Overtime, Night, Holiday Pay & Annual Leave Calculator

Three of the protections in 근로기준법 that can be counted in won, on one screen. First, premium pay: work beyond your contracted hours, at night, or on a holiday, and the law adds a fixed percentage on top of the pay for the hours themselves. Second, annual paid leave: the number of days you can take off with pay, based on how long you have worked. Third, dismissal notice pay: what you are owed if you are dismissed without warning.

The inputs are your ordinary hourly wage, the number of regular employees at the workplace, your weekly overtime, night and holiday hours, and your years of continuous service. The headcount comes first for a reason. Below 5 employees, the premiums and the leave do not apply in law, and the whole result changes.

Anyone who works a lot of evenings or weekends and suspects their pay is not keeping up. You can check, week by week, whether the allowance lines on your payslip match what the law adds. The weekly premium is also converted to a monthly figure, so you can estimate what is missing each month.

It matters especially for foreign workers. 근로기준법 제6조 forbids different working conditions on grounds of nationality, so premium pay, leave and dismissal notice all apply exactly as they do to Koreans. But the restaurants, convenience stores and small factories where many foreign workers are employed often have fewer than 5 staff, so whether the protections apply at all is the first question. Anyone suddenly told to leave can also use it to see what 30 days of ordinary wages comes to.

The scope is 근로기준법 제11조제1항. The Act applies to workplaces employing 5 or more regular workers; below that, the premium pay and annual leave provisions fall away. Dismissal notice, however, is among the provisions that still apply below 5, so the calculator computes it regardless of headcount.

Premium pay is 근로기준법 제56조. Overtime adds 50% of the ordinary wage; night work, between 10pm and 6am the next day, adds 50%; holiday work adds 50% for the first 8 hours and 100% beyond them. The calculator multiplies your hourly wage by each set of hours and its rate, counting only the extra. The ordinary wage for the hours themselves is what you receive anyway; what is computed here is the premium stacked on top. Overtime worked at night stacks both premiums, making the hour worth double the hourly wage.

Annual leave is 근로기준법 제60조. After a year with 80% or better attendance you get 15 days; in the first year, one day accrues for each month of full attendance. From three years of service, one extra day is added for every two years beyond the first, up to 25 days in total. Dismissal notice is 근로기준법 제26조. An employer must give at least 30 days' notice or pay at least 30 days of ordinary wages instead, but the provision does not apply to anyone with less than 3 months of continuous service. The calculator treats a day as 8 hours and multiplies the hourly wage by 8 and by 30.

Take someone on ₩10,320 an hour, one year into a job at a workplace of 5, working 5 hours of overtime every week. The overtime premium is ₩10,320 times 5 hours times 50%, or ₩25,800 extra per week, which converts to ₩112,107 a month. Having completed a year, they have 15 days of leave. If dismissed without notice, they are owed ₩10,320 times 8 hours times 30 days, ₩2,476,800.

Now suppose the same person is three years in and works 5 overtime hours, 5 night hours and 10 holiday hours a week. Overtime adds ₩25,800 and night work another ₩25,800. Holiday work adds 50% for the first 8 hours, ₩41,280, and 100% for the remaining 2, ₩20,640, so ₩61,920. The weekly total is ₩113,520, or ₩493,271 a month. Leave rises by one day to 16 for the third year. But at a workplace of 4, under the same conditions, the premiums are zero, the leave is zero, and only the ₩2,476,800 of notice pay remains.

The most common mistake is not checking the size of the workplace. Below 5 employees, the premiums and the leave cannot be claimed under the Act. Minimum wage and severance pay, however, come from separate statutes and still apply below 5, so there is no need to give those up. The second is entering the wrong hourly wage. The ordinary hourly wage is base pay divided by contracted hours, and it depends on which allowances count as ordinary wages. The calculator uses whatever you enter, so if that figure is wrong the result is wrong.

The third is confusing the premium with the total. The amounts here are what is added on top, so an hour of overtime is actually paid at 1.5 times the hourly wage. The fourth is forgetting the 8-hour line on holiday work, past which the premium rate doubles. The fifth is thinking leave only starts after a year; in the first year, a day accrues for every month of full attendance. Finally, receiving notice pay does not make a dismissal lawful. If you believe the dismissal itself was unfair, you can apply to the Labor Relations Commission for relief, and this calculator does not address that question.