Canadian Overtime Calculator 2026
Calculate overtime pay with province-specific rules — BC/Alberta/Manitoba "whichever is greater", federal employee rules (CLC), statutory holiday pay, banked time, and vacation pay accrual.
Jump to province
Calculate your overtime pay
Select your province, enter your hourly rate and hours per day. Province rules apply automatically.
Regular time
All regular hours
Overtime (1.5×)
Daily or weekly threshold
Double time (2×)
BC only: after 12h/day
Source: Canada Labour Code; BC ESA §35; AB ESC §21
1.5× after 8h · 2× after 12h · or 40h/wk
1.5× after 8h/day · or 44h/wk
1.5× after 8h/day · or 40h/wk
1.5× after 8h/day · or 40h/wk
1.5× after 44h/wk (federal: 40h)
1.5× after 40h/wk
1.5× after 44h/wk · No banking
1.5× after 48h/wk
1.5× after 8h/day · or 40h/wk
If not working: Average day's pay (weekly pay ÷ 5)
If working: Average day's pay + 1.5× premium for hours worked
ON/QC: 1/20th of last 4 weeks · BC/AB: average day formula
Most provinces: 1:1.5 (1h OT = 1.5h PTO, written agreement)
Alberta (ESC): 1:1 ratio — 1h OT = 1h PTO
Federal CLC s.174: 1:1.5 ratio
⚠ New Brunswick: overtime banking is NOT permitted (ESA NB)
Overtime pay formulas
OT Pay = Rate × 1.5 × OT Hours
Double Time (BC) = Rate × 2.0 × DT Hours
e.g. $25/hr × 1.5 × 5 OT hrs = $187.50
e.g. $25/hr × 2.0 × 2 DT hrs (BC) = $100
BC, AB, MB, SK, NT, NU, YT, and Federal CLC: compare daily vs weekly OT — use whichever gives more pay. BC note: only first 8h/day counts toward the 40h weekly threshold (prevents double-counting). ON, QC, NB, NL, NS, PEI: weekly threshold only.
RRP = Total Earnings ÷ Total Hours
OT Premium = 0.5 × RRP × OT Hours
e.g. 20h@$22 + 25h@$26 = $1,090 ÷ 45h = $24.22 RRP
0.5 × $24.22 × 5 OT = $60.56 extra
Canada Labour Code and most provinces require a blended Regular Rate of Pay when two rates apply in the same week. OT premium = 0.5× RRP (straight-time already paid).
| Province | Daily OT trigger | Double time trigger | Weekly OT |
|---|---|---|---|
| British Columbia | 1.5× after 8h · 2× after 12h | After 12h/day (2×) | After 40h |
| Alberta | 1.5× after 8h | None | After 44h |
| Manitoba | 1.5× after 8h | None | After 40h |
| Saskatchewan | 1.5× after 8h (or 10h on 4×10 schedule) | None | After 40h |
| NWT / Nunavut | 1.5× after 8h | None | After 40h |
| Yukon | 1.5× after 8h | None | After 40h |
| Ontario | No daily OT | None | After 44h (federal: 40h) |
| Quebec | No daily OT | None | After 40h |
| Newfoundland & Lab. | No daily OT | None | After 40h |
| New Brunswick | No daily OT · No banking | None | After 44h |
| Nova Scotia | No daily OT | None | After 48h |
| Prince Edward Island | No daily OT | None | After 48h |
| Federal (CLC) | 1.5× after 8h | None | After 40h |
Who is entitled to overtime in Canada?
Employees entitled to OT
- Hourly workers in any province or territory
- Federal employees (banks, airlines, telecom, railways) under CLC
- Salaried employees below provincial/federal exemption threshold
- Employees who worked on a statutory holiday
- BC/AB/MB/SK/NT/NU/YT workers: daily vs weekly OT (whichever greater)
- Part-time employees who exceed the weekly threshold
Common exemptions (no OT)
- Managers and supervisors (most provinces)
- Professionals: doctors, lawyers, engineers, accountants (province-specific)
- Farm workers and agricultural employees (varies by province)
- Certain IT professionals above a salary threshold
- Independent contractors (not covered by Employment Standards)
- Some domestic/live-in workers (province-specific rules)
Unlike the US, Canada does not use a single salary threshold to determine OT eligibility. Instead, most provinces define weekly hour limits and exempt specific job categories (managers, professionals). Always check your province's Employment Standards Act for the latest exemptions.
British Columbia
40h/wk · 8h/day
Alberta
44h/wk · 8h/day
Saskatchewan
40h/wk · 8h/day
Manitoba
40h/wk · 8h/day
Ontario
44h/wk
Quebec
40h/wk
Newfoundland & Lab.
40h/wk
New Brunswick
44h/wk
Nova Scotia
48h/wk
PEI
48h/wk
NWT / Nunavut
40h/wk · 8h/day
Yukon
40h/wk · 8h/day
Federal CLC
40h/wk · 8h/day
The manager and supervisor OT exemption in Canada: why a job title is not enough — and how the duties-based test works province by province
Source: Ontario ESA 2000 s.3; O. Reg. 285/01; Ontario.ca overtime guide (updated Feb 2026); AB ESC s.33; BC ESA s.3(1); CLC Part III s.167; Workforce.com CA overtime guide 2026
Canada has no salary threshold for overtime exemption like the US FLSA ($684/wk). In Canada, whether a manager or supervisor is exempt from overtime is determined entirely by actual job duties — not job title, not pay level. This is one of the most common sources of overtime misclassification in Canada.
Ontario ESA — the duties test (O. Reg. 285/01)
- The employee's work must be primarily managerial or supervisory in character — not just occasionally
- Any non-managerial tasks must be performed on an irregular or exceptional basis only (not as a regular part of the job)
- 50% rule: If ≥50% of the employee's hours are in an OT-covered job category, they are entitled to overtime regardless of title
- Authority must be genuine: recommending discipline is not enough — the manager must have actual authority to hire, fire, or effectively discipline
Other provincial and federal duties tests
British Columbia (ESA BC)
Managers must primarily perform managerial duties. Regular front-line or operational work alongside staff = likely non-exempt.
Alberta (ESC AB s.33)
Managers and supervisors exempt if their primary duty is management. Farm managers and certain construction supervisors have additional rules.
Quebec (LSST)
The exemption applies to those exercising managerial functions — any employee who performs manual tasks alongside regular employees typically qualifies for OT.
Federal CLC Part III s.167
Managers and superintendents are excluded from Part III OT provisions if they genuinely have supervisory/managerial authority. No salary minimum required.
| Scenario | OT exempt? | Why |
|---|---|---|
| Retail shift supervisor who mostly runs the cash register (only occasionally supervises) | ❌ Non-exempt | Non-managerial tasks are the primary duty, not 'irregular or exceptional' |
| Department manager who hires/fires staff, sets schedules, and rarely does floor work | ✅ Likely exempt | Primary duty is genuinely managerial; floor work is exceptional |
| 'Senior Developer' title with no management duties | ❌ Non-exempt | Title is irrelevant — no management duties performed |
| Restaurant 'Manager' who manages AND cooks ≥50% of shifts | ❌ Non-exempt (Ontario) | 50% rule: OT-covered work ≥50% of hours = OT applies |
| Federal IT Manager who supervises 8 developers, sets project direction | ✅ Likely exempt (CLC) | Genuine managerial authority over personnel and work |
Other common exemptions by province: Licensed professionals (lawyers, doctors, engineers, accountants, architects, pharmacists, dentists, veterinarians) are exempt in most provinces. IT professionals have a specific narrow exemption under Ontario O. Reg. 285/01. Outside salespersons, taxicab drivers, and certain agricultural workers also have province-specific rules.
2026 Canadian provincial minimum wages and their effect on overtime pay floors — including Ontario's October 2026 increase, Quebec's May 2026 increase, and the Nova Scotia/New Brunswick OT calculation quirk
Source: CFIB Minimum Wage Tracker March 2026; Ontario MOL; Emploi-Québec; Workforce.com CA overtime guide 2026
Since overtime is paid at 1.5× the regular rate of pay, any provincial minimum wage increase automatically raises the overtime floor for minimum wage earners. Tracking these changes is essential for employers and employees in 2026.
| Province / Jurisdiction | Min. wage (current 2026) | Upcoming change | OT floor (current) | OT floor (after change) |
|---|---|---|---|---|
| Federal (CLC) | $18.15/hr | Annual CPI adjustment | $27.23/hr | TBD |
| British Columbia | $17.40/hr | TBD (usually Jul 1) | $26.10/hr | TBD |
| Ontario | $17.60/hr | $17.95/hr — Oct 1, 2026 | $26.40/hr | $26.93/hr |
| Quebec | $16.10/hr | $16.60/hr — May 1, 2026 | $24.15/hr | $24.90/hr |
| Alberta | $15.00/hr | No scheduled change | $22.50/hr | $22.50/hr |
| Manitoba | $15.80/hr | TBD | $23.70/hr | TBD |
| Saskatchewan | $15.00/hr | TBD | $22.50/hr | TBD |
| Nova Scotia | $15.70/hr | TBD | $23.55/hr* | TBD |
| New Brunswick | $15.65/hr | TBD | $23.48/hr* | TBD |
| PEI | $16.00/hr | TBD | $24.00/hr | TBD |
*Nova Scotia and New Brunswick calculate OT at 1.5× the provincial minimum wage (not the employee's actual regular rate) for most workers — see note below.
Nova Scotia & New Brunswick: OT calculated on minimum wage, not regular rate
In Nova Scotia (Labour Standards Code, s.40A) and New Brunswick (Employment Standards Act), overtime is calculated at 1.5× the minimum wage — not 1.5× the employee's actual regular hourly rate. This means:
Example — Nova Scotia employee at $20/hr working 50h/week
Expected (1.5× regular rate): $20 × 1.5 × 10 OT hrs = $300 OT
Actual (1.5× min wage): $15.70 × 1.5 × 10 OT hrs = $235.50 OT
That's $64.50 less per week in overtime pay.
Always verify the exact OT basis with your provincial employment standards authority. Employment contracts may provide more favourable terms.
Overtime averaging agreements, compressed workweek schedules, and the Ontario 48-hour weekly cap: how employers can legally shift the overtime threshold with written consent
Source: Ontario ESA 2000 s.22 (averaging), s.17 (max hours); AB ESC s.71 (averaging); CLC Part III s.170; BC ESA s.37
In most Canadian provinces, the standard OT threshold is fixed (e.g., Ontario 44h/week). But employers and employees can legally agree to overtime averaging agreements that change when overtime is triggered — without eliminating the employee's rights. This is separate from banked time (which converts OT into PTO).
Ontario: averaging agreements & 48-hour weekly cap
Averaging agreements (ESA s.22)
- Employer and employee can agree in writing to average hours over 2–4 consecutive weeks
- OT only triggered if the weekly average exceeds 44h during the averaging period
- Must be in writing — cannot waive OT rights entirely, only shifts the calculation period
- Agreements covering more than 2 weeks require approval from the Director of Employment Standards
48-hour weekly cap (ESA s.17)
An employer cannot require an employee to work more than 48 hours in a workweek without the employee's prior written consent. Even with consent, work over 48h/wk is subject to OT from the 44th hour. Employees can revoke consent with 2 weeks' notice.
Averaging example (4-week period):
Week 1: 50h · Week 2: 38h · Week 3: 46h · Week 4: 40h
Average = 174h ÷ 4 = 43.5h/wk
43.5 < 44h → No OT owed under the averaging agreement
Alberta: modified work schedules (compressed workweek)
Alberta Employment Standards Code s.71 allows modified work schedules with employer-employee agreement:
- 4×10 schedule: 4 days × 10h = 40h/wk. OT triggers after 10h/day or 44h/wk (whichever greater)
- Averaging can extend up to 52 weeks with government approval
- Must be in writing; cannot reduce total OT entitlement
- Alberta's banked time for modified schedules is 1:1 (not 1:1.5) — different from regular OT banking in other provinces
BC & Federal: schedule flexibility rules
BC ESA s.37 — averaging agreements
BC allows averaging up to 4 weeks with written agreement. OT triggers if the weekly average exceeds 40h. Note: BC's whichever-is-greater rule still applies — the 8h/day daily OT trigger operates independently of averaging.
Federal CLC Part III s.170
Modified work schedules for federal employees require a collective agreement (unionized) or ESDC approval (non-unionized). Without approval, the standard 40h/wk and 8h/day OT rules apply. Employees can also take OT as 1.5h PTO per OT hour under CLC s.174.
The weekly gross pay above comes from the hours you enter, your province's overtime rules, and your hourly rate—not a third-party feed. We classify hours as regular, overtime (1.5×), or double time (2×), compare daily vs weekly methods where provinces require whichever pays more, and optionally add statutory holiday pay, vacation pay accrual, and banked time-off equivalents. Below are the formulas, the order we follow, and worked examples you can check by hand.
Formulas
| Line | Formula |
|---|---|
| Regular rate of pay (single rate) | Your base hourly wage |
| Weighted average rate (multiple rates) | Total earnings at all rates ÷ total hours worked |
| Regular pay | Regular hours × regular rate |
| Overtime pay | Overtime hours × regular rate × 1.5 |
| Double-time pay | Double-time hours × regular rate × 2.0 |
| Statutory holiday pay (worked) | Average day's pay + (holiday hours × rate × 1.5) |
| Vacation pay accrual | 4% of gross (< 5 years service) · 6% (5+ years) |
| Banked time (time in lieu) | Overtime hours × province banking ratio (e.g. 1.5× in Ontario) |
| Total gross pay | Regular + OT + double time + stat holiday + vacation pay |
| Whichever is greater (BC, AB, MB, SK, territories) | Compare total daily-OT pay vs weekly-OT pay; use higher result |
Order of operations
Apply provincial or federal rules
Province threshold · daily 8h rule · federal CLC if checked
Each province sets a weekly overtime threshold (40h in BC/QC, 44h in ON/AB, 48h in NS/PE, etc.). BC, Alberta, Manitoba, Saskatchewan, and the territories also have daily overtime after 8 hours. Federal employees follow the Canada Labour Code (8h/day or 40h/week, whichever pays more) regardless of province.
Classify hours by day and week
Regular · OT 1.5× · double time 2× (BC after 12h/day)
Enter hours for each day. British Columbia pays 1.5× after 8 hours and 2× after 12 hours in a day. Ontario and Quebec use weekly thresholds only (no daily OT under provincial rules). Where both daily and weekly OT apply, we calculate both and pay whichever method gives the employee more.
Determine the regular rate of pay
Single rate · or · weighted average across duties
Overtime premiums use the regular rate of pay—not a flat minimum wage unless that is your rate. With multiple pay rates in one week, we use total earnings divided by total hours.
Add optional premiums and accruals
Stat holiday · vacation pay · banked hours
If you worked a statutory holiday, we add an average day's pay plus 1.5× premium on holiday hours worked. Vacation pay accrual is 4% or 6% of gross depending on years of service. Banked time converts overtime hours to paid time off at your province's ratio (Alberta 1:1, most others 1:1.5; New Brunswick does not permit banking).
Sum gross weekly pay
All pay components added together
The total is gross pay before income tax, CPP, and EI. Use our Canada tax calculator for take-home on your annualized income.
Worked example
46h in Ontario at $20.00/hr
44h regular + 2h OT + 0h double time
$880.00 + $60.00 OT + $0.00 DT = $940.00 base gross
48h week (6× 8h days) · weekly OT: 48 − 40 = 8h OT · $800.00 + $240.00 OT = $1,040.00
Worked 8h on stat holiday: avg day $160.00 ($800.00 ÷ 5) + premium $240.00 (8h × $20.00 × 1.5) = $400.00 stat pay · total $1,200.00
44h in Ontario: federal employee $920.00 (4h OT over 40h) · provincial employee $880.00 (no OT under 44h ON threshold)
Quebec 45h − 40h = 5h OT banked at 1:1.5 → 7.5h hours time off
| Line item | Amount |
|---|---|
| Province | Ontario |
| Rule | Ontario ESA: 1.5× after 44h/week |
| Total hours | 46h |
| Regular hours | 44h |
| Overtime hours (1.5×) | 2h |
| Double-time hours (2×) | 0h |
| Regular pay | $880.00 |
| Overtime pay | $60.00 |
| Total gross (base) | $940.00 |
| Annualized (× 52) | $48,880.00 |
Provincial weekly thresholds
| Province | Weekly OT after |
|---|---|
| British Columbia | 40h |
| Alberta | 44h |
| Saskatchewan | 40h |
| Manitoba | 40h |
| Ontario | 44h |
| Quebec | 40h |
| New Brunswick | 44h |
| Newfoundland and Labrador | 40h |
| Nova Scotia | 48h |
| Prince Edward Island | 48h |
| Northwest Territories | 40h |
| Nunavut | 40h |
| Yukon | 40h |
Constants we use
| Parameter | What we use |
|---|---|
| Overtime multiplier | 1.5× regular rate |
| BC double-time multiplier | 2.0× regular rate (after 12h/day) |
| Ontario weekly threshold | 44 hours |
| BC weekly threshold | 40 hours |
| Federal CLC weekly threshold | 40 hours |
| Vacation pay (< 5 years) | 4% of gross |
| Vacation pay (5+ years) | 6% of gross |
| Alberta banked-time ratio | 1:1 |
| Ontario banked-time ratio | 1:1.5 |
What we do not model on this page
We calculate gross weekly pay only—not federal or provincial income tax, CPP, EI, or net take-home. We do not model manager/professional exemptions, averaging agreements, union collective agreements, every nuance of statutory holiday eligibility by province, or exact vacation pay timing (paid vs accrued). Statutory holiday pay uses a simplified average-day formula. New Brunswick prohibits overtime banking—we show a 0 ratio. For after-tax pay, use our Canada tax calculator.
Frequently asked questions
- Canada.ca: Hours of work (federal CLC)
- Ontario: Overtime pay (Employment Standards Act)
- British Columbia: Overtime (Employment Standards)
- Alberta: Overtime and overtime pay
- Revenu Québec: Employment standards
Provincial rules differ significantly. Always verify with your province's employment standards authority for local overtime thresholds and statutory holiday rules. See our Sources page.