Formula
What this Saudi Arabia overtime calculator does
Computes overtime pay under Saudi Labor Law - Article 107. Supports four overtime types: regular daytime (after normal hours), night (1.5x), weekly rest day (Friday, 2.0x), and public holidays (2.0x). Input can be monthly basic salary (most common) or a contracted hourly rate. The calculator derives the hourly rate using 240 working hours per month, applies the correct multiplier, and shows the overtime pay alongside the total monthly pay.
Overtime under Saudi Arabia labor law
The relevant authority is Saudi Labor Law - Article 107 (Royal Decree M/51). Standard work week is up to 48 hours; standard daily limit is 8 hours. Weekly rest day is Friday. Regular daytime overtime attracts 1.5x the basic hourly wage. Night overtime is 1.5x. Rest day overtime is 2.0x. Public holiday overtime is 2.0x. Saudi courts have generally applied 200% (2x) for Friday and public holiday overtime, despite some employers attempting 1.5x.
Basic wage vs total compensation - the key dispute
Saudi Arabia labor law defines overtime as a multiplier on the BASIC wage, NOT total compensation. So if your salary slip shows 'basic 4,000 + housing 1,500 + transport 500 = 6,000 SAR total', overtime is calculated on 4,000 only. This is the single most common overtime dispute. Some allowances paid every month without conditions may be treated as part of the basic wage by courts, but the default is exclusion. If your contract is vague on what constitutes basic wage, this calculation can be challenged - consult a labor lawyer. For dispute prevention, ensure the basic-wage portion is explicit in your written contract.
Common overtime disputes and red flags
(1) 'You're salaried, no overtime' - this is incorrect unless you're a senior manager with documented exempt status; even then the exclusion is narrow. (2) Comp time instead of overtime pay - generally NOT a substitute unless you sign written consent for that specific instance. (3) Fixed monthly overtime allowance regardless of actual hours - common in tech/finance roles, technically valid if mutual consent and not used to evade actual overtime entitlement. (4) Off-the-clock work (responding to emails after hours) - increasingly recognized as overtime if employer can prove the work was required. (5) Calculating overtime on hourly rate derived from a higher day count than your contract specifies - changes the hourly rate by 10-15% and is worth challenging if undercut.
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