Labor & Work Calculators

The annual leave calculator works out accrued paid-leave days under the Labor Standards Act from your hire date, and the minimum wage calculator turns an hourly rate into monthly and weekly pay so you can compare it against that year's minimum wage.

The unemployment benefit calculator takes your average wage before leaving and your employment-insurance enrollment period to estimate the job-seeking benefit amount and number of payment days, while the parental leave pay calculator applies the payout rate that changes by month of leave. The overtime pay calculator applies the premium rates for extended, night and holiday work to compute extra pay.

Actual payouts can differ by workplace size and individual employment contract terms, so read these numbers as an approximation and check the exact figure with HR or the Ministry of Employment and Labor.

The Labor Standards Act applies differently by headcount. Workplaces with five or more employees owe premium pay for overtime, night and holiday work, along with annual paid leave and dismissal protections, while much of this falls away below five. Minimum wage, weekly holiday allowance and severance apply regardless of size.

Weekly holiday allowance arises where contracted hours reach 15 a week and the scheduled days are worked. For hourly work its absence cuts take-home pay sharply, so a contract quoting only an hourly rate should make clear whether the allowance is included.

Overtime premiums attach to hours beyond the statutory limit. Night work runs from 10pm to 6am, and premiums stack where night and holiday work overlap. Even under an inclusive-wage contract, hours worked beyond what was agreed can be claimed.

Annual paid leave accrues after a year with at least 80 percent attendance. Under a year, one day accrues per full month worked, and from three years' service one further day is added every two years. Unused leave is settled in cash, though a properly run usage-promotion procedure can limit the claim.

Unemployment benefit is generally unavailable after resigning, but voluntary departure can still qualify where the reason is recognised — unpaid wages, an unreasonable commute, illness. Entitlement days depend on insured period and age.

Unpaid wages can be reported to the Ministry of Employment and Labor. Wage claims prescribe after three years, and where an employer becomes unable to pay, the substitute payment scheme has the state pay a capped amount first.

The minimum wage is announced annually and applies to every workplace. A reduction is possible during probation under set conditions, but simple manual roles are excluded and the permitted period is limited.

Parental leave is available to employees with a child aged eight or under, or in the second grade of elementary school or below. Benefits are paid from employment insurance within a floor and ceiling, and schemes exist that raise support when both parents take leave.

Enrolment in the four social insurances is not the employee's choice. Beyond a threshold of hours the employer must enrol them, and missed periods can later be corrected retroactively — entitlement to unemployment benefit rests on that insured history.

An employment contract must be issued in writing. Omitting pay composition, contracted hours, holidays and leave makes later disputes hard to settle, and failing to issue one is itself subject to a fine.

Ordinary wage and average wage serve different purposes: premiums for overtime, night and holiday work and unused-leave allowances are computed on ordinary wage, while severance and shutdown allowances use average wage. Whether a regular, uniformly paid bonus counts toward ordinary wage is frequently disputed and moves the total.

Dismissal requires both just cause and due process — 30 days' notice or pay in lieu, and written notice of the grounds and timing, absent which it has no effect. An unfair dismissal can be challenged before the Labor Relations Commission within a set filing period, after which the opportunity is lost.

Part-time and fixed-term employees receive the same protections. Leave and weekly holiday allowance accrue in proportion to hours, and treating them differently from permanent staff doing the same work without reasonable grounds counts as discrimination. Fixed-term work beyond two years is deemed converted to an open-ended contract.