Timesheet Calculator

How this is worked out

The tool adds the hours in each shift, takes out the unpaid break you enter, and applies whichever overtime rule you selected. India has the highest statutory overtime multiplier of the five markets on this site — twice the ordinary rate, not one and a half:

overtime pay = ordinary rate × 2 × overtime hours

What is genuinely unsettled is the daily trigger, and the tool offers both rather than guessing. The Occupational Safety, Health and Working Conditions Code 2020 came into force on 21 November 2025 and sets ordinary hours at 8 a day, with the Central Rules setting 48 a week. The Factories Act 1948 pattern that most state rules still follow sets 9 a day and 48 a week. Those give different answers on a 9-hour day, and which one applies to you depends on what your state has notified.

Overtime is assessed on whichever basis favours the worker — daily or weekly, not both added together. A 10-hour day inside a 45-hour week produces daily overtime; a week of 9-hour days produces weekly overtime; the tool takes the larger figure rather than stacking them, which is what the statute requires and what a payroll system that stacks them is getting wrong in your favour.

The Factories Act pattern also caps the spread-over at 10.5 hours — that is clock-in to clock-out, including unpaid breaks — and requires a half-hour break after 5 continuous hours of work. Those are constraints on the shift, not on the pay, and a roster that breaches them is a compliance problem whatever the overtime rate.

Everything is worked out in your browser. Nothing you type about your employer, your hours or your pay is sent anywhere.

A worked example

Twice the rate — and why that is unusual

The US, UK, Canada and Australia all work in multiples of one and a half where they have a statutory premium at all. India requires twice the ordinary rate, under section 59 of the Factories Act and section 27 of the OSH Code, and has done so since 1948.

That makes overtime genuinely expensive for an employer here, which is why the Indian practice has historically been to avoid recording it rather than to pay it. A timesheet that shows 52 hours and a payslip that shows 48 is the shape of that problem, and the arithmetic on this page is the first step in naming it.

The multiplier applies to the ordinary rate of wages. Where a payslip splits pay into basic, HRA and a list of allowances, which components form "wages" is itself a question — the Code on Wages tightened the definition specifically because employers had been shrinking the basic to shrink every statutory calculation based on it. If your overtime looks small relative to your gross, that is usually why.

Eight hours or nine — and why nobody can tell you yet

The OSH Code 2020 has been in force since 21 November 2025 and sets ordinary daily hours at 8. The Factories Act 1948, and the state rules that most establishments still operate under, set 9. Both set 48 a week. On a 9-hour day the two rules differ by an hour of double-rate pay; over a month that is real money.

The reason the question is open is that the Codes are central law and the operative detail — the spread-over, the intervals, the registers, the quarterly ceiling — comes from state rules made under them, and those were still being notified state by state through 2026. Until your state has notified, what applies to you is not a matter anyone can settle from a national reading.

So the tool asks. Pick the OSH Code pattern if your state has notified its rules under the Code; pick the Factories Act pattern if you are in a factory operating under the older rules; pick the Shops and Establishments pattern if you are in an office or shop, where your state's own Act governs. The difference between them is visible in the answer, which is better than a single number that hides the choice.

The managerial exemption, and why it covers most of Indian IT

A person employed in a managerial or supervisory capacity is outside the statutory overtime provisions. Not paid less for overtime — outside them, so nothing is owed by statute at all, and anything extra for extra hours is whatever the appointment letter says.

In practice this covers a very large share of Indian professional and IT employment, where job titles carrying "lead", "manager" or "engineer" at grade are routinely treated as exempt. For those readers the honest answer this page can give is that the statutory calculation does not apply, and the fourth option in the rule selector says so rather than computing a figure nobody owes you.

The exemption turns on the actual nature of the work, not on the title, and a title used to avoid a statutory obligation has been argued both ways. But it is not a loophole a calculator can resolve, and a page that computed double-rate overtime for an exempt employee would be telling them they are owed money they are not.

Spread-over, breaks, and the quarterly ceiling nobody agrees on

Spread-over is the total elapsed time from clock-in to clock-out, unpaid breaks included, and the Factories Act caps it at 10.5 hours. A shift of 9 working hours with a 2-hour unpaid gap in the middle is 11 hours of spread-over and breaches the cap even though the working hours are within the daily limit. It is the constraint split shifts run into.

A half-hour break is required after 5 continuous hours of work. This tool subtracts whatever unpaid break you enter from paid hours; it does not enforce the break, because a break not taken is still a break not paid, and the compliance question is separate from the pay question.

The quarterly overtime ceiling is the one figure this page deliberately does not enforce. Published guidance gives 75 hours a quarter under the Factories Act, and either 125 or 144 under the OSH Code depending on which commentary you read, with the Central and state rules still settling. Enforcing a disputed number would be worse than naming the dispute, so the dispute is named.

Assumptions and sources

India labour codes

The four labour codes — Code on Wages 2019, Industrial Relations Code 2020, Code on Social Security 2020, and the Occupational Safety, Health and Working Conditions Code 2020 — were made effective on 21 November 2025. Press Information Bureau. https://www.pib.gov.in/PressReleseDetailm.aspx?PRID=2192463

India OSH Code hours

OSH Code section 25 sets ordinary hours and section 27 sets overtime at twice the rate of wages; the Central Rules set 48 hours a week. State rules supply the spread-over and interval detail and were still being notified through 2026. https://timesheet.io/en/blog/india-labour-codes-working-hours

India Factories Act pattern

Factories Act 1948 sections 51, 54 and 59 — 48 hours a week, 9 a day, overtime at twice the ordinary rate beyond either, spread-over capped at 10.5 hours, a half-hour break after 5 continuous hours. Most state rules still operate on this pattern. https://commoner-law.com/india/workers-rights/working-hours

India quarterly overtime cap

DISPUTED and therefore not enforced by this tool: 75 hours a quarter under the Factories Act 1948, and either 125 or 144 hours under the OSH Code depending on which commentary is read, with the Central Rules still being notified state by state.

India minimum wage

There is NO national minimum wage figure. Minimum wages are notified by each state for each scheduled employment and skill level and revised twice a year against the consumer price index. The Code on Wages provides for a national floor wage, which has not been notified.

Overtime multiplier

Twice the ordinary rate of wages — Factories Act 1948 section 59 and OSH Code 2020 section 27. The highest statutory multiplier of the five markets on this site. checked 2026-09

Greater-of assessment

Overtime is assessed on whichever of the daily or weekly basis favours the worker, not both added together. Implemented in assets/js/tools/work.js and verified in tools/test/work.mjs.

Managerial exemption

A person employed in a managerial or supervisory capacity is outside the statutory overtime provisions. The exemption turns on the nature of the work rather than the job title. checked 2026-09

Not modelled

Night-shift allowances, weekly-off and public-holiday premiums, compensatory off in place of payment, and the definition of "wages" under the Code on Wages including its 50% test on excluded allowances.