Overtime Pay Calculator
Ordinary wage plus overtime and night pay.
Official basis · some exemptions excludedBased on 2026 rulesSources: Labor Standards Act · Ministry of Employment & Labor
Hourly wage = monthly wage ÷ 209 hours.
Total overtime pay
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Night-shift pay can overlap with overtime and holiday work; this calculator shows only the premium portion.
What is ordinary wage and overtime pay?
Ordinary wage is the hourly base used to compute extended, night, and holiday work pay. Under Article 56 of the Labor Standards Act, hours beyond statutory limits or at night/on holidays require a premium on top of the ordinary hourly wage.
Premium rates (2026)
- Extended hours: +50%. Night hours (10pm-6am): +50%. Holiday work up to 8h: +50%. Holiday work beyond 8h: +100%.
Overlapping premiums
Extended hours worked at night can trigger both the extended and night premiums. This tool computes each item separately — add both for overlapping periods.
How overlapping extended and night hours are paid — a worked check
When extended (overtime) work falls within night hours (10pm–6am), both the extended premium (50%) and the night premium (50%) apply, adding a combined 100% premium on top of the ordinary hourly wage for those hours — effectively 200% total pay for that time.
Using the calculator's default of a 3M KRW monthly ordinary wage: hourly wage = 3M ÷ 209 ≈ 14,354 KRW. If 3 extended hours fall entirely within night hours: extended pay = 14,354 × 1.5 × 3 = 64,593 KRW (includes base pay), and night pay (premium only) = 14,354 × 0.5 × 3 = 21,531 KRW. Combined, 64,593 + 21,531 = 86,124 KRW — showing a full 100% premium was added for those 3 hours.
Checking 10 hours of holiday work: the first 8 hours get 150% of the hourly wage (50% premium) = 14,354 × 1.5 × 8 = 172,249 KRW, and the remaining 2 hours get 200% (100% premium) = 14,354 × 2 × 2 = 57,416 KRW. Together, 172,249 + 57,416 = 229,665 KRW in total holiday pay, illustrating exactly how the premium rate changes at the 8-hour mark.
The 209 hours used to derive the hourly wage is the Labor Standards Act's standard monthly working hours: 40 weekly hours plus 8 paid weekly-rest hours = 48 hours/week, multiplied by the average weeks per month (about 4.345). The calculator uses this 209-hour figure for "monthly ordinary wage ÷ 209 hours."
The scope of ordinary wage can vary by workplace depending on which allowances are paid regularly, uniformly, and at a fixed amount — check your employment contract, work rules, and labor ministry guidance for the exact scope. Workplaces with fewer than 5 regular employees are exempt from Article 56 of the Labor Standards Act (extended/night/holiday premiums), so there may be no legal obligation to pay these premiums (unless the employment contract or work rules provide otherwise). Confirm applicability with a labor authority or attorney.
Ordinary wage and inclusive pay — what matters more than the premium rate
The premium rates are fixed by statute. What actually moves the number is how the ordinary wage is defined — get the hourly base wrong and the correct premium still gives the wrong answer.
What forms part of the ordinary wage
The ordinary wage is what is contractually payable for contracted work on a regular and uniform basis. Substance governs, not the label: any allowance that is regular, uniform and fixed belongs in it.
Regular means paid at set intervals; uniform means paid to all workers or all who meet a stated condition; fixed means payable without further contingency. Base pay, position and qualification allowances, and a constant monthly meal allowance typically qualify.
Performance pay that varies with results, or holiday bonuses paid only to those employed on a given date, lack fixity and are excluded — as are overtime, night and holiday premiums themselves.
Converting to an hourly figure
For monthly-paid workers the hourly ordinary wage is the monthly ordinary wage divided by monthly contracted hours. On a 40-hour week that comes to 209 hours, including paid weekly holiday hours.
Two common errors follow: dividing by 174 hours by omitting the weekly holiday inflates the rate, while including overtime hours in the denominator deflates it.
Where contracted hours vary — alternating weeks or shift patterns — convert using a four-week average. Part-time workers use their own contracted hours the same way.
Inclusive pay agreements are not automatically valid
An inclusive pay agreement that folds overtime into monthly salary is valid only where hours are genuinely hard to measure and the worker is not disadvantaged. Office roles with attendance records rarely meet that test.
Even a valid agreement does not cap liability: if statutory premiums for hours actually worked exceed the agreed amount, the difference is payable, and withholding it is unpaid wages.
Agreements that do not state how many overtime hours the sum covers tend to fail in dispute. Check whether the contract separates the fixed overtime hours and the amount attributed to them.
Small workplaces and the hours cap
Workplaces with fewer than five regular workers are outside the premium provisions: overtime need only be paid at 100% of the ordinary wage, and the same applies at night and on holidays. Minimum wage, weekly holiday pay and severance still apply.
At five or more, overtime by agreement is capped at 12 hours a week, giving a 52-hour ceiling. Exceeding it is a breach in itself, regardless of whether premiums were paid.
Headcount is measured per workplace, dividing total person-days by operating days. Part-time and fixed-term workers count; the proprietor and cohabiting relatives do not.
Legal basis
- Premium pay — Labor Standards Act art. 56
- Definition of ordinary wage — Labor Standards Act Enforcement Decree art. 6
- Overtime cap — art. 53; statutory hours — art. 50
- Scope for workplaces under five — art. 11 and Enforcement Decree art. 7
- Counting regular workers — Enforcement Decree art. 7-2