How is overtime pay calculated? How much is an hour?

Each company has a different system and overtime pay is not the same Generally speaking, overtime pay is at least twice the usual hourly wage.

Nowadays, there are many companies that do not pay overtime, and if they work overtime, there is basically no overtime pay.

The calculation of overtime pay is: Monday to Friday: the hourly wage of the person overtime; Rest days: My average daily salary x2; Statutory holidays: My average daily salary x 3.

Legal analysis: If the employee resigns, the salary shall be calculated according to the number of cars in the day of the employee's actual attendance and the number of overtime hours, and the actual monthly salary = monthly salary The actual number of days of work and the calculation method of overtime pay on working days: monthly wages and overtime hours are multiple;

Calculation method of overtime pay on weekends and weekends: 2 times the number of overtime hours of monthly wages;

The calculation method of overtime pay on statutory holidays is 3 times the monthly salary and overtime hours.

Legal basis]:

Article 9 of the Interim Provisions on the Payment of Wages If a worker resigns, the salary shall be calculated according to the actual number of days of attendance and the number of overtime hours of the worker, and the actual monthly wage = monthly salary The actual number of days of attendance, and the calculation method of overtime pay on working days: monthly wages and overtime hours are multiple;

Calculation method of overtime pay on weekends and weekends: 2 times the number of overtime hours of monthly wages;

The calculation method of overtime pay on statutory holidays is 3 times the monthly salary and overtime hours.

It depends on when the overtime work is due. If the employer arranges overtime work for the employee on holidays, it shall pay the employee overtime wages at a rate not less than 300% of the employee's daily or hourly wage; If a worker is arranged to work overtime on a rest day, the worker may be given compensatory rest without overtime wages, and if no compensatory rest is given, overtime wages shall be paid at a rate not less than 200% of the worker's daily or hourly wage. Article 44 of the Labor Law stipulates that under any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards:

1) Where a worker is arranged to work longer hours, a wage remuneration of not less than 150 percent of the wage shall be paid; (2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) Where a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

Article 13 of the Interim Provisions on the Payment of Wages and Codes shall pay wages to the following standards if the employer arranges the employee to work beyond the statutory standard working hours according to actual needs after the employee has completed the labor quota or the prescribed work tasks: (1) If the employer arranges the employee to work longer than the statutory standard working hours in accordance with the law, the employer shall pay the employee wages at a rate not lower than 150% of the employee's hourly wage standard as stipulated in the labor contract; (2) If the employer arranges for the worker to work on a rest day in accordance with the law, but cannot arrange a compensatory break, the employer shall pay the employee's wages at a rate not lower than 200% of the employee's daily or hourly wage as stipulated in the labor contract; (3) If the employer arranges for the employee to work on statutory holidays and holidays in accordance with the law, it shall pay the employee wages at a rate not lower than 300% of the employee's daily or hourly wage as stipulated in the labor contract.

If the overtime is worked for one hour, the salary shall be calculated according to the specific circumstances of the overtime. If the employee only works one hour of overtime on an ordinary working day, the employer shall pay the employee a wage remuneration of not less than 150% of the wage; If an employee works one hour of overtime on a rest day, the employer shall pay him a wage remuneration of not less than 200% of his wages; If an employee works one hour of overtime on a statutory holiday, the employer shall pay him a wage remuneration of not less than 300% of his wages.

Labor Law of the People's Republic of China

Article 44.

Under any of the following circumstances, the employer shall pay the employee a wage higher than the employee's normal working hour wage in accordance with the following standards:

1) Where a worker is arranged to work longer hours, a wage remuneration of not less than 150 percent of the wage shall be paid;

(2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, a wage remuneration of not less than 200 percent of the wage shall be paid;

(3) Where a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

Legal analysis: It depends on the specific facts of the case. If the employer arranges overtime work for the employee on holidays, it shall pay the employee overtime wages at a rate not less than 300% of the employee's daily or hourly wage; If the employer arranges for the employee to work overtime on the rest day, it may arrange compensatory rest for the employee without paying overtime wages, and if no compensatory rest is given, it shall pay overtime wages at a rate not less than 200% of the employee's daily or hourly wage.

Legal basis: Labor Law of the People's Republic of China Article 44 In any of the following circumstances, the employer shall pay wages and remunerations higher than the wages of the workers during normal working hours according to the following standards: (1) If the workers are arranged to work longer hours, the wages and remunerations shall not be less than 150/100 of the wages; (2) Where a worker is assigned to work on a rest day and cannot arrange a compensatory break, he shall be paid a wage remuneration of not less than 200 percent of his wages; (3) Where a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.