Saudi Labor Law · Article 107
Overtime Pay Calculator
Saudi Arabia · 2026
Calculate your overtime pay entitlement based on Saudi Labor Law Article 107. Covers regular weekday, weekend, public holiday, and Ramadan overtime rates.
Standard OT Rate
1.5×
150% of hourly rate
Public Holidays
2.0×
200% — double time
Max Daily Presence
11 hrs
total/day · Article 101
Ramadan (Muslims)
6 hrs
standard day · OT after
⏱️ Overtime Pay Calculator · Saudi Labor Law
Article 107 · Weekday · Weekend · Holiday · Ramadan
SAR
Basic salary only — exclude housing & transport allowances
HRS
Total overtime hours in the period
HRS
Standard is 8 hrs · Ramadan: 6 hrs for Muslims
Used to calculate your hourly rate
Weekday overtime is paid at 150% of the regular hourly rate (Article 107).
⚠️ Please fill in all required fields with valid values.
⚠️ Note: Article 101 of Saudi Labor Law states that an employee must not remain at the workplace for more than 11 hours per day in total (including regular hours + overtime). With a standard 8-hour day, this effectively means up to 3 overtime hours per day. The calculation above reflects your input.
Total Overtime Pay
SAR 0.00
150%
Regular Hourly Rate
—
SAR / hour
OT Rate Applied
—
SAR / OT hour
OT Multiplier
—
of regular rate
Hours Claimed
—
overtime hours
📋 Calculation Breakdown
Overtime Rates at a Glance
⏱️ Overtime Pay Rate by Day Type · Saudi Arabia
Article 107 · 2026
| Day Type | Rate | Multiplier | Legal Basis | Notes |
|---|---|---|---|---|
| Regular Weekday | 150% | × 1.5 | Article 107 | Max 11 hrs total/day (Art. 101) |
| Weekend (Fri/Sat) | 150% | × 1.5 | Article 107 | Plus possible compensatory day off |
| Public Holidays | 200% | × 2.0 | Article 107 | Double time + possible rest day |
| Ramadan (Muslims) | 150% | × 1.5 | Article 98 | Standard day = 6 hrs; OT after 6 hrs |
How Overtime is Calculated
🧮 Overtime Calculation Formula
Based on monthly basic salary
| Step | Formula | Example (SAR 6,000/mo · 26 days · 8 hrs) |
|---|---|---|
| 1. Monthly working hours | Days/mo × Hrs/day | 26 × 8 = 208 hrs/month |
| 2. Regular hourly rate | Salary ÷ Monthly hrs | 6,000 ÷ 208 = SAR 28.85/hr |
| 3. OT rate (weekday) | Hourly rate × 1.5 | 28.85 × 1.5 = SAR 43.27/hr |
| 4. Total OT pay | OT rate × OT hours | 43.27 × 10 hrs = SAR 432.69 |
Worked Examples
📊 Real-World Overtime Calculations · 2026
Based on Article 107
| Scenario | Salary | OT Hours | Day Type | OT Pay |
|---|---|---|---|---|
| Regular extra hours | SAR 4,000 | 10 hrs | Weekday | SAR 288.46 |
| Weekend project work | SAR 8,000 | 8 hrs | Weekend | SAR 461.54 |
| Eid holiday shift | SAR 6,000 | 8 hrs | Holiday | SAR 461.54 |
| Ramadan extra hours | SAR 5,000 | 4 hrs beyond 6 | Ramadan | SAR 144.23 |
| Night-shift technician | SAR 10,000 | 20 hrs | Weekday | SAR 1,442.31 |
Understanding Overtime in Saudi Arabia
Legal Requirement
Overtime pay under Article 107 is mandatory and cannot be waived — even if the employee agrees. Any overtime hour must be compensated at 150% minimum.
Daily Hours Cap
Article 101 prohibits an employee from remaining at the workplace for more than 11 hours per day in total. With a standard 8-hour day this means up to 3 overtime hours — but the cap is on total daily hours, not overtime hours specifically.
Annual OT Cap
HRSD sets a maximum of 720 overtime hours per year. Exceeding this limit without approval is a labor law violation and can result in financial penalties.
Holiday Double-Time
Work on Saudi official public holidays (Eid Al-Fitr, Eid Al-Adha, National Day, Founding Day) is compensated at 200% — your full regular day pay plus 150% OT.
What Counts as Overtime?
- Any hours worked beyond 8 hours per day on a regular working day
- Any hours worked beyond 48 hours per week
- Hours worked on Friday or Saturday (the weekend in Saudi Arabia)
- Hours worked on official public holidays (paid at 200%)
- Hours beyond 6 hours per day during Ramadan for Muslim employees
Who Is Exempt from Overtime?
Not all employees are covered by Article 107. Exemptions may apply to:
- Managers and supervisors with hiring or disciplinary authority
- Sales employees working primarily outside company premises
- Domestic workers — governed by separate regulations
- Employees with flexible or annualised hours contracts
Can Overtime Be Given as Time Off Instead of Pay?
Yes — a 2024 amendment to Saudi Labor Law (effective February 2025) now allows employers to substitute overtime pay with compensatory paid leave, but only with the employee's written consent and only where this is agreed in the employment contract. The default remains cash payment at 150%.
Daily Hour Limits (Article 101)
Article 101 states that an employee must not remain at the workplace for more than 11 hours total per day — this includes both regular working hours and overtime combined. A mandatory rest break of at least 30 minutes must also be provided after every 5 consecutive hours of work. These breaks do not count as working time.
What to Do If Overtime Is Not Paid
- Keep records of all extra hours worked — timesheets, emails, clock-in records
- Raise the issue formally with your HR department in writing
- File a complaint via the Qiwa platform (qiwa.sa) or Musaned
- Contact the HRSD hotline at 19911 for guidance and mediation
- Consult a licensed Saudi labor law attorney for serious disputes
Official Public Holidays in Saudi Arabia (2026)
- Founding Day — 22 February (1 day)
- Eid Al-Fitr — 4 days (March 19-22)
- Saudi National Day — 23 September (1 day)
- Eid Al-Adha — 4 days (varies by Hijri calendar)
Work on any of these days must be compensated at 200% of the regular hourly rate. Employees may also be entitled to a compensatory rest day in addition to the double pay.
Frequently Asked Questions
Overtime is calculated on your basic salary only under Article 107 — unless your employment contract explicitly states that housing or transport allowances should be included. Most contracts exclude allowances from the overtime base, so always check your contract carefully.
Article 101 of Saudi Labor Law states that an employee must not remain at the workplace for more than 11 hours in a single day (including regular hours and overtime). With a standard 8-hour workday, this means the practical overtime limit per day is 3 hours. This is a total daily presence cap under Article 101 — it is not a specific "3-hour overtime limit" stated in Article 107.
No. Weekend overtime (Friday/Saturday) is paid at 150% — the same rate as a regular weekday. Public holidays (Eid, National Day, Founding Day) are paid at 200% — double time — under Article 107.
No. If you worked overtime at your employer's request or with their knowledge, they are legally obligated to pay at the applicable rate. You can file a complaint with HRSD via the Qiwa platform or by calling 19911 if payment is refused or delayed.
During Ramadan, Muslim employees are legally entitled to a reduced working day of 6 hours instead of 8. Any work beyond 6 hours per day counts as overtime and is paid at 150% under Article 98. Non-Muslim employees follow the standard schedule unless the company applies a unified Ramadan policy.
No. End-of-Service Benefit under Article 84 is based on basic salary only. Overtime pay is a separate entitlement and does not increase your ESB calculation base, even if you regularly earn significant overtime income.
Yes, but only since the 2024 Saudi Labor Law amendments (effective February 2025). An employer can substitute overtime pay with compensatory paid leave only if the employee gives written consent and it is agreed in the employment contract. Without this, cash payment at 150% remains the legal default.
Disclaimer: This calculator is based on Saudi Labor Law Article 107 as of 2026 and is for informational purposes only. Actual overtime entitlement may vary based on your employment contract, role classification, and specific circumstances. For advice on your individual situation, consult your HR department or the Ministry of Human Resources and Social Development (HRSD) at 19911.