contractual. This calculator only does arithmetic on the multiplier you enter — it does not represent any legal standard. Actual pay is governed by your contract and the Employment Ordinance; for disputes, consult the Labour Department.
How is overtime related to the statutory minimum wage?
They are different concepts. The Statutory Minimum Wage (HK$42.1 per hour from 1 May 2025) sets the floor for hourly pay for most employees — but it does not mandate 1.5× or 2× for overtime. So 'wage ≥ HK$42.1' is the minimum-wage requirement, while 'whether overtime carries a premium and at what rate' is a contract matter. In practice, a minimum-wage employee whose contract has no overtime clause may still be paid only HK$42.1 for overtime (multiplier 1); a higher multiplier requires a contractual term.
What else should I watch when using this calculator?
Several practical notes. First, the result is gross — before tax, MPF and other deductions, so take-home is less. Second, clarify the multiplier definition: some firms mean 'an extra 0.5× on top of normal' (i.e. 1.5× total) — this calculator's multiplier is the total multiple of the hourly wage paid per overtime hour, so enter 1.5 for 'one-and-a-half'. Third, it fits hourly-paid staff directly; salaried employees must first convert monthly pay to an hourly rate (monthly pay ÷ standard monthly hours). Fourth, different periods (weekday, weekend, holiday, late night) may have different multipliers — split and sum them if overtime spans several. Fifth, confirm whether meal/rest breaks count as paid overtime under your contract. The result is a planning estimate only; actual pay follows your contract and Hong Kong law. Pair it with this site's salary and hourly-to-annual converters.
What is the formula and data basis of this calculator?
It computes total pay as regular pay + overtime pay, with the multiplier entered by the user (no statutory standard involved). The minimum wage cited (HK$42.1/hour, from 1 May 2025) is the level announced by the Minimum Wage Commission; definitions of overtime and average wages follow the Labour Department's Employment Ordinance guidance. All results are pre-tax estimates — actual entitlements depend on your employment contract and applicable law.
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References
Content review: Calculatorism Finance Team. Results are for reference only; please refer to the relevant authorities for the official figures.