Overtime Pay Calculator Singapore (MOM Rules): Are You Being Paid Correctly?
You stayed until 9pm again. You came in last Saturday. You have put in hours that go well beyond what your contract says. And somewhere at the back of your mind is a question you have never quite gotten around to calculating: am I being paid the right amount for this overtime?
For many Singapore employees, overtime pay either never gets questioned — or it does, but quietly, because nobody knows the exact formula. MOM has clear rules on how overtime pay is calculated in Singapore. The formula is not complicated. Most people just have not seen it laid out properly.
Let’s calculate what you should actually be paid.
Enter your basic salary and overtime hours below to see your estimated overtime pay instantly.
Overtime pay in Singapore is at least 1.5 times your hourly basic rate of pay. The MOM formula for your hourly basic rate is:
Hourly rate = 12 × monthly basic salary ÷ 52 ÷ 44
Overtime rules apply specifically to employees covered under Part IV of the Employment Act — workmen earning a basic monthly salary of S$4,500 or below, and non-workmen earning S$2,600 or below. The calculation uses basic salary only — allowances, bonuses, and commissions are not included. (MOM: Overtime pay)
Calculate my OT pay →What This Calculator Shows
This calculator applies the MOM overtime formula to your basic salary and overtime hours. It gives you an estimate of what your overtime pay should be based on the standard Employment Act Part IV framework.
- Your hourly basic rate — calculated using the official MOM formula (12 × monthly basic salary ÷ 52 ÷ 44)
- Your overtime rate — at 1.5 times the hourly basic rate
- Total estimated overtime pay — for the hours you entered
- Whether your OT pay amount seems correct — if you enter what you were actually paid, the calculator shows whether it matches the estimate or flags a shortfall
- Coverage guide — based on your worker type and salary level, an indication of whether you are likely covered under Part IV rules
This calculator uses the standard MOM Part IV formula. It does not account for shift allowances, overtime supplements above the minimum 1.5×, rest day pay rates, or public holiday overtime rates — which may be higher under your employment contract. It is an estimate for checking and planning only, not a legal determination of your entitlement.
How Overtime Pay Is Calculated in Singapore
The formula comes from MOM guidance on basic rate of pay. Here it is broken down into steps:
| Step | Formula | What It Means |
|---|---|---|
| 1. Hourly basic rate | Monthly basic salary × 12 ÷ 52 ÷ 44 | Converts monthly salary to an hourly rate based on 52 weeks and 44 standard hours per week |
| 2. Overtime rate | Hourly basic rate × 1.5 | MOM minimum is 1.5 times the basic hourly rate for overtime hours |
| 3. Overtime pay | Overtime rate × overtime hours worked | Multiply the overtime rate by the number of overtime hours in the pay period |
The key number in the formula is 44 hours per week — this is the standard working week under the Employment Act for Part IV employees. If your employment contract specifies a different normal working week, that figure should technically be used instead. The calculator lets you change this from the default 44.
One thing many employees miss: the formula uses basic salary only. Not your gross pay. Not your take-home after CPF. The basic rate of pay excludes overtime pay itself, allowances, bonuses, annual wage supplements, commissions, and any reimbursements. If your payslip shows a base salary of S$2,500 and various allowances on top, only S$2,500 goes into the formula.
Using your total gross salary — including allowances — will produce an overestimate of your hourly basic rate and overtime pay. The MOM formula specifically uses basic rate of pay, which excludes extra payments. If you are unsure what counts as your basic salary, check your payslip or your employment contract.
Real Singapore Overtime Pay Examples
Here is what the MOM formula produces across common Singapore salary levels. All calculations use 44 standard hours per week.
Example 1: Non-Workman, S$2,500 Basic Salary (Within Threshold)
| Item | Calculation | Amount |
|---|---|---|
| Hourly basic rate | S$2,500 × 12 ÷ 52 ÷ 44 | S$13.11/hr |
| Overtime rate (1.5×) | S$13.11 × 1.5 | S$19.67/hr |
| 10 OT hours | S$19.67 × 10 | S$196.68 |
| 20 OT hours | S$19.67 × 20 | S$393.36 |
| 10 OT hours every month (annual) | S$196.68 × 12 | ~S$2,360/yr |
Coverage: A non-workman earning S$2,500 is below the S$2,600 threshold and is likely covered under Part IV. Overtime pay at 1.5× should apply if hours exceed the contracted normal working hours.
Example 2: Non-Workman, S$3,000 Basic Salary (Exceeds Threshold)
| Item | Calculation | Amount |
|---|---|---|
| Hourly basic rate | S$3,000 × 12 ÷ 52 ÷ 44 | S$15.73/hr |
| Overtime rate (1.5×) | S$15.73 × 1.5 | S$23.60/hr |
| 10 OT hours | S$23.60 × 10 | S$236.01 |
Coverage note: A non-workman earning S$3,000 exceeds the S$2,600 threshold for Part IV non-workman coverage. This employee may not have a statutory right to 1.5× overtime pay under the Employment Act. However, their employment contract may provide for overtime pay — check the contract terms.
Example 3: Workman, S$4,000 Basic Salary (Within Threshold)
| Item | Calculation | Amount |
|---|---|---|
| Hourly basic rate | S$4,000 × 12 ÷ 52 ÷ 44 | S$20.98/hr |
| Overtime rate (1.5×) | S$20.98 × 1.5 | S$31.47/hr |
| 20 OT hours | S$31.47 × 20 | S$629.37 |
| 10 OT hours every month (annual) | S$314.69 × 12 | ~S$3,776/yr |
Coverage: A workman earning S$4,000 is below the S$4,500 threshold and is likely covered under Part IV. The 1.5× OT minimum applies.
Run your own salary through the calculator.
The examples above are common cases but every salary is different. Enter your numbers above for your specific hourly rate and OT pay estimate.
Calculate my OT pay →Are You Eligible for Overtime Pay in Singapore?
Not every employee in Singapore has a statutory right to 1.5× overtime pay under the Employment Act. The rules apply specifically to employees covered under Part IV of the Employment Act.
| Worker Type | Coverage Threshold | What It Means |
|---|---|---|
| Workman | Basic monthly salary ≤ S$4,500 | Covered by Part IV. Entitled to at least 1.5× hourly basic rate for overtime hours. |
| Non-workman | Basic monthly salary ≤ S$2,600 | Covered by Part IV. Entitled to at least 1.5× hourly basic rate for overtime hours. |
| Non-workman above threshold | Basic monthly salary > S$2,600 | Not covered by Part IV statutory OT rules. OT pay depends on employment contract terms. |
| Workman above threshold | Basic monthly salary > S$4,500 | Not covered by Part IV statutory OT rules. OT pay depends on employment contract terms. |
| Managers and executives | Any salary | Generally not covered under Part IV. OT entitlement, if any, comes from contract only. |
Source: MOM — Overtime pay. Thresholds as at 2026. Always verify your specific situation with MOM or your employer.
Under the Employment Act, a workman is someone engaged in manual labour — this includes factory workers, lorry drivers, construction workers, and similar roles. A non-workman is generally an employee in an office or administrative role. If you are unsure which category you fall under, check with your HR department or use MOM’s online resources.
If you are above the thresholds, this does not necessarily mean you are not entitled to any overtime pay — it means the Employment Act minimum does not apply. Your employment contract may still provide for overtime pay at 1.5× or higher. Check your contract carefully.
Common Mistakes Employees Make About Overtime Pay
Using Gross Salary Instead of Basic Salary
This is the most common error. Gross salary includes allowances — transport allowance, meal allowance, attendance incentives, and other payments. The MOM formula uses basic salary only. If your gross is S$3,000 but your basic is S$2,500, using S$3,000 in the calculation inflates your hourly rate by 20% and gives you an incorrect overtime figure.
Assuming All Employees Get Statutory Overtime Pay
Overtime pay under the Employment Act is not a universal right. It applies specifically to Part IV-covered employees based on worker type and salary level. Many professionals, managers, and higher-salary non-workmen are not covered by statute. Overtime for those employees is a contractual matter, not a legal minimum.
Thinking the 1.5× Rate Applies to All Hours Worked
The 1.5× overtime rate applies only to hours worked beyond your normal contracted working hours. If your contract specifies 44 hours per week and you work 48, only 4 hours are overtime. The first 44 are paid at your normal rate. Some employees calculate their OT as if all hours are at 1.5× — which is incorrect.
Not Checking the Payslip Breakdown
Your payslip should show overtime hours and overtime pay as separate line items if you are a Part IV employee. If your OT compensation is bundled into a lump sum with no breakdown — or not shown at all — you have no way to verify the calculation. Asking for a clear breakdown is your right. (MOM: Itemised payslips)
Assuming Rest Day and Public Holiday OT Are the Same
They are not. Rest day overtime and public holiday work have different pay rate rules under the Employment Act — often higher than the standard 1.5× formula. This calculator covers standard overtime only. If you worked on a rest day or public holiday, the calculation is different and should be verified separately.
The Overtime Reality Check
Even when overtime pay is calculated correctly, many Singapore employees feel like the amount they receive does not reflect the hours they put in. There are structural reasons for this.
Base Hourly Rate Is Low
On a S$2,500 monthly basic salary, your hourly basic rate is S$13.11. Your overtime rate is S$19.67. That S$6.56 per hour above your normal rate is your actual overtime premium — the additional pay you receive per extra hour. It is not negligible, but it reflects the base salary level.
| Type of Hour | Rate | Context |
|---|---|---|
| Normal working hour | S$13.11 | Your base hourly rate during contracted working time |
| Overtime hour | S$19.67 | 1.5× the hourly rate for overtime hours |
| OT premium (extra per hour) | +S$6.56 | The additional amount you earn per overtime hour compared to normal rate |
CPF Reduces Take-Home Impact
Overtime pay is subject to CPF for Singapore Citizens and PRs, up to the annual CPF Additional Wage ceiling. This means part of your overtime pay goes into CPF rather than arriving in your bank account. On S$196.68 in overtime pay, approximately S$39.34 (20%) goes to employee CPF. Your actual cash take-home from 10 hours of OT on a S$2,500 salary is closer to S$157 — not the full S$197.
To understand how your full monthly salary and CPF interact, the CPF Take-Home Pay Calculator shows your complete monthly picture including overtime impact.
Long Hours Do Not Always Mean High Earnings
Overtime pay is calculated on your basic hourly rate — which is anchored to your monthly salary. Working many overtime hours on a lower base salary produces a lower absolute overtime payout than working fewer overtime hours on a higher salary. This is not unfair — it reflects the math. But it is why improving your base salary matters more for long-term financial outcomes than maximising overtime hours.
For most Singapore employees, the best overtime strategy is not to maximise overtime hours — it is to ensure every overtime hour is correctly paid, while working on raising the base salary that determines the rate.
Want to see what your salary looks like after CPF and monthly expenses? The Salary Reality Calculator and the Cost of Living Calculator connect your income to real monthly financial outcomes.
When to Question Your Overtime Pay
Most overtime payment issues are not malicious — they often result from a different calculation method, an incorrect salary figure being used, or a misunderstanding of what counts as overtime. Here are the signals that something might be worth checking.
If any of these apply, it is worth running the numbers or speaking to HR:
- Your overtime appears to be paid at the same rate as normal hours (no 1.5× premium)
- Your payslip shows a lump sum with no breakdown of OT hours and OT rate
- The OT amount you received is significantly lower than what the MOM formula produces for your hours
- Your overtime hours are not being recorded formally — they are informal or untracked
- You receive a fixed “overtime allowance” regardless of actual hours worked
- You are unsure whether your role is classified as workman or non-workman
If you are a Part IV employee and believe your overtime pay is not correct, the steps available to you include: raising it with your employer or HR directly, checking with MOM via the MOM overtime guidelines, or filing a salary claim through the Tripartite Alliance for Dispute Management (TADM) if it cannot be resolved internally.
Want to also understand your hourly rate beyond just overtime? The Hourly Rate Calculator shows your full hourly picture — including real rate based on actual hours worked and what each hour of your working life is actually worth after CPF.
Overtime is just one part of your income picture.
See your full salary, CPF deductions, real monthly expenses, and savings rate — all in one place.
Frequently Asked Questions
Under MOM guidelines, overtime pay is calculated in three steps. First, find your hourly basic rate: multiply your monthly basic salary by 12, divide by 52 (weeks), then divide by 44 (standard working hours per week). Second, multiply the hourly basic rate by 1.5 to get the overtime rate. Third, multiply the overtime rate by the number of overtime hours to get your total overtime pay. The formula uses basic salary only — allowances, bonuses, and commissions are excluded. For a S$2,500 basic salary working 10 overtime hours: hourly rate = S$13.11, overtime rate = S$19.67, total OT pay = S$196.68.
Statutory overtime pay under the Employment Act applies to employees covered under Part IV. This includes: workmen earning a basic monthly salary of S$4,500 or below, and non-workmen earning a basic monthly salary of S$2,600 or below. Managers, executives, and employees earning above these thresholds are generally not covered by statutory Part IV overtime rules — though their employment contracts may still provide for overtime pay. Foreigners on Employment Passes are typically not covered by Part IV provisions. Always check with MOM or your HR department if you are unsure.
1.5 times is the minimum for Part IV employees working overtime on a normal working day. The rate differs for other situations: work on a rest day typically attracts different rates depending on whether the employer or employee requests the work; work on a public holiday has its own formula. Your employment contract may also provide for a higher overtime rate than the MOM minimum. The 1.5× formula in this calculator covers standard overtime on normal working days only.
Yes. Overtime pay is a form of Additional Wage (AW) and is subject to CPF contributions for Singapore Citizens and PRs, up to the annual Additional Wage CPF ceiling (S$102,000 minus total Ordinary Wages for the year). This means part of your overtime pay goes to CPF rather than your bank account — the employee share is 20% for those aged 55 and below. On S$196.68 in overtime pay, approximately S$39.34 is deducted as employee CPF. Foreigners on Employment Passes do not pay CPF.
If you are a Part IV employee (workman ≤ S$4,500, non-workman ≤ S$2,600) and your employer is not paying overtime, this may be a statutory violation. Your options are: (1) raise it with your employer or HR directly with a clear calculation; (2) check the MOM website and guidelines; (3) file a salary dispute claim with the Tripartite Alliance for Dispute Management (TADM) if it is unresolved. TADM handles employment disputes and salary claims. If you are above the threshold, your recourse is through your employment contract terms rather than statute.
Under the Employment Act, overtime for Part IV employees is generally capped at 72 hours per month. Employees should not be required to work more than 72 hours of overtime in a month. This is a separate requirement from the overtime pay rate — both the cap and the rate apply to covered employees. If your overtime regularly exceeds 72 hours per month, this is worth flagging with MOM. (MOM: Hours of work, overtime, and rest days)