Overtime Pay Calculator (BR CLT)

How overtime (horas extras) is calculated in Brazil

Article 7º, XVI of the Federal Constitution and the CLT set a minimum overtime premium of 50% on regular weekdays, and Lei 605/49 combined with CLT art. 67 raises it to 100% on Sundays and public holidays. The formula is overtime_pay = (salary ÷ monthly_hours) × extra_hours × (1 + premium). The standard 44-hour week yields a 220-hour monthly divisor.

Example: salary R$ 3,000, divisor 220, 10 hours at 50% and 2 hours at 100%. Hourly rate = 3000/220 = R$ 13.64. Result: 10 × 13.64 × 1.5 = R$ 204.55 + 2 × 13.64 × 2.0 = R$ 54.55, total R$ 259.10 added to gross pay (which then feeds DSR, vacation, 13th and FGTS).

Where this calculation is used

Brazilian payroll systems (Senior, Totvs Protheus, Domínio) apply this formula every cycle. It is also central to termination homologations, labor lawsuits before the TST, and HR audits. The night premium of at least 20% (CLT art. 73) for work between 22:00 and 05:00 stacks on top when applicable. The legal cap is 2 overtime hours per day (art. 59).

FAQ

Can overtime be paid as time off instead? Yes — the banco de horas reform of 2017 allows compensation within 6 months by individual agreement (or 1 year by collective agreement). Unused balance is paid in cash with the premium on termination.

Who is exempt from overtime rules? Directors without subordination, external workers without time control (CLT art. 62, II) and the hipersuficiente employee earning above twice the INSS ceiling with a written individual agreement.

What is a weekly compensation agreement? Extra hours worked Monday-Friday up to 44h/week without premium, in exchange for a free Saturday — common in industry and retail.

Do overtime hours affect FGTS and 13th? Yes — the yearly average is incorporated into the base for FGTS (8%), 13th salary and vacation pay (with the constitutional 1/3 bonus).