Overtime Calculator

How is it computed?

To get the hour value, we divide the monthly salary by the hours worked in the month (220h by default). The surcharge for each overtime hour is then applied on top of that: weekday overtime is worth 50% more (OT × 1.5), while Sundays and holidays pay double (OT × 2).

Brazilian CLT sets the floor at 50%, though collective agreements often raise that figure. Keep in mind this calculation leaves out the DSR on overtime, which is required in some cases.

This is a simplified calculation.

How Brazilian overtime is actually calculated

The Federal Constitution (art. 7º, XVI) and the CLT guarantee a minimum overtime premium of 50% over the normal hourly rate on regular weekdays, and most collective agreements raise this to 100% on Sundays, holidays and the weekly rest day. The first step is computing the normal hourly rate. For the standard 44-hour week, the legal divisor is 220 hours per month (44 × 5 weeks). For a 40-hour week, the divisor is 200; for 30 hours, 150. The generic formula is hourly = salary ÷ (weekly_hours × 5).

Concrete example with a R$ 3,000/month salary and 220-hour divisor: hourly = 3000 / 220 = R$ 13.64. An overtime hour at 50% costs the employer 13.64 × 1.50 = R$ 20.45; at 100%, 13.64 × 2.00 = R$ 27.27. Ten 50%-overtime hours in the month therefore add R$ 204.55 to gross pay. These figures reflect on DSR, vacation, 13th salary and FGTS — so the real cost to the employer is roughly 30-40% higher than the line item alone.

Intra-day break and night-shift premium

CLT art. 71 requires 1-2 hours of intra-day rest for shifts above 6 hours; if the employer suppresses or shortens this break, the suppressed time is paid as overtime at 50% premium, per Súmula 437 of the TST. Night work between 22:00 and 05:00 earns a separate night premium of at least 20% over the regular hourly rate (CLT art. 73), and night hours count as 52 minutes 30 seconds — meaning 7 night clock-hours equal 8 paid hours. The night and overtime premiums stack when applicable.

FAQ

What is the legal limit on overtime? Up to 2 extra hours per day, per CLT art. 59. Beyond that, the hours are still owed (and paid), but the employer is liable for administrative fines from the Labor Ministry.

Can the employer pay overtime by giving time off instead? Yes — the banco de horas (Lei 13.467/2017) allows compensation within 6 months by individual agreement or 1 year by collective agreement. Unused balance must be paid in cash with the applicable premium upon termination.

Do overtime hours affect FGTS and 13th salary? Yes. Average overtime in the year is incorporated into the base used for the 13th salary, vacation pay (with the constitutional 1/3 bonus) and FGTS deposits (8% on the gross including overtime).

What if I'm a cargo de confiança (managerial role)? CLT art. 62, II exempts managers and external workers without time control from overtime rules — but courts often reject this when the worker still clocks in, reports to a superior or does not earn the legal 40% premium over the base salary.