Overtime Calculator

TL;DR

Estimate overtime pay with a simple formula: hourly_rate × overtime_hours × multiplier.

This helps you sanity-check an offer, HR calculation, or your own timesheet.

Who this is for

• Employees and contractors estimating overtime compensation.
• Candidates negotiating overtime terms in an offer.

How to use it

1. Enter your hourly rate (gross or net—be consistent).
2. Enter overtime hours.
3. Enter multiplier (e.g., 1.5, 1.75, 2.0).

How to pick the right hourly rate

The most common mistake is mixing bases:

• If you enter a gross hourly rate, your result is gross.
• If you enter a net hourly rate, your result is net.

If you only know your monthly salary, convert it to an hourly base first (and be consistent with gross vs net):

• use Gross estimate (2025) and Net from gross (2025) to sanity-check salary conversions
• then decide which number you want to negotiate/report

For contractors (B2B), the “hourly rate” is usually your contract rate, not a payroll-derived rate.

What the multiplier represents

The multiplier is a simplified way to model “extra pay” for overtime-like situations. In reality, the multiplier depends on:

• your contract and company policy
• collective agreements (if any)
• whether overtime is compensated in cash vs time off in lieu
• special categories (night work, weekends/holidays, on-call interventions)

This tool lets you plug the multiplier you’re told (or negotiating) and see the money impact.

Worked examples

Example 1: standard overtime

100 RON/h × 10h × 1.75 → 1,750 RON.

Example 2: weekend multiplier

Use the multiplier specified by your company policy/contract.

Example 3: compare payout vs time off

Compute the cash value, then compare with time-off-in-lieu options.

Example 4: salary negotiation sanity check

If a recruiter says “overtime is paid with a 1.5x multiplier”, you can estimate what that means for a typical month and compare it with the base salary.

Edge cases & gotchas

• Overtime rules can depend on contract and labour law context; confirm with HR.
• The multiplier differs between companies and situations.
• If you’re billing B2B, overtime may be a contractual rate rather than a multiplier.
• “On-call” is often different from overtime: some setups pay a standby allowance plus a rate for actual interventions.

Quick negotiation checklist (copy/paste)

Before you accept a role, ask:

• Is overtime expected regularly, or only in exceptional cases?
• Is overtime compensated with cash, time off, or a mix?
• What is the multiplier (and does it change for nights/weekends/holidays)?
• How is overtime approved and recorded (timesheet, manager approval, portal)?
• Is there a cap per month/quarter?

Having these answers makes your pay expectations predictable and avoids “surprises” after you join.

FAQ

Is overtime always paid?

Not always; sometimes it’s compensated with time off. Confirm your contract/policy.

Should I track overtime hours somewhere?

Yes. The fastest habit is daily tracking (even rough) and monthly export:

• use Timesheet for month logs
• use Hours with break for net hours when breaks are excluded

What should I clarify before accepting an offer?

Ask about:

• pre-approval rules (is overtime allowed only when approved?)
• how it’s compensated (cash vs time off)
• the multiplier (and when it applies)
• how it’s recorded and approved (timesheet/portal)

What next?

Track hours in Timesheet.

Sources

• Romanian labour code overview: https://www.mmuncii.ro/

Related tools

• Timesheet
• Hours total Hour interval Hours with break
• Take‑home pay (2025) Gross estimate (2025)

Next steps (IT Jobs List)

For employment calculators, treat the result as guidance, not legal advice. Always verify your company policy/contract.

Related tools

Related guides

• Overtime in Romania: practical calculation guide

Quick recommendation

• Save your assumptions (rates, breaks, thresholds) so you can reproduce the result.
• If you use the output in an invoice/offer, include a short explanation (what’s included and what’s not).

Practical checklist (IT Jobs List)

• Treat calculators as guidance and verify your contract/internal policy.
• Keep one computed example (with numbers) for discussions.
• If working days/holidays matter, clarify the exact period.