Overtime Calculator Malaysia马来西亚加班费计算器
Overtime in Malaysia is built on one number: your ordinary rate of pay, which is your monthly wage divided by 26. Get that right and every OT rate falls out of it. Most disputes start with someone dividing by 30 instead.马来西亚的加班费只建立在一个数字上：你的普通日薪率，也就是月薪除以 26。这个算对了，其余每个 OT 费率都跟着出来。多数纠纷的起点，就是有人拿 30 去除。
Your pay and hours你的薪水与工时
Employment Act 1955, as amended by the Employment (Amendment) Act 2022.依据 1955年雇佣法令，及 2022年雇佣（修正）法令。
Overtime hours this month本月加班时数
Hours worked beyond your normal daily hours.超出每日正常工时之外的时数。
Days worked within normal hours在正常工时内上班的天数
A rest day or public holiday you worked without exceeding your normal hours is not paid as an hourly multiple. It is paid by the day.休息日或公共假期上班但没有超出正常工时，不是按小时倍数算，而是按天算。
What each hour or day is worth每一小时、每一天值多少
How this is calculated计算方式说明
Everything starts with the ordinary rate of pay
The Employment Act 1955 defines the ordinary rate of pay as your monthly wage divided by 26. Not 30, not the number of days in the month, not the days you actually worked. Twenty-six. Your hourly rate is then that daily figure divided by your normal working hours per day.
On a RM2,600 wage with an 8-hour day: RM2,600 ÷ 26 = RM100 a day, and RM100 ÷ 8 = RM12.50 an hour. Every overtime figure on this page is a multiple of that RM12.50.
Dividing by 30 instead of 26 makes your hourly rate about 13% too low. It is the single most common error in Malaysian payroll disputes, and it is worth checking your own payslip against.
The multipliers
| When the work is done | What is payable |
|---|---|
| Beyond normal hours on a normal working day | 1.5× the hourly rate |
| Beyond normal hours on a rest day | 2.0× the hourly rate |
| Beyond normal hours on a public holiday | 3.0× the hourly rate |
| Within normal hours on a rest day | Half a day's wage, or one day's wage |
| Within normal hours on a public holiday | 2× the ordinary rate, on top of holiday pay |
Rest day work is the part people get wrong
If you are called in on your rest day and you do not exceed your normal daily hours, you are not paid an hourly multiple at all. You are paid a portion of a day's wage: half a day's wage if you worked half your normal hours or less, and one full day's wage if you worked more than half. Only the hours beyond your normal daily hours attract the 2× hourly rate.
So a full rest day where you work your usual 8 hours and go home is one extra day's wage, not 16 hours of pay. Work 10 hours on that same rest day and you get one day's wage plus 2 hours at 2× the hourly rate.
Public holidays are paid twice over
A public holiday you do not work is already a paid day. If you are asked to work it, you get 2× the ordinary rate on top of that holiday pay for the hours within your normal day, and 3× the hourly rate for anything beyond. That is why a public holiday shift is the most expensive hour on the calendar for an employer, and the most valuable one for staff.
The RM4,000 line
These statutory overtime rates apply to employees earning RM4,000 a month or less. Above that, the Employment Act still covers you for most purposes, but the First Schedule provisions that set the overtime multipliers do not. Your contract, company handbook or collective agreement takes over. Many employers voluntarily apply the same rates anyway; some pay a fixed allowance instead. Read what you signed.
45 hours a week, not 48
Since 1 January 2023, when the Employment (Amendment) Act 2022 came into force, maximum normal working hours dropped from 48 to 45 hours a week. If your contract still says 48, the statutory limit wins, and hours above 45 in a week may be overtime that is currently going unpaid.
A floor, not a ceiling
Everything above is the minimum the law requires. An employer is free to pay more, and a collective agreement or a better contract commonly does. An employer is never free to pay less, and an agreement to accept less than the statutory rate does not bind you. This page is a calculator, not legal advice — if you think you are being underpaid, the Labour Department (Jabatan Tenaga Kerja) handles wage claims.
一切从「普通日薪率」开始
1955年雇佣法令把普通日薪率定义为月薪除以 26。不是 30，不是当月天数，也不是你实际上班的天数。就是 26。再把这个日薪除以你每天的正常工时，就得到每小时工资率。
以月薪 RM2,600、每天 8 小时为例：RM2,600 ÷ 26 = 每天 RM100，RM100 ÷ 8 = 每小时 RM12.50。这一页所有的加班金额，都是这 RM12.50 的倍数。
如果用 30 而不是 26 去除，你的时薪会低了约 13%。这是马来西亚薪资纠纷里最常见的一个错误，值得拿自己的薪水单对一对。
各项倍数
| 上班的时段 | 应得的薪酬 |
|---|---|
| 平日超出正常工时 | 时薪的 1.5 倍 |
| 休息日超出正常工时 | 时薪的 2.0 倍 |
| 公共假期超出正常工时 | 时薪的 3.0 倍 |
| 休息日在正常工时内 | 半日薪金，或一日薪金 |
| 公共假期在正常工时内 | 普通日薪率的 2 倍，另加原有假期薪金 |
休息日的算法，最多人搞错
如果你在休息日被叫回来上班，而且没有超过每天的正常工时，那根本不是按小时倍数算的。而是按一日薪金的比例算：做了正常工时的一半或以下 → 半日薪金；超过一半 → 一整日薪金。只有超出正常工时的那些小时，才用时薪的 2 倍计算。
所以休息日照常做 8 小时就下班，是多拿一日薪金，不是 16 小时的薪水。同样那天做满 10 小时，则是一日薪金，再加 2 小时 × 时薪的 2 倍。
公共假期是给两次钱的
你不上班的公共假期，本来就是带薪的。若公司叫你回来做，正常工时内的部分是在原有假期薪金之外，另加普通日薪率的 2 倍；超出的部分则是时薪的 3 倍。这就是为什么对老板来说，公假的工时是全年最贵的；对员工来说，也是最值钱的。
RM4,000 这条线
上述法定加班费率适用于月薪 RM4,000 或以下的员工。超过这个数目，雇佣法令在多数事项上仍然涵盖你，但订下加班倍数的第一附表不适用，改以你的合约、公司手册或集体协议为准。不少雇主还是自愿沿用同一套费率，也有的改发固定津贴。签之前先看清楚。
每周 45 小时，不是 48
自 2023年1月1日 2022年雇佣（修正）法令生效起，每周正常工时上限已从 48 小时降至 45 小时。如果你的合约还写着 48，以法定上限为准；一周内超过 45 小时的部分，可能就是目前没算钱的加班。
这是下限，不是上限
以上全部是法律要求的最低标准。雇主可以给得更多，集体协议或较好的合约通常就是如此；但雇主永远不能给得更少，而且就算你签字同意低于法定标准，那份同意对你没有约束力。本页只是计算器，不构成法律意见 — 若你认为自己被少付了，可向劳工局（Jabatan Tenaga Kerja）提出薪资索偿。
Frequently asked questions常见问题
How do you calculate overtime pay in Malaysia?马来西亚的加班费怎么算？
Do I get overtime pay if I earn more than RM4,000 a month?月薪超过 RM4,000 还有加班费吗？
How is rest day work paid if I do not exceed my normal hours?休息日上班但没超时，怎么算钱？
Why is the ordinary rate of pay divided by 26 and not 30?为什么普通日薪率是除以 26，不是除以 30？
Need a website that brings you customers?想要一个能带来客户的网站？
We build the demo first. You only pay when you are happy with it.我们先做好 demo 给你看，满意了才付款。
Get a free demo免费获取 Demo