Korea overtime pay calculator, night and holiday premiums
한국어Enter the hours you worked and see where overtime, night and holiday premiums overlap.
The rates come straight from Article 56 of the Labor Standards Act. Nothing you enter leaves this page.
Work a weekday from 9am to 9pm (one hour break) at a wage of ₩10,000 an hour, and it comes to ₩125,000. The same hours on a holiday come to ₩180,000. Items left out of the calculation, such as comprehensive wage agreements or the weekly holiday allowance, are named below.
Ordinary hourly wage
Workplace size
Regular headcount is the total person-days over the past month divided by the days of operation.
Hours worked
Shift 1
The statute does not say when the break falls. Without a time we cannot tell which minutes were night work.
Treats every shift you entered as one week, adds up the first eight hours of each non-holiday day, and applies the overtime premium above 40 hours.
Enter an ordinary hourly wage.
Common cases
One page per case people actually search for. The figures below come from the same engine as the calculator.
- Night work premium in Korea, 10pm to 6am
- Overtime premium in Korea, hours past eight in a day
- Holiday work premium in Korea, eight hours is the cutoff
- Holiday work beyond eight hours, where the premium doubles
- Night and overtime premiums together, where they overlap
- Workplaces with fewer than five employees, no premium applies
- Shift work night premium, what one night shift is worth
- Ordinary hourly wage and the 209 hour divisor
What this calculation leaves out
Anything whose source text we could not open, or that the statute does not set, is left out. We name it rather than guess.
- The minimum wage amount. We did not open the ministry notice, so no figure is shown.
- Comprehensive wage agreements (포괄임금). Not in the statute; validity comes from case law.
- Weekly holiday allowance (주휴수당). Article 55 grants the paid holiday, but the amount is a separate calculation.
- Shift and hazard allowances. These are set by company rules.
- Pay for unused annual leave. That sits under Article 60 and outside this calculator.
- Workplaces whose headcount crosses five during a month. The exception in Decree Article 7-2 (2) is not modelled.
What this calculator does not do
This is not legal advice. It applies the statutory minimum formula set by the Labor Standards Act.
If your work rules (취업규칙) or collective agreement give you more, those win. A company rate above the statute is allowed.
Comprehensive wage agreements (포괄임금) are not covered. Their validity is set by case law, not by the statute.
How this is calculatedStatutory basisAlso from us
Other calculators by the same maker.