Guide
How is overtime calculated?
Under Türkiye's Labour Law No. 4857, overtime is work beyond 45 hours a week. Each overtime hour is paid at the normal hourly wage plus 50%, i.e. one and a half times. If the contract sets a weekly working time below 45 hours, the hours worked above that and up to 45 are paid with a 25% premium.
Updated:
Legal basis
Overtime is governed by Article 41 of Labour Law No. 4857; how it is applied is set out in the Regulation on Overtime and Extended Working Hours. Pay for work on national and public holidays is covered separately in Article 47.
Three steps
- 01
Find the hourly wage
Divide the monthly gross salary by the monthly working hours. In practice 225 is commonly used (30 days × 7.5 hours). This number is not written in the law and may differ under your contract.
- 02
Find the premium hourly rate
Multiply the hourly wage by 1.5 (50% premium). For extended hours the multiplier is 1.25 (25% premium).
- 03
Find the overtime pay
Multiply the premium rate by the overtime hours in the period.
Worked example
For an employee earning ₺30,000 gross a month who works 10 hours of overtime (using the 225 divisor):
| Hourly wage | 30,000 ÷ 225 = ₺133.33 |
| Premium rate (50%) | 133.33 × 1.5 = ₺200.00 |
| Overtime pay | 200.00 × 10 hours = ₺2,000 |
| Or time off in lieu | 10 hours × 1 h 30 min = 15 hours |
Try it with your numbers
Overtime Calculator
From the monthly gross salary, calculates the hourly wage, overtime pay at the 50% and 25% premiums, and the time off in lieu that can be taken instead.
225 if left empty (30 days × 7.5 hours). A common practice in Türkiye, not a number written in the law.
Hours above 45 per week.
Only if your contract sets fewer than 45 weekly hours: the hours above that and up to 45.
For information only; shows the gross amount and is not a payroll calculation. Premium rates and time off in lieu follow Article 41 of Labour Law No. 4857. The 225 divisor used for the hourly wage is a common practice, not a number written in the law. Your employment or collective agreement may provide otherwise.
Official source: Labour Law No. 4857 (mevzuat.gov.tr)
What the law says
- Work beyond 45 hours a week is overtime. Where hours are averaged, hours above 45 in some weeks are not overtime as long as the weekly average does not exceed 45 (Art. 41, Art. 63).
- Each overtime hour is paid with a 50% premium, each extended hour with a 25% premium (Art. 41).
- If the employee wishes, they can take time off instead of premium pay: 1 hour 30 minutes for each overtime hour, 1 hour 15 minutes for each extended hour. It is used within six months, during working hours and without a pay cut (Art. 41).
- Total overtime may not exceed 270 hours a year (Art. 41).
- Overtime requires the employee's written consent; consent is not required for overtime due to compelling reasons or emergencies. The employee may withdraw consent with thirty days' written notice (Regulation, Art. 9).
- Overtime is not allowed in night work or in short or limited-duration work based on health reasons (Art. 41).
- In underground mining, overtime is allowed only for compelling reasons and emergencies; each hour above 37.5 a week is then paid with at least a 100% premium (Art. 41).
Three things to know
The general rule is not the only rule
Employment contracts, collective agreements and working-time averaging can change the result. For an exact figure, ask your payroll specialist or legal adviser; this guide explains the general rule.
Without records, the figure is disputable
Reliable overtime calculation starts with recorded clock-in and clock-out times. Figures based on memory or self-reporting tend to be disputed at month-end.
Overtime is a payroll item
The amount is subject to tax and deductions in payroll; the figure here is gross, not net take-home pay.
How is overtime tracked in Pepteam?
Clock-in and clock-out records are compared with the shift plan; time worked outside the plan accumulates day by day on the Overtime screen. At period end, who worked how much and on which day is ready in a breakdown — undisputed data for your payroll software.
Explore Timesheets & OvertimeRelated guides
Overtime FAQ
- What is the overtime premium?
- For overtime beyond 45 hours a week, the premium is 50%: each hour is paid at 1.5 times the normal hourly wage. If the contract sets fewer than 45 weekly hours, hours above that and up to 45 carry a 25% premium (Art. 41).
- Where does the number 225 come from?
- 225 is the monthly working-hours figure commonly used in practice: 30 days × 7.5 hours a day. The Labour Law does not say which number the monthly wage is divided by; if your contract sets different working hours, the result may change. You can change this number in the calculator.
- Can time off be taken instead of overtime pay?
- Yes, if the employee wishes. Instead of premium pay, they can take 1 hour 30 minutes off for each overtime hour and 1 hour 15 minutes for each extended hour, within six months, during working hours and without a pay cut (Art. 41).
- What is the maximum overtime per year?
- 270 hours. Under Article 41 of the Labour Law, total overtime may not exceed 270 hours a year.
- Is the employee's consent required?
- Yes. Under Article 9 of the Overtime Regulation, the employee's written consent is obtained; it is not required for overtime due to compelling reasons or emergencies. The employee may withdraw consent with thirty days' written notice.
- Is overtime allowed in night work?
- No. Under Article 41 of the Labour Law, overtime is not allowed in night work. Night work may not exceed 7.5 hours as a rule; in sectors listed in the law, such as tourism, private security and healthcare, this can be exceeded with the employee's written consent (Art. 69).
- Does working on a public holiday count as overtime?
- Pay for public holiday work is a separate rule. An employee who works on a national or public holiday receives an additional day's wage for each day worked, on top of that day's pay (Art. 47). Where both apply, ask your payroll specialist.
- How is overtime proven?
- The strongest evidence is clock-in and clock-out records. With a record-based time and attendance system, overtime is backed by records, not claims.
- Is the calculation the same at every company?
- The legal rules are the same, but contracts, collective agreements and averaging arrangements can make a difference; ask your payroll specialist about your case.
- Does Pepteam calculate overtime pay in payroll?
- No, Pepteam is not payroll software. It accumulates overtime hours from records and hands them over as payroll-ready data; pay is calculated in your payroll software.
This guide is for information only and explains the general rules in Labour Law No. 4857 and the Overtime Regulation. It is not a payroll calculation; your contract, collective agreement and practice may lead to a different result.