Overtime pay calculator
Work out overtime pay using the 150% / 200% / 300% multipliers from Article 44 of the PRC Labour Law, from a monthly or hourly base, with editable multipliers and pay days (21.75 by default).
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Pay basis and overtime hours
The defaults follow Article 44 of the PRC Labour Law: at least 150% for extended working hours, at least 200% on a rest day that cannot be compensated with time off, and at least 300% on a statutory holiday. The 21.75 pay days come from MOHRSS Notice 2008/3. These are reference values — local rules and your contract prevail.
Result
125.00 CNY21,750.00 CNY1.5× · 10 hours → 1,875.00 CNY2× · 8 hours → 2,000.00 CNY3× · 8 hours → 3,000.00 CNY26 hours28,625.00 CNYWhat this tool does
- Check a payslip: enter the hours you worked on weekdays, rest days and statutory holidays this month and see whether the overtime line adds up.
- Weigh up a “come in on Saturday” request — 200% on a rest day versus 300% on a statutory holiday is a big difference.
- Budget headcount costs by combining an average monthly salary with expected overtime hours.
- Compare shift patterns: time off in lieu, paid overtime and compensatory rest suddenly have a price tag.
Example
Input
Monthly salary 21750 CNY, 21.75 pay days and 8 hours a day; 10 overtime hours on workdays, 8 on rest days and 8 on statutory holidays, default 1.5 / 2 / 3 multipliers
Output
Total overtime 6,875.00 CNY; effective hourly wage 125.00 CNY, workday 1.5× × 10 h = 1,875.00 CNY, rest day 2× × 8 h = 2,000.00 CNY, statutory holiday 3× × 8 h = 3,000.00 CNY, 26 overtime hours in total, salary + overtime = 28,625.00 CNY
Hourly wage = 21750 ÷ 21.75 ÷ 8 = 125 CNY. Both the multipliers and the pay days are editable, so you can match your employer’s scheme when checking a payslip.
Frequently asked questions
Where do the multipliers come from?
The defaults follow Article 44 of the PRC Labour Law: at least 150% of wages for extended working hours, at least 200% for work on a rest day that cannot be compensated with time off, and at least 300% for work on a statutory holiday. The fields are editable, and a more generous local rule or contract always wins.
Why 21.75 pay days?
That is the figure from the MOHRSS Notice 2008/3 on converting monthly and annual working time: monthly pay days = (365 − 104) ÷ 12 = 21.75, where 104 is the number of rest days in a year. It is not the same as the 20.83 monthly working days — overtime is calculated on 21.75.
What is the difference between rest day and statutory holiday overtime?
For rest days (usually Saturday and Sunday) an employer may grant time off instead of paying, and no overtime is owed if that happens. Statutory holidays cannot be swapped for time off — at least 300% must be paid. So the same eight hours cost noticeably more on a holiday.
The result is far from my actual take-home pay. Why?
This is gross overtime pay: no income tax or social contributions are deducted, and bonuses or allowances are not included. If your employer uses basic salary rather than full salary as the overtime base, the real figure will be lower — worth checking whether that base is lawful.
Any floating point error?
None. The salary and every overtime amount are computed in integer cents, and multipliers only multiply in the final step before rounding to the nearest cent, so no 0.1 + 0.2 style tails appear.
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