# Overtime & Hourly Wage Bi-directional Converter

Converts pay bi-directionally (hourly ↔ monthly ↔ annual) under four overtime regimes — US FLSA 1.5x over 40h/week with bonus-blended regular rate, China’s 150/200/300% tiers off the 21.75-day month, and contractual-multiplier EU/UK with 48h-average checks — pricing weekday, weekend and holiday overtime, night-shift premium and annual bonus, with itemized subtotals, effective hourly rate and compliance warnings.

> Canonical page: https://elysiatools.com/en/tools/overtime-bonus-hourly-wage-converter

- **Category:** Calculator

- **Keywords:** overtime calculator, hourly to annual, annual to hourly, hourly to salary, salary to hourly, time and a half, flsa overtime, regular rate bonus, china overtime pay, 150 200 300 percent overtime, 21.75 days, working time directive, 48 hour week, night shift premium, weekend overtime, holiday pay multiplier, effective hourly rate, paycheck breakdown, wage conversion

## Overview

Enter pay on any basis (hourly, monthly or annual) plus the overtime hours split by type (weekday / weekend / statutory-holiday), optional night-shift hours with a premium %, and an annual bonus. US: overtime is 1.5x the regular rate for hours beyond 40 per workweek only — the calendar day never matters federally, and nondiscretionary bonuses raise the regular rate itself (DOL method: (straight-time + bonus) / hours worked). China: base hourly = monthly salary ÷ 21.75 ÷ 8; weekday 150%, rest days 200% without compensatory rest, statutory holidays 300%, capped at 3h/day and 36h/month. EU/UK: no statutory overtime multiplier — pick your contractual one; the 48h average week (17-week UK reference, opt-out possible) is enforced via warnings. Night premiums are employer policy everywhere, never statutory. The result shows base and total on all three bases, an itemized payslip waterfall, the effective hourly rate including premiums, and region-specific compliance notes.

## Inputs

- **Pay region / rules** (select)
- **Pay is entered as** (select)
- **Pay amount** (number): e.g. 16 (hourly), 10000 (monthly) or 45000 (annual)
- **Currency (display only)** (select)
- **Standard hours per week** (number): e.g. 40 (China uses the statutory 40h week / 174h month)
- **Overtime hours are entered per** (select)
- **Weekday overtime hours** (number): e.g. 6 (China: 150%)
- **Weekend / rest-day hours** (number): e.g. 8 (China: 200% unless comp rest granted)
- **Statutory-holiday hours** (number): e.g. 8 (China: 300%)
- **Night-shift hours (premium-eligible)** (number): e.g. 20 — employer policy everywhere, never statutory
- **Night-shift premium (%)** (number): e.g. 15 — extra percent on top of base for night hours
- **Contractual OT multiplier (EU/UK only)** (select)
- **Annual bonus / 13th month (one-time, per year)** (number): e.g. 4160 — US non-exempt: blends into the regular rate

## When to use

- Converting compensation figures between hourly wages, monthly salaries, and annual packages with exact overtime pricing.
- Auditing non-exempt payroll under US FLSA rules when nondiscretionary bonuses alter the regular rate of pay.
- Evaluating compliance and statutory pay tiers for overtime worked on weekdays, rest days, or statutory holidays in China.

## How it works

- Select the applicable regulatory region (US FLSA, China PRC Labor Law, EU WTD, or UK WTR) and set the baseline standard weekly working hours.
- Input the base compensation amount using an hourly, monthly, or annual pay basis alongside the relevant display currency.
- Enter overtime hours categorized by weekday, weekend/rest day, and statutory holiday, along with any night-shift hours, night premiums, or annual bonuses.
- Generate a complete breakdown showing equivalent baseline rates, itemized payslip additions, the effective hourly rate, and regional compliance warnings.

## Use cases

- Payroll specialists cross-checking overtime liabilities and regular rate bonus recalculations for non-exempt hourly employees.
- Global human resource managers estimating total employment costs across international offices with differing overtime regulations.
- Employees evaluating job offers by calculating total projected earnings with shift premiums and anticipated overtime hours.

## Frequently asked questions

### How does an annual bonus affect overtime under US FLSA rules?

Under FLSA rules, nondiscretionary bonuses are added to total straight-time pay to recalculate the regular rate, increasing the 0.5x overtime premium owed for hours worked beyond 40 per week.

### How is China's base hourly rate calculated from a monthly salary?

China calculates base hourly wage by dividing the monthly salary by 21.75 statutory paid days per month and then dividing by 8 standard daily hours.

### What are the standard statutory overtime multipliers in China?

PRC Labor Law Art. 44 mandates 150% for weekday overtime, 200% for rest days without compensatory leave, and 300% for statutory holidays.

### Does EU or UK labor law establish statutory overtime pay multipliers?

Neither the EU Working Time Directive nor UK regulations mandate a statutory overtime multiplier; rates depend on the employment contract while enforcing average working hour limits.

### What constitutes the effective hourly rate in the results?

The effective hourly rate divides total gross earnings (including base pay, all overtime premiums, night differentials, and bonus allocations) by the total number of hours worked.

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