40 contracted hours at £25.00/hr plus 8 overtime hours at 1.5× is £1,300.00 gross, giving an effective rate of £27.08/hr.
If part of your week is paid at a different premium, for example bank holidays at double time while the rest of your overtime is time and a half, add those hours here.
The workings below update as you change the inputs above.
These tables show gross overtime pay for some common hourly rates and overtime blocks. All figures are gross, before any deductions for tax or National Insurance.
| Hourly rate | OT rate (1.5×) | 4 hrs OT | 8 hrs OT | 12 hrs OT |
|---|---|---|---|---|
| £10.00 | £15.00 | £60.00 | £120.00 | £180.00 |
| £12.00 | £18.00 | £72.00 | £144.00 | £216.00 |
| £15.00 | £22.50 | £90.00 | £180.00 | £270.00 |
| £20.00 | £30.00 | £120.00 | £240.00 | £360.00 |
| £25.00 | £37.50 | £150.00 | £300.00 | £450.00 |
| £30.00 | £45.00 | £180.00 | £360.00 | £540.00 |
| £40.00 | £60.00 | £240.00 | £480.00 | £720.00 |
| £50.00 | £75.00 | £300.00 | £600.00 | £900.00 |
| Hourly rate | OT rate (2×) | 4 hrs OT | 8 hrs OT | 12 hrs OT |
|---|---|---|---|---|
| £10.00 | £20.00 | £80.00 | £160.00 | £240.00 |
| £12.00 | £24.00 | £96.00 | £192.00 | £288.00 |
| £15.00 | £30.00 | £120.00 | £240.00 | £360.00 |
| £20.00 | £40.00 | £160.00 | £320.00 | £480.00 |
| £25.00 | £50.00 | £200.00 | £400.00 | £600.00 |
| £30.00 | £60.00 | £240.00 | £480.00 | £720.00 |
| £40.00 | £80.00 | £320.00 | £640.00 | £960.00 |
| £50.00 | £100.00 | £400.00 | £800.00 | £1,200.00 |
This table shows what your effective hourly rate becomes once overtime is included. The effective rate is total gross pay divided by total hours.
| Hourly rate | 40 + 4 at 1.5× | 40 + 8 at 1.5× | 37.5 + 5 at 1.5× | 37.5 + 10 at 1.5× |
|---|---|---|---|---|
| £12.00 | £12.55 | £13.00 | £12.53 | £12.95 |
| £15.00 | £15.68 | £16.25 | £15.66 | £16.18 |
| £20.00 | £20.91 | £21.67 | £20.88 | £21.58 |
| £25.00 | £26.14 | £27.08 | £26.11 | £26.97 |
| £30.00 | £31.36 | £32.50 | £31.32 | £32.37 |
| £40.00 | £41.82 | £43.33 | £41.76 | £43.16 |
There is no statutory overtime rate in the UK. The premium you receive for overtime, whether that is flat rate, time and a quarter, time and a half or double time, is decided by your employment contract rather than by legislation. If your contract is silent on overtime pay, there is no automatic right to a premium.
The one legal floor is the minimum wage. Across all hours worked in a pay reference period, including overtime, your average hourly pay must not fall below the National Minimum Wage or National Living Wage for your age group. If long overtime at the flat rate pulls the average below that threshold, the employer is in breach regardless of what the contract says.
The Working Time Regulations 1998 cap average weekly working time at 48 hours, measured over a 17 week reference period (or up to 52 weeks by collective agreement). Workers can opt out of this limit individually by signing a written agreement. Certain sectors, including offshore workers, mobile transport workers and junior doctors, have their own rules.
Non-guaranteed overtime that is sufficiently regular should be included in holiday pay for the first four weeks of statutory leave. The principle comes from Bear Scotland v Fulton (2015) and has been confirmed in subsequent Employment Appeal Tribunal decisions. The practical detail of how far back claims can reach has been further tested in the courts, so the area is still developing. If overtime forms a material part of pay in your organisation, it is worth checking the position with an employment law adviser.
Quantim is a timesheet system, not a payroll system. It does not calculate tax, National Insurance or net pay. What it does is capture hours as they happen, split by project and activity, so you have the accurate record you need to apply the correct overtime rate to the correct hours in your payroll run.
Staff record hours against projects and activities as they work, not from memory at the end of the week. The timesheet entries are date and time stamped, so you know exactly which hours fell outside contracted time.
Filter recorded time by person, date range and activity type to see how many overtime hours each team member worked. Export the figures and hand them straight to payroll.
When hourly costs are set against each person, Quantim shows the cost impact of overtime on a project, so a manager sees the budget effect before the month end, not after it.
Multiply the hourly rate by the overtime multiplier to get the overtime hourly rate, then multiply that by the number of overtime hours. If your normal rate is 25 pounds an hour and you work 8 overtime hours at time and a half, the overtime rate is 37.50 and the overtime pay is 300 pounds gross. Add that to your regular pay for the total.
Time and a half means 1.5 times the normal hourly rate. If your hourly rate is 20 pounds, time and a half is 30 pounds an hour. It is the most common overtime multiplier in the UK, though your contract may use a different rate or pay overtime at the flat rate.
Double time means twice the normal hourly rate. A 20 pound an hour rate becomes 40 pounds for every overtime hour. Double time is most often applied to bank holidays and Sundays, but it depends entirely on your contract because there is no statutory overtime rate in the UK.
No. UK law does not require employers to pay a premium for overtime. The only legal requirement is that average pay across all hours, including overtime, must not fall below the National Minimum Wage or National Living Wage for the worker's age group. The overtime rate, whether that is the flat rate, time and a quarter, time and a half, or double time, is set by the employment contract, not by statute.
Check your contract. If it contains an overtime clause, you may be required to work reasonable overtime when asked. If the contract is silent on overtime, you can decline. Either way, the Working Time Regulations 1998 cap average weekly working time at 48 hours measured over a 17 week reference period, unless you have signed a written opt out.
It depends on whether the overtime is regular and settled enough to form part of normal remuneration. The Supreme Court ruled in Bear Scotland v Fulton that non-guaranteed overtime, hours an employer is not obliged to offer but a worker must do if asked, should be included in holiday pay for the first four weeks of statutory leave. Purely voluntary overtime that is truly occasional is less likely to count, but case law is still developing and you should take advice if the amounts are material.
The effective hourly rate is total gross pay divided by total hours worked, regular and overtime combined. It shows what you actually earned per hour across the whole week rather than just the contracted rate. If you earn 1,000 pounds regular pay for 40 hours and 300 pounds overtime for 8 hours, the effective rate is 1,300 divided by 48, which is 27.08 pounds an hour.
Quantim is a timesheet system, not a payroll system, so it does not calculate pay. What it does is give you an accurate record of the hours each person worked, split by project and activity, as they happen rather than reconstructed at month end. That record is what makes it possible to apply the correct overtime rate to the correct hours in your payroll run, instead of relying on memory or a paper sign off sheet.
Yes. It runs in your browser, there is no signup, and the figures you enter are not saved or sent anywhere.
Every one of these is free, needs no signup, and works its answer out in your browser. Nothing you type is saved or sent anywhere.
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