What counts as overtime in Saudi Arabia?
Overtime means any hours you work beyond the normal working hours set by the Saudi Labor Law or your contract. For most workers in the private sector, normal hours are 8 hours a day or 48 hours a week. Anything above that is overtime, and your employer must pay extra for it.
Overtime is not a favour your employer does for you. It is a right in the law. Many workers in shops, restaurants, construction sites, hospitals, warehouses and security work regularly stay late. If those hours are not on your payslip, you may be owed a large sum by the end of the year.
There are three main types of overtime hours:
- Daily overtime: hours worked after your normal 8 hours on a working day.
- Weekly overtime: if your company uses a weekly schedule, hours above the weekly standard (48 hours) are overtime.
- Holiday and rest-day work: every hour worked on your weekly rest day or an official holiday counts as overtime, even if it is only a few hours.
Our calculator handles all three. Enter normal-day overtime in the first box and rest-day or holiday hours in the second.
Who is covered?
The overtime rules apply to workers covered by the Saudi Labor Law. This includes Saudis and expats in the private sector, on fixed-term or open contracts. Domestic workers are outside the Labor Law and follow their own regulation. Some groups are also excluded from the working hours limits, such as senior managers. We explain those groups below.
Legal basis: Article 107 and related rules
The key article is Article 107 of the Saudi Labor Law, issued by Royal Decree No. M/51. The official Arabic text says the employer must pay the worker for overtime hours an additional wage equal to the hourly wage plus 50% of the basic wage. It adds two more rules: if the company uses a weekly standard for working hours, hours above that standard are overtime, and all hours worked on rest days and holidays are overtime.
Here are the related articles in plain English:
| Article | Topic | Summary |
|---|---|---|
| Article 98 | Normal hours | Maximum 8 hours a day or 48 hours a week. In Ramadan, Muslim workers: maximum 6 hours a day or 36 a week. |
| Article 99 | Changed hours | Daily hours may be raised to 9 for some categories, or cut to 7 for hazardous work, by ministerial decision. |
| Article 100 | Shift work | With Ministry approval, hours can be averaged over up to three weeks. |
| Article 101 | Breaks | No more than 5 hours in a row without a break of at least 30 minutes. No more than 11 hours a day at the workplace. |
| Article 104 | Weekly rest | Friday is the weekly rest day, unless another day is set after notifying the labor office. It is paid and at least 24 hours long. |
| Article 106 | Exceptions | In special cases (stock-taking, emergencies, heavy work pressure, seasons) hours may be extended, but not above 10 a day or 60 a week. |
| Article 107 | Overtime pay | Hourly wage plus 50% of basic wage. Weekly-standard rule. All holiday and rest-day hours are overtime. |
| Article 108 | Exclusions | Hours limits do not apply to senior managers, some preparatory work, intermittent work, and guards and cleaners (except civil security guards). |
What do "hourly wage" and "basic wage" mean?
Article 2 of the Labor Law gives two wage definitions. The basic wage is what you are paid for your work under the contract, plus periodic raises. The actual wage is the basic wage plus other regular payments, such as allowances, commissions and in-kind benefits.
Article 107 mixes the two on purpose. The first part, "hourly wage", is normally read as the hourly value of your actual wage, so it includes regular allowances such as housing and transport. The second part, the 50% premium, is calculated on your basic wage only. The Ministry of Human Resources and Social Development has described the rule in the same way: the hourly wage including allowances, plus 50% of the basic wage.
How to calculate overtime in Saudi Arabia: step by step
The law does not write out a divisor for the hourly rate. In practice, payroll systems, HR advisers and labor law guides in the Kingdom divide the monthly wage by 30 to get a daily wage, then divide by the normal daily hours (usually 8). Our calculator uses this method by default, but you can change the number of days if your contract says otherwise.
Step 1: Find your actual hourly wage
Step 2: Find your basic hourly wage
Step 3: Find the overtime hourly rate
Step 4: Multiply by your overtime hours
A short way to remember it: divide by 240 (30 days × 8 hours) to turn a monthly amount into an hourly one.
Quick reference table
This table uses 30 days and 8 hours. Amounts are per overtime hour.
| Basic (SAR) | Allowances (SAR) | Actual hourly | Basic hourly | Overtime rate per hour |
|---|---|---|---|---|
| 3,000 | 1,200 | 17.50 | 12.50 | 23.75 |
| 4,000 | 1,500 | 22.92 | 16.67 | 31.25 |
| 5,000 | 1,250 | 26.04 | 20.83 | 36.46 |
| 6,000 | 0 | 25.00 | 25.00 | 37.50 |
| 8,000 | 3,000 | 45.83 | 33.33 | 62.50 |
When your whole salary is basic, the rate is simply 1.5 times your hourly wage. When you have allowances, the multiplier on your total hourly wage is a bit lower than 1.5, because the premium is only on the basic part.
Worked examples
Each example below matches the result the calculator gives for the same inputs.
Example 1: Retail worker with allowances
Imran has a basic wage of SAR 4,000 and allowances of SAR 1,500. In one month he works 20 extra hours after his normal shift.
Basic hourly = 4,000 ÷ 240 = SAR 16.6667
Overtime rate = 22.9167 + 8.3333 = SAR 31.25
Overtime pay = 31.25 × 20 = SAR 625.00
Example 2: Salary that is all basic
Lina earns SAR 6,000 a month, all of it basic, and works 10 overtime hours.
Overtime rate = 25.00 + 12.50 = SAR 37.50
Overtime pay = 37.50 × 10 = SAR 375.00
Example 3: Weekday overtime plus a public holiday
Sanjay has a basic wage of SAR 3,000 and allowances of SAR 1,200. In a month that includes a national holiday, he works 22 overtime hours on normal days and 8 hours on the holiday.
Basic hourly = 3,000 ÷ 240 = SAR 12.50
Overtime rate = 17.50 + 6.25 = SAR 23.75
Total hours = 22 + 8 = 30
Overtime pay = 23.75 × 30 = SAR 712.50
Remember that his normal monthly salary already pays him for the holiday itself, because official holidays are paid leave. The SAR 712.50 is extra.
Example 4: Worker on a 9-hour day
Some categories of worker may have a 9-hour normal day under Article 99. Grace has a basic of SAR 4,500 and allowances of SAR 1,125 on a 9-hour schedule, and works 16 overtime hours.
Basic hourly = 4,500 ÷ 30 ÷ 9 = SAR 16.6667
Overtime rate = 20.8333 + 8.3333 = SAR 29.1667
Overtime pay = 29.1667 × 16 = SAR 466.67
Example 5: Higher salary
Omar earns a basic of SAR 8,000 with allowances of SAR 3,000 and works 12 overtime hours during a busy month.
Basic hourly = 8,000 ÷ 240 = SAR 33.3333
Overtime rate = 45.8333 + 16.6667 = SAR 62.50
Overtime pay = 62.50 × 12 = SAR 750.00
Rest days, Eid and public holidays
Article 107 is very clear that all hours worked on rest days and official holidays count as overtime. This means:
- If you work 8 hours on your Friday rest day, all 8 hours are overtime.
- If you work on Eid al-Fitr, Eid al-Adha, Founding Day or Saudi National Day, every hour is overtime.
- You do not need to pass 8 hours first. Even 2 hours on a holiday are 2 overtime hours.
Your weekly rest day and official holidays are already paid as part of your monthly wage. So the overtime for holiday work is extra money on top. That is why holiday work often feels like it is paid at more than double.
Article 104 also says the weekly rest day cannot be replaced by cash. Your employer should not make you work every rest day and simply pay overtime instead. Occasional rest-day work is fine if it is paid; giving up your rest day every week is not.
The exact list and length of official holidays is set by the implementing regulations and can change. Check the Ministry announcements each year for Eid holiday dates.
Overtime during Ramadan
During the holy month of Ramadan, Article 98 limits the actual working hours of Muslim workers to 6 hours a day or 36 hours a week. Hours above those limits are overtime for Muslim workers.
The law does not say directly whether the hourly rate should be worked out on 6 hours or 8 hours during Ramadan. Most employers keep the same monthly salary and the same hourly rate used for the rest of the year (monthly ÷ 30 ÷ 8). Some calculate it differently. If this matters for your claim, check your company policy and ask the Ministry. Our calculator keeps the standard method so you get a conservative, easy-to-check figure.
Non-Muslim workers are not covered by the shorter Ramadan hours unless the company applies them to everyone. Many companies do this in practice.
Overtime limits and who is excluded
How much overtime is allowed?
The Ministry of Human Resources and Social Development has stated that overtime is limited to 720 hours a year, linked to a ministerial resolution, and that this can be raised with the worker's consent. In the special cases listed in Article 106, actual work must not exceed 10 hours a day or 60 hours a week. Article 101 also says you should not stay at the workplace more than 11 hours in a day, including breaks.
| Limit | Rule |
|---|---|
| Normal day | 8 hours (Art. 98) |
| Normal week | 48 hours (Art. 98) |
| Ramadan (Muslim workers) | 6 hours a day, 36 a week (Art. 98) |
| Special cases | Max 10 hours a day, 60 a week (Art. 106) |
| Time at workplace | Max 11 hours a day (Art. 101) |
| Annual overtime | 720 hours, more with worker consent (Ministry) |
Breaking these limits can bring fines for the employer. But even if your employer broke the limits, the hours you worked must still be paid.
Who is excluded from the hours rules?
Article 108 says the normal hours rules in Articles 98 and 101 and the first paragraph of Article 104 do not apply to:
- people in senior management positions who have authority over other workers;
- preparatory or support work done before or after the main work;
- work that is by nature on-and-off (intermittent);
- guards and cleaners, except civil security guards.
The implementing regulations set the details of these groups. If you think you have been wrongly classed as a "manager" to avoid overtime, look at your real duties. A job title alone does not make someone a senior manager with authority. Ask the Ministry if you are unsure.
2025 changes: time off instead of overtime pay
The Labor Law amendments that took effect on 19 February 2025 kept the Article 107 pay formula the same. The official law text shows no amendment marker on Article 107.
One practical change came with the package: an employer may now compensate overtime with paid leave instead of money, but only if the worker agrees. If you prefer cash, you can say no. If you accept time off, ask for the agreement in writing, with the number of hours or days and when you can take them.
Other 2025 changes, such as the new 30-day notice period for workers on open contracts and the 180-day maximum probation, do not change how overtime is calculated.
Common mistakes
- Using only basic salary for everything. The first part of the rate should use your actual hourly wage with allowances. Only the 50% premium uses basic pay.
- Using total salary for the premium. The opposite mistake. The 50% is on basic wage only, so do not take 1.5 times your full salary unless it is all basic.
- Forgetting holiday hours. All hours on rest days and holidays are overtime, not just hours after 8.
- Counting breaks as overtime. Breaks for prayer, rest and meals are not counted as actual working hours under Article 101.
- Not keeping records. Many claims fail because there is no proof. Keep a simple daily log of start and finish times, and photos of rosters or attendance screens.
- Agreeing to a "fixed overtime" amount without checking. Some contracts pay a fixed monthly overtime amount. Check that it is not less than what the law gives for the hours you really work.
How to claim unpaid overtime
- Raise it with HR in writing. Show your log of hours and your calculation from this page.
- File an amicable settlement request. The Ministry of Human Resources and Social Development handles the first stage of labor disputes. You can file through the Ministry's labor e-services or my.gov.sa with your Nafath login. The service is free, and the Ministry helpline is 19911.
- Go to the labor court if needed. If the dispute is not settled, it moves to the labor courts under the Ministry of Justice, which accept claims through the Najiz portal.
- Watch the deadline. Labor court claims should be filed within 12 months of the end of your employment relationship. Do not wait until you leave to raise overtime issues; it is easier to prove while you still work there.
When your job ends, unpaid overtime is part of your final settlement along with your end of service award and unused leave. Use our Saudi end of service calculator and Saudi vacation salary calculator to check the other parts.
Practical tips
- Ask for your payslip to show overtime hours and the rate used. A clear payslip avoids arguments later.
- If you work in more than one Gulf country, rules are different. For example, see our UAE overtime calculator and Qatar overtime calculator.
- Check your contract for your basic wage. Overtime premium depends on it, so a very low basic with high allowances lowers your overtime.
- If you are offered time off instead of pay, compare both options. One hour of overtime pay is worth more than one hour of your normal wage.
- Save copies of rosters, schedules and messages asking you to stay late.
Frequently asked questions
What is the overtime rate in Saudi Arabia?
Article 107 of the Saudi Labor Law says each overtime hour is paid at the worker's hourly wage plus 50% of the basic hourly wage. If your whole salary is basic, this equals 150% of your hourly rate.
How do I calculate my hourly rate for overtime in Saudi Arabia?
The common method is to divide the monthly wage by 30 to get the daily wage, then divide by the daily working hours, usually 8. That is the same as dividing the monthly wage by 240.
Is overtime in Saudi Arabia calculated on basic salary or total salary?
Both are used. The first part of the rate is the full hourly wage including regular allowances. The 50% premium is calculated only on the basic hourly wage.
Is work on Friday or a public holiday overtime in Saudi Arabia?
Yes. Article 107 says all hours worked on rest days and official holidays count as overtime hours, even if you did not work more than 8 hours that day.
What is the maximum overtime allowed in Saudi Arabia?
The Ministry of Human Resources and Social Development has stated that overtime is limited to 720 hours per year, and this can be increased with the worker's consent. Daily and weekly limits also apply in special cases under Article 106.
Can my employer give me time off instead of overtime pay?
Since the Labor Law amendments of 19 February 2025, an employer may compensate overtime with paid leave instead of money, but only with the worker's agreement.
Do managers get overtime in Saudi Arabia?
Article 108 excludes people in senior management positions with authority over other workers from the working hours limits, so they are usually not paid overtime. Guards and cleaners and some other groups are also excluded from the hours limits.
What are normal working hours in Saudi Arabia?
Article 98 limits actual work to 8 hours a day or 48 hours a week. During Ramadan, Muslim workers work no more than 6 hours a day or 36 hours a week.
Can I refuse overtime in Saudi Arabia?
Overtime beyond the annual limit needs your consent. Within the limits, an employer can ask for overtime in the cases set by law, but must always pay for it. If you are forced to work extra hours without pay, you can file a complaint with the Ministry.
How do I complain about unpaid overtime in Saudi Arabia?
First ask HR in writing. If that fails, file an amicable settlement request with the Ministry of Human Resources and Social Development through its e-services or my.gov.sa. If no settlement is reached, the case goes to the labor court, which you can reach through the Najiz portal.
Disclaimer
This Saudi overtime calculator gives an estimate for general guidance only. It is not legal advice. The law does not fix the hourly divisor, so your employer may use a slightly different method, and your contract may give you more than the legal minimum. For a binding answer, contact the Ministry of Human Resources and Social Development or a licensed Saudi lawyer.
Sources / references: Saudi Labor Law, Royal Decree No. M/51, Articles 2, 98–108, official text on the Bureau of Experts at the Council of Ministers; Ministry of Human Resources and Social Development guidance on overtime hours (720-hour annual limit, Ministerial Resolution No. 178743); Ministry announcement on the Labor Law amendments in force from 19 February 2025.