Overtime pay calculator (1.5× weekdays · 2× rest days · 3× statutory holidays)
Monthly salary and this month hours in the three tiers → overtime pay per tier and the total; hourly rate from 21.75 days, rest-day hours already compensated are skipped.
Input
劳动合同约定的月工资（不含加班费本身）
标准工时之外的工作日延时，按 150%
按 300% 另外支付（当日工资已含在月薪内）
结果（本月加班费合计）
口径：小时工资 = 月工资 ÷ 21.75 ÷ 8；工作日延时 150%、休息日未补休 200% 为该日全部报酬；法定节假日按人社部办公厅〔2025〕1 号文「另外支付」300%（当日工资已含在月薪内）。
加班费怎么算：150% / 200% / 300% 三档
法定标准只有三档。《劳动法》第四十四条：工作日安排延长工作时间的，支付不低于工资 150% 的工资报酬；休息日安排工作又不能安排补休的，不低于 200%；法定休假日安排工作的，不低于 300%。注意「休息日」是周末这类无薪假日，「法定节假日」是国务院规定的假日当天——两者算法不同，混用是最常见的少算方式。
法定节假日的 300% 是「另外支付」。法定节假日是带薪假日，当天的工资本来就在月薪里。人社部办公厅 2025-01-01 印发的〔2025〕1 号文明确：单位依法安排职工在法定节假日工作的，应当另外支付不低于其本人日或小时工资标准 300% 的工资报酬。也就是说春节当天上班一天，除了月薪里已含的那份工资，还应另得 300% 的加班报酬。
小时工资怎么折。按 21.75 天：月计薪天数 =（365 − 104 个法定假日）÷ 12 = 21.75，日工资 = 月工资 ÷ 21.75，小时工资 = 日工资 ÷ 8。21.75 是固定折算数，不随当月实际工作日变化——用「当月实际工作日」折出的小时工资普遍偏低，是单位压加班费的常用手法。
加班时长本身有上限。《劳动法》第四十一条：一般每日不超过 1 小时，特殊原因在保障健康条件下每日不超过 3 小时，每月不超过 36 小时。超过 36 小时不是「加班费照算」那么简单——那是违法行为，可向当地劳动保障监察部门反映；本页只按你填的时长算钱，并在超限时提醒。
关于本页的数据。月工资与加班时长只在你浏览器里做算术，页面不发起任何网络请求，不写 localStorage、cookie 或网址参数，刷新即清空。工资属于敏感个人信息，这也是本页不做「云端计算」的原因；估算仅供参考，具体金额以劳动合同、工资记录与当地认定为准。
FAQ
Per Article 44 of the Labour Law: extended-hours work on a workday at no less than 150% of wages; rest-day work without compensatory time off at no less than 200%; statutory-holiday work, per General Office of MOHRSS document [2025] No. 1, must be paid additionally at no less than 300%. Hourly wage = monthly wage base ÷ 21.75 days ÷ 8 hours; the three tiers are computed separately and summed.
A statutory holiday (a day designated by the State Council, e.g. the statutory days within Spring Festival or National Day) is a paid holiday - that day's wage is already inside the monthly salary. The General Office of MOHRSS clarified in document [2025] No. 1 (effective 2025-01-01): an employer that lawfully arranges work on a statutory holiday must additionally pay no less than 300% of the employee's daily or hourly wage base. A rest day (weekend) is unpaid, so 200% is the entire compensation for that day; if compensatory time off is arranged, overtime pay need not be paid.
From the monthly wage base stipulated in the labour contract (the wage base for pay computation): monthly wage ÷ 21.75 ÷ 8. 21.75 is the monthly paid-day count ((365-104)÷12) and 8 is the standard daily hours. If your pay base includes performance pay or commissions, follow your contract and local practice; the derived hourly wage must not fall below the local minimum hourly wage.
Yes. Article 41 of the Labour Law: normally no more than 1 hour per day; for special reasons, under conditions safeguarding workers' health, no more than 3 hours per day and 36 hours per month. This page reminds you when your monthly total passes 36 hours; for prolonged excess overtime the employer must still pay overtime wages by law - keep records and report to your local labour security inspection authority.
No. The monthly wage and overtime hours are used only in your browser's calculation; the page makes no network requests, writes nothing to localStorage, cookies or URL parameters, and refreshing clears everything.