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Newfoundland and Labrador sets overtime as a flat rate — 1.5× the provincial minimum wage after 40 hours in a week — not a multiple of your own rate. Enter the week you actually worked and it is priced against that rule, hour by hour, with the arithmetic shown for every line.
Last reviewed · maintained by Ihor Bezrukavnyk · how we calculate
your week in NL
A differential is not a separate bonus. It folds into the regular rate the multiplier is applied to, so every overtime hour that week gets more valuable — paying 1.5× on base plus 1.0× on the differential is the classic short-pay.
Sun 12 AM
Biweekly period · gross
$1,991.00
87h across 2 workweeks · $77.00 of it earned above straight time
workweeks in this period
what this week should pay · gross
45h
$1,045.00
Assumes a Sunday workweek. Your employer sets this and it is printed on your stub — the app asks properly.
missed by a flat tracker
+$77.00
Multiplying every hour by $22.00 shows $1,914.00 for this period.
This, automatically, every shift.
US and Canada · works offline · no account.
before you use this figure
The calculator pays 1.5× the rate you enter, which is what an employment contract or a collective agreement normally promises. Newfoundland and Labrador’s statutory minimum is a different number: 1.5× the provincial minimum wage, whatever you earn. If your rate is above the minimum wage, the statute is only the floor and your agreement is what sets what you should be paid — check which one your employer is applying.
Overtime in Newfoundland and Labrador turns over at 40h/week. Everything below comes from Labour Standards Regulations, s. 9(4), linked in the card.
Newfoundland and Labrador · 2026
Labour Standards Regulations, s. 9(4)| rule | applies when | paid at |
|---|---|---|
| Weekly overtime | Past 40 hours in a work week | 1.5× the provincial minimum wage |
| The two together | There is no daily rule to combine — only the week counts | — |
A statutory holiday is not an unpaid day off. A qualifying employee is paid for it whether or not the business opens, and working the day is paid differently again — each jurisdiction sets whether that means holiday pay plus a premium for the hours worked, or regular pay plus a day off later.
One rule holds in every Canadian jurisdiction and is the easiest to get wrong: overtime pay is left out of the wage base the average is taken from. Averaging a gross figure that includes your premium hours overstates the holiday, which is why a big overtime week before a holiday does not raise it.
The amount is an average of what you recently earned, and each jurisdiction sets its own window and its own divisor: Ontario divides four work weeks by 20; British Columbia divides the previous 30 calendar days by the days worked in them; Alberta averages the four weeks before the holiday. Newfoundland and Labrador sets the calculation under Labour Standards Regulations, s. 9(4), and the shape is the same everywhere — an average of recent regular wages.
the part that surprises people
Every Canadian jurisdiction leaves overtime pay out of that wage base. A week with twelve hours of overtime in it raises that week’s pay and does not raise the holiday pay by a cent — the two figures on the same stub are built from different money.
Most Canadian jurisdictions allow overtime to be taken as paid time off instead of pay — a time bank, or time off in lieu. It is not something an employer can simply decide: almost everywhere it takes a written agreement made before the hours are worked, and without one the overtime is money.
The usual exchange is an hour and a half of paid time off for each overtime hour — the same 1.5 the money would have carried, converted into time. Alberta is the one jurisdiction that banks hour for hour instead, which makes the choice between pay and time off a different decision there than it is here.
Banked time also expires. Each jurisdiction sets a window — months rather than years — within which the time has to be taken, and what is still in the bank when it closes has to be paid out in money. If you are banking hours, the date they run out matters as much as the count, and both belong on your own record rather than only in the employer’s system.
50h at $26.00 an hour, run through Newfoundland and Labrador’s rules by the same engine as the calculator above.
No day is marked in premium colour, and that is the point: in Newfoundland and Labrador the premium belongs to the week, not the day. Five ten-hour days are five ordinary days until the week itself passes 40 hours — after which every further hour is overtime, whichever day it happened to fall on.
| line | hours | rate | amount |
|---|---|---|---|
| Regular | 50h | $26.00 | $1,300.00 |
| Weekly overtime1.5× | 10h | +$13.00 | $130.00 |
| What the week is worth | 50h | $1,430.00 |
Every hour is paid once at $26.00; the premium lines add what overtime puts on top of that. Half the rate again for time and a half, the rate again for double time — the total is the same as multiplying each hour out at 1.5× or 2×, and it is the way payroll writes it on a stub.
Every jurisdiction writes an exemption list, and the categories repeat across the country: work that is genuinely managerial or supervisory, several licensed professions, some agricultural and fishing work, and roles paid entirely on commission away from the workplace. Some provinces add information-technology professionals, particular transport roles or specific industries on their own schedules. A job title does not settle the question — the work actually performed does, and the exemption list published by Newfoundland and Labrador is where to check it.
Some jobs are not covered by provincial rules at all. Banks, airlines, railways, interprovincial trucking and shipping, telecommunications, broadcasting, ports and Crown corporations are federally regulated: their overtime comes from the Canada Labour Code — time and a half past 8 hours in a day or 40 in a week — no matter which province the work happens in.
A collective agreement can improve on the statutory minimum, and in some jurisdictions it can rearrange parts of it. If you have one, it is the first document to read, and the figures on this page are the floor it has to clear.
Weekly. Newfoundland and Labrador counts hours past 40 in a work week and nothing else — the length of any single day does not matter on its own. A 12-hour shift inside a week that never reaches 40 hours owes no premium at all.
Time and a half, but of the provincial minimum wage rather than your own rate. Newfoundland and Labrador fixes the overtime wage in statute, so it moves when the minimum wage moves and not when your pay does. Where your contract or collective agreement promises 1.5× your own rate, that promise is what governs — the statute is a floor beneath it.
Not under Newfoundland and Labrador law. The statute sets a single overtime rate, time and a half. Double time here comes from a collective agreement or an employer policy — British Columbia is the only province or territory whose employment standards act sets a second tier.
Salary is a way of being paid, not an exemption. What decides it is whether the work falls into a class the statute excludes — genuinely managerial work, certain licensed professions, some farm and transport roles. A salaried employee outside those classes is owed overtime like anyone else, with the salary converted to an hourly rate to calculate it.
Only under a formal arrangement. Most Canadian jurisdictions allow hours to be averaged across two or more weeks, but it takes a written agreement and, in several of them, an approval or a permit on top. Without one, each work week stands on its own and is counted on its own.
Not in Newfoundland and Labrador — the threshold stays at 40. Hours you did not work are not hours worked, so a paid holiday you took off does not push the week over the line by itself. Two jurisdictions do move the line: Saskatchewan and the Northwest Territories drop to 32 hours in a holiday week.
Every figure on this page traces to the statute or agency page above. If one is out of date, tell us — corrections ship the same week.
Overtally computes what you should be paid before taxes. It does not calculate take-home pay, withholding or deductions, and it is not legal advice — it is your own record and your own estimate.