Free overtime pay calculator based on Taiwan's Labor Standards Act. It converts your monthly salary to an hourly wage, then computes weekday overtime (first 2h ×1⅓, 3rd hour on ×1⅔) and rest-day overtime (first 2h ×1⅓, 3rd–8th ×1⅔, 9th–12th ×2⅔). Useful for employees checking payslips and employers estimating wages.
Multipliers follow Taiwan's Labor Standards Act: weekday first 2h ×1⅓, 3rd hour on ×1⅔; rest day first 2h ×1⅓, 3rd–8th ×1⅔, 9th–12th ×2⅔. Hourly is estimated as salary ÷ 240; results are rounded and for reference only.
Employees checking whether their company underpaid overtime, employers and HR estimating monthly wages, and freelancers converting to an hourly rate all use it. Taiwan's overtime has clear statutory multipliers, so running it yourself is the surest way to know your payslip is right.
The key is that different tiers pay differently. Weekday extended hours are 1⅓× for the first 2 hours and 1⅔× from the 3rd; rest-day work is 1⅓× for the first 2 hours, 1⅔× for the 3rd–8th and 2⅔× for the 9th–12th. The hourly wage is usually estimated as monthly salary ÷ 240.
If it differs a lot from your payslip, check the hourly basis (some firms use base pay, not total pay), how overtime hours are counted, and whether comp time was taken instead. Public holidays and regular days off follow different rules outside this tool; for disputes, contact your local labor authority.
Overtime mistakes usually come from the hourly base, the workday type and tiered hours. Separate those first and payslips become easier to check.
Monthly salary divided by 240 is a common estimate, but the real basis can depend on wage structure, fixed allowances and how the payslip lists pay. A small hourly difference can change the month's overtime total.
Weekday extended hours, rest-day work, public holidays and regular days off follow different rules. This tool handles weekdays and rest days, and does not mix in public-holiday or regular-day-off calculations.
Weekday hours after the first two use a different multiplier. Rest days also have 2-hour, 8-hour and 12-hour tiers. Split the hours by tier before multiplying.
If overtime is converted to comp time, check whether there is consent and a record, plus the deadline and payout rules for unused hours. For larger disputes, keep clock-in and schedule records.
First convert monthly salary to an hourly wage (salary ÷ 240), then apply the statutory multipliers: weekday first 2h at 1⅓× and from the 3rd hour 1⅔×; rest day first 2h at 1⅓×, 3rd–8th at 1⅔× and 9th–12th at 2⅔×. Multiply each tier's hours by its rate and the hourly wage, then sum.
Most commonly salary ÷ 240 (30 days × 8 hours). For a salary of 36,000, that's about 150/hour. It's an estimate; the exact hourly figure can vary with your company's pay structure.
No. This tool covers weekday extended hours and rest-day work; public holidays and regular days off are calculated differently (often at higher rates) under the law.