On a monthly wage of ₹50,000, the ordinary hourly rate is about ₹240, so statutory overtime at twice that rate is ₹481 an hour. The table shows the overtime earned for common monthly overtime hours.
| Overtime in the month | Overtime pay |
|---|---|
| 5 hours | ₹2,404 |
| 10 hours | ₹4,808 |
| 20 hours | ₹9,615 |
| 30 hours | ₹14,423 |
| 40 hours | ₹19,231 |
| 50 hours | ₹24,038 |
Under the Minimum Wages Act and the Factories Act, work beyond the normal hours is paid at twice the ordinary rate of wages. The ordinary hourly rate here is the monthly wage divided by 26 working days and 8 hours, about ₹240, and overtime is double that. So on ₹50,000, 10 overtime hours earn ₹4,808 and 40 hours earn ₹19,231.
Overtime must be recorded from attendance and shown separately on the payslip and in the wage register. Paying overtime at single rate, or as a flat amount, is underpayment. For a whole workforce, ZeniaHR captures overtime from attendance and prices it at the correct double rate; see the compliance calendar and the overtime wages definition.
A quick sense check on ₹50,000: because overtime is double the ordinary rate, every overtime hour is worth two normal hours of pay. So 40 overtime hours in a month, roughly ten hours a week, add ₹19,231 to the wage, a meaningful uplift for the worker and a real cost for the employer to plan. This is why controlling overtime, rather than underpaying it, is the right lever: the law fixes the rate at double, and there is no compliant way to pay less.
One caution on the base. The ordinary rate should be worked out on the wages actually payable for normal work, and where a worker is on the minimum wage, the overtime rate rises automatically whenever the state revises that minimum. On ₹50,000 the current ordinary rate is about ₹240 an hour; after a wage revision it would be higher, and so would every overtime hour. Keeping overtime tied to the live wage, not a stale figure, is what keeps the wage register audit-ready.