Estimate overtime pay under Labour Law Article 107 — hourly wage plus 50% of basic wage — covering normal hours, Ramadan, weekly-rest-day and public-holiday work
Article 107 formula: hourly wage + 50% of basic wage · same formula for all overtime types
Under Article 107 of the Saudi Labour Law, published directly by HRSD, overtime pay per hour equals the worker's (actual) hourly wage plus 50% of their basic hourly wage — not a flat multiplier of a single wage figure [1]. Normal hours are capped at 8/day or 48/week (Article 98), reduced to 6/day or 36/week during Ramadan for Muslim employees [1]. All hours worked on a worker's weekly rest day or on Eid/holiday days count as overtime, paid the same way [1].
⚠️ This is an overtime-pay estimator, not an exact calculator. It is not affiliated with HRSD. The hourly-wage conversion uses a common 30-day/8-hour convention that is not spelled out word-for-word in Article 107 itself — see the explanation below. For an estimate of overall take-home pay, use our separate Salary Calculator.
Estimate Your Overtime Pay
Used for the "50% of basic wage" component of the Article 107 formula. [2]
Basic wage plus regular allowances, commissions, or other amounts that make up your actual wage. If you have none, this equals your basic wage. Used for the hourly-wage component of the formula. [2]
Hours worked beyond your applicable daily/weekly standard — including any hours worked on your weekly rest day or a public holiday. Zero is a valid entry.
This tool estimates overtime pay only — it does not calculate take-home pay or apply GOSI deductions. It follows the Article 107 formula published directly by Saudi Arabia's Ministry of Human Resources and Social Development (HRSD).
Enter Basic Monthly Wage This is your contractual pay plus periodic allowances, as defined in Article 2 of the Labour Law [2] — used for the "50% of basic wage" part of the formula.
Enter Actual/Total Monthly Wage This is your basic wage plus other regular amounts (commission, cost-of-living increases, effort/hazard allowances) [2] — used for the hourly-wage part of the formula. If you receive no such extras, enter the same figure as your basic wage.
Enter Overtime Hours Hours worked beyond your applicable standard, including weekly-rest-day or holiday hours.
Review the Estimate See the hourly components, the applicable formula, and the estimated overtime payment.
Why there's no "work period" selector:
Article 107's pay formula — hourly wage plus 50% of basic wage — is the same whether the overtime was worked on a regular day, during Ramadan, on a worker's weekly rest day, or on a public holiday [1]. What changes between these situations is only when hours start counting as overtime in the first place (for example, the daily threshold drops from 8 to 6 hours for Muslim employees during Ramadan under Article 98 [1], and all hours on a rest day or holiday count as overtime regardless of a daily threshold). Because the payment formula itself does not change, this estimator does not use a selector that would alter the calculation — enter your overtime hours directly, whatever the context.
⏱️ Normal Working Hours & Ramadan
Article 98[1]: a worker may not actually work more than 8 hours in a day (daily standard) or 48 hours in a week (weekly standard). During Ramadan, actual working hours for Muslim employees specifically are reduced to no more than 6 hours a day or 36 hours a week.
Article 99[1]: hours may be extended to 9/day for certain worker categories or industries where work is not continuous, or reduced to 7/day for hazardous or harmful industries — the specific categories are set by ministerial decision.
Article 100[1]: with Ministry approval, employers running rotational-shift establishments may extend hours beyond 8/day and 40/week, provided the average over up to three weeks does not exceed 8 hours/day or 48 hours/week.
Article 101[3]: a worker may not work more than 5 consecutive hours without a rest break (for rest, prayer, and food) of at least half an hour, and must not remain at the workplace more than 12 hours in a day. That 12-hour figure caps time present at the workplace — including breaks — rather than being a separately stated cap on "regular plus overtime hours worked."
📅 Weekly Rest Day & Public Holidays
Friday is described as the default weekly rest day, though the employer may substitute it with any other day of the week for certain types of work, after notifying the competent labour office [4]. This means the specific day that counts as a given worker's weekly rest day can depend on their work arrangement — Saturday is not automatically an overtime day for everyone; it depends on which day is that worker's actual rest day.
Article 107[1] states that if an establishment uses a weekly standard for hours, hours exceeding that standard count as overtime, and that all hours worked on rest days and Eid/holiday days count as overtime — paid using the same formula as any other overtime (hourly wage plus 50% of basic wage), not a separately stated rate.
🧮 The Overtime Formula, Explained
Article 107's own text, as published by HRSD: the employer must pay the worker additional wage for overtime hours equal to the hourly wage plus 50% of the worker's basic wage[1]. Article 2 of the Law defines "wage" (used without qualification) as defaulting to actual wage[2]. Putting these together:
Overtime pay per hour = Actual hourly wage + (50% × Basic hourly wage)
This is different from simply multiplying one wage figure by 1.5. If your actual wage equals your basic wage (no other regular allowances), the result happens to equal 150% of that wage — but if your actual wage is higher than your basic wage (for example, because of commission or allowances), the two are combined differently, as shown in the worked examples below.
The Law does not spell out, within Article 107 itself, the exact divisor used to convert a monthly wage into an hourly figure. Secondary explanations commonly describe a monthly-wage ÷ 30 days ÷ 8 hours convention; we use that convention here for transparency, but treat the hourly conversion as an estimate rather than a number taken verbatim from Article 107.
📊 Worked Examples: Overtime Scenarios
Example 1: Regular Overtime
Scenario: Khalid has SAR 10,000 basic wage and SAR 10,000 actual wage (no extra allowances), and works 5 hours of overtime on a regular working day.
Step
Value
Basic hourly wage (10,000 ÷ 30 ÷ 8)
SAR 41.67
Actual hourly wage (10,000 ÷ 30 ÷ 8)
SAR 41.67
50% of basic hourly wage
SAR 20.84
Overtime rate per hour (41.67 + 20.84)
SAR 62.51
Estimated overtime pay (62.51 × 5 hrs)
SAR 312.55
Example 2: Overtime During Ramadan
Scenario: Fatima (Muslim employee, daily standard of 6 hours during Ramadan under Article 98) has SAR 8,000 basic wage and SAR 8,000 actual wage, and works 3 hours beyond her 6-hour Ramadan standard.
Step
Value
Basic hourly wage (8,000 ÷ 30 ÷ 8)
SAR 33.33
Actual hourly wage (8,000 ÷ 30 ÷ 8)
SAR 33.33
50% of basic hourly wage
SAR 16.67
Overtime rate per hour (33.33 + 16.67)
SAR 50.00
Estimated overtime pay (50.00 × 3 hrs)
SAR 150.00
The rate per hour is identical to the regular-day formula — only the point at which hours started counting as overtime (6 hours instead of 8) differs.
Example 3: Designated Weekly-Rest-Day Work
Scenario: Ahmed's designated weekly rest day is Saturday (substituted from Friday for his shift pattern). He has SAR 9,000 basic wage, SAR 10,500 actual wage (includes a fixed allowance), and works 4 hours on his rest day.
Step
Value
Basic hourly wage (9,000 ÷ 30 ÷ 8)
SAR 37.50
Actual hourly wage (10,500 ÷ 30 ÷ 8)
SAR 43.75
50% of basic hourly wage
SAR 18.75
Overtime rate per hour (43.75 + 18.75)
SAR 62.50
Estimated overtime pay (62.50 × 4 hrs)
SAR 250.00
All 4 hours count as overtime because they were worked on Ahmed's designated rest day — regardless of how many hours he'd already worked that week.
Example 4: Official Public-Holiday Work
Scenario: Sara has SAR 12,000 basic wage and SAR 12,000 actual wage, and works 6 hours on an official Eid holiday.
Step
Value
Basic hourly wage (12,000 ÷ 30 ÷ 8)
SAR 50.00
Actual hourly wage (12,000 ÷ 30 ÷ 8)
SAR 50.00
50% of basic hourly wage
SAR 25.00
Overtime rate per hour (50.00 + 25.00)
SAR 75.00
Estimated overtime pay (75.00 × 6 hrs)
SAR 450.00
📎 Official Sources We Verified
[1] HRSD — Actual Working Hours (Articles 98, 99, 100 and 107) — quotes the official text of Articles 98 (normal/Ramadan hours), 99 (extensions/reductions), 100 (rotational work), and 107 (overtime formula, weekly-standard overtime, and rest-day/holiday overtime). Fetched directly from hrsd.gov.sa.
[3] HRSD — Rest Periods (hrsd.gov.sa, "فترات الراحة") — the 5-consecutive-hours break rule and the 12-hour daily workplace-presence limit under Article 101. Corroborated through HRSD-indexed search results rather than a directly rendered HRSD page, so treat this citation as slightly less directly verified than [1] and [2].
[4] HRSD — Health and Safety in the Work Environment (hrsd.gov.sa) — Friday as the default weekly rest day, substitutable with another day of the week after notifying the labour office, under Article 104. Corroborated through HRSD-indexed search results rather than a directly rendered HRSD page, so treat this citation as slightly less directly verified than [1] and [2].
We removed several figures from the previous version of this page that we could not confirm from a primary source: a "maximum 5 hours of overtime per day" limit, a "12 hours of total regular-plus-overtime work" limit (the 12-hour figure that IS confirmed relates to time present at the workplace under Article 101, not specifically to hours worked), and a "21-day" complaint-processing guarantee. If you need a definitive answer on any of these points, confirm with HRSD directly or consult a qualified employment-law professional.
Disclaimer: This calculator produces estimates only, based on our reading of the sources above. It is not legal advice, and it is not a substitute for confirming your exact entitlement with HRSD or a qualified employment-law professional.Learn more about how we research this site.
❓ Frequently Asked Questions
What is the overtime pay formula under Saudi Labour Law?
Article 107 of the Saudi Labour Law, as published by HRSD, states that the employer must pay the worker additional wage for overtime hours equal to the (actual) hourly wage plus 50% of the worker's basic hourly wage. This is not a flat 1.5x of a single wage figure — it combines the full hourly wage with an extra half of the basic hourly wage, which can produce a different result than a simple 150% multiplier when actual wage and basic wage differ (for example, when allowances are included in actual wage).
What are "basic wage" and "actual wage" under the Labour Law?
Article 2 of the Labour Law defines basic wage as whatever is paid to the worker under the employment contract for their work, plus periodic allowances. Actual wage is defined as basic wage plus other amounts due to the worker — for example commission, cost-of-living increases, effort or hazard allowances, and customary bonuses that have become an established part of pay. Where the Law uses the word "wage" without qualification, it means actual wage by default.
What are the normal working-hour limits in Saudi Arabia?
Article 98 states a worker may not actually work more than 8 hours in a day (if the employer applies a daily standard) or more than 48 hours in a week (if a weekly standard applies). Article 99 allows this to be extended to 9 hours/day for certain worker categories or industries where work isn't continuous, or reduced to 7 hours/day for hazardous or harmful industries, with the categories set by ministerial decision. Article 100 allows employers, with Ministry approval, to extend hours for rotational-shift establishments, provided the average over up to three weeks doesn't exceed 8 hours/day or 48 hours/week.
How does Ramadan affect working hours?
Article 98 states that actual working hours during Ramadan are reduced for Muslim employees specifically, to no more than 6 hours a day or 36 hours a week. This changes when hours start counting as overtime for Muslim employees during Ramadan (the threshold drops from 8 to 6 hours), but it does not create a separate overtime pay rate — hours worked beyond the applicable Ramadan standard are paid using the same Article 107 formula as any other overtime.
Is Friday always the weekly rest day, and is Saturday overtime?
Friday is described as the default weekly rest day for workers, but the employer may substitute it with any other day of the week for certain types of work, after notifying the competent labour office. This means an individual employee's actual designated rest day can depend on their specific work arrangement, and Saturday is not automatically an overtime day for every worker — it depends on which day is that worker's actual weekly rest day. Article 107 states that all hours worked on a worker's rest day or on Eid/holiday days count as overtime hours, paid at the same hourly-wage-plus-50%-of-basic-wage rate.
Are there daily or annual limits on overtime hours?
Article 101 states a worker may not work more than 5 consecutive hours without a rest break of at least half an hour, and that a worker must not remain at the workplace for more than 12 hours in a day. That 12-hour figure is a limit on time present at the workplace (including rest breaks), not a separately stated cap on "regular plus overtime hours worked." We could not directly confirm a specific numeric daily or annual overtime-hours cap from a primary HRSD source; if you've seen a specific limit cited elsewhere, treat it as a matter for confirmation with HRSD or a qualified employment-law professional.
Does this estimator use the same formula for regular, Ramadan, weekly-rest-day and public-holiday overtime?
Yes. Article 107's formula (hourly wage plus 50% of basic wage) applies the same way regardless of when the overtime hours were worked. What differs by period is only when hours start counting as overtime in the first place — for example, a lower daily threshold during Ramadan for Muslim employees, or the fact that all hours on a rest day or holiday count as overtime. Because the pay formula itself doesn't change, this estimator does not use a work-period selector that changes the calculation.
How is the hourly wage calculated from a monthly salary?
This estimator converts a monthly wage to an hourly figure using a 30-day month and an 8-hour day (monthly wage ÷ 30 ÷ 8), which is a commonly used convention. Article 107's own text does not spell out this divisor, so treat the hourly conversion as an estimate rather than a figure taken verbatim from the law. If your employment contract or payslip states a different hourly-wage methodology, use that instead.
Are any employees excluded from these working-hour rules?
Article 7 of the Labour Law exempts several categories from the Law entirely, including the employer's own family members living with them, sports club players and coaches, domestic workers and those in a similar position, agricultural and grazing workers and those in a similar position, and non-Saudi workers brought in for a specific task not exceeding two months. We did not find a primary-confirmed general exemption for managerial or supervisory staff specifically from the working-hours and overtime provisions — if that applies to your role, confirm it with HRSD or a qualified employment-law professional.
What can I do if my employer doesn't pay overtime?
You can file a complaint directly with HRSD through its official complaint service, or through the Saudi national digital-complaint service on my.gov.sa. Keep records of your hours worked, payslips, and any instructions to work overtime. We did not find a primary-confirmed processing-time guarantee (such as a fixed number of days) for these complaints, so we do not state one here.
Does this estimator show my take-home pay?
No. This page estimates only the overtime payment itself under Article 107. It does not add that figure to your salary or account for GOSI deductions or other items — for an estimate of overall take-home pay, use our separate Salary Calculator.
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⚠️ Disclaimer: All results are estimates based on publicly available Saudi government regulations and rates. Always verify important financial or legal decisions with your employer, bank, or the relevant Saudi authority (Ministry of Human Resources, GOSI, ZATCA, Jawazat, or SAMA).