Australian Overtime & Penalty Rate Worked Examples

Step-by-step pay estimates using common Australian award assumptions — with warnings on when the result may not apply to you

How to Use These Examples

Each example below shows a specific pay scenario with clearly stated assumptions, a step-by-step calculation, and an estimated result. The result uses the same defaults as the main calculator.

Important: These examples use general defaults that apply to many workers, but your actual award, enterprise agreement, or contract may specify different rates, thresholds, or methods. Always check your specific instrument for accurate pay information.

See our methodology page for a full explanation of the calculation model and its limitations.

Example 1: Full-Time Weekday Overtime (Daily Trigger)

A full-time employee works a 10-hour shift on a Tuesday.

  • Employment type: Full-time
  • Base hourly rate: $32.00
  • Day type: Weekday (1.0× multiplier)
  • Ordinary hours threshold: 8 hrs/day
  • Overtime tier 1: 1.5× for first 2 overtime hours
  • Overtime tier 2: 2.0× thereafter

Ordinary pay (8 hrs × $32.00 × 1.0): $256.00

Overtime tier 1 (2 hrs × $32.00 × 1.5): $96.00

Overtime tier 2: $0.00 (no hours beyond tier 1)

Estimated total: $352.00

⚠ Many awards trigger overtime after 38 hours per week, not 8 hours per day. Under a weekly trigger, this shift would produce no overtime. Check whether your award uses a daily or weekly threshold — or both.

Example 2: Casual Saturday Shift

A casual employee with a $28/hr base rate works 8 hours on a Saturday.

  • Employment type: Casual
  • Base hourly rate: $28.00
  • Casual loading: 25%
  • Day type: Saturday (1.5× multiplier, default)
  • Hours worked: 8 (within ordinary hours threshold)

Casual loading component: $28.00 × 25% = $7.00/hr

Saturday penalty component: $28.00 × 50% = $14.00/hr

Estimated hourly rate: $28.00 + $7.00 + $14.00 = $49.00/hr

Estimated total: 8 hrs × $49.00 = $392.00

⚠ If your award applies the penalty to the loaded casual rate instead, the result will be different. Use the casual loading method selector in Advanced Settings to match your award or agreement.

Example 3: Casual Sunday Shift

The same casual employee works 7.5 hours on a Sunday.

  • Employment type: Casual
  • Base hourly rate: $28.00
  • Casual loading: 25%
  • Day type: Sunday (2.0× multiplier, default)
  • Hours worked: 7.5 (within ordinary hours threshold)

Casual loading component: $28.00 × 25% = $7.00/hr

Sunday penalty component: $28.00 × 100% = $28.00/hr

Estimated hourly rate: $28.00 + $7.00 + $28.00 = $63.00/hr

Estimated total: 7.5 hrs × $63.00 = $472.50

⚠ If your award applies the penalty to the loaded casual rate instead, the result will be different. Use the casual loading method selector in Advanced Settings to match your award or agreement.

Example 4: Full-Time Public Holiday Shift

A full-time employee earning $30/hr works a 6-hour shift on a public holiday.

  • Employment type: Full-time
  • Base hourly rate: $30.00
  • Day type: Public holiday (2.5× multiplier, default)
  • Hours worked: 6 (within ordinary hours threshold)

Public holiday ordinary pay (6 hrs × $30.00 × 2.5): $450.00

Estimated total: $450.00

⚠ Public holiday entitlements are complex. Whether an employee must be paid for a public holiday (even if they don't work), what rate applies if they do work, and whether a substitute day applies all depend on the specific award, the employee's usual roster, and their employment type. A simple multiplier may not reflect the full entitlement.

Example 5: Part-Time Employee Working Extra Hours

A part-time employee contracted to work 6 hours per day is asked to work 9 hours on a Wednesday.

  • Employment type: Part-time
  • Base hourly rate: $29.00
  • Day type: Weekday (1.0× multiplier)
  • Ordinary hours threshold: 8 hrs/day (award-based, not contract hours)
  • Overtime tier 1: 1.5× for first 2 overtime hours

Ordinary pay (8 hrs × $29.00 × 1.0): $232.00

Overtime tier 1 (1 hr × $29.00 × 1.5): $43.50

Estimated total: $275.50

⚠ For part-time employees, whether overtime applies — and when — depends on the specific award. Some awards set overtime triggers based on contracted hours (so overtime applies after 6 hours in this case), while others use the full-time threshold (8 hours). Some awards require a part-time employee to agree in writing before working extra hours, and pay them at ordinary rates until the ordinary hours threshold is reached. Check your applicable award.

Example 6: Weekly 38-Hour Overtime Threshold

A full-time employee works five days with the following hours: Mon 8 hrs, Tue 8 hrs, Wed 8 hrs, Thu 8 hrs, Fri 10 hrs. Total: 42 hours.

  • Employment type: Full-time
  • Base hourly rate: $30.00
  • All weekday shifts (1.0× multiplier)
  • Ordinary hours threshold: 38 hours per week (weekly model)
  • Overtime tier 1: 1.5× for first 2 overtime hours; tier 2: 2.0× thereafter

Mon–Thu ordinary pay (32 hrs × $30.00): $960.00

Fri ordinary pay (6 hrs × $30.00, completing 38 hrs): $180.00

Fri overtime tier 1 (2 hrs × $30.00 × 1.5, hrs 39–40): $90.00

Fri overtime tier 2 (2 hrs × $30.00 × 2.0, hrs 41–42): $120.00

Estimated weekly total: $1,350.00

⚠ This example uses a weekly overtime trigger. The calculator supports weekly total / weekly threshold mode — select it in Advanced Settings under Calculation Period. If your award uses a weekly trigger, switch to that mode and enter the full week's hours. See the methodology page for details.

Example 7: Daily 8-Hour Threshold — Clear Overtime

A full-time employee works a single 12-hour shift on a Monday.

  • Employment type: Full-time
  • Base hourly rate: $30.00
  • Day type: Weekday (1.0× multiplier)
  • Ordinary hours threshold: 8 hrs/day
  • Overtime tier 1: 1.5× for first 2 hrs OT; tier 2: 2.0× thereafter

Ordinary pay (8 hrs × $30.00 × 1.0): $240.00

Overtime tier 1 (2 hrs × $30.00 × 1.5): $90.00

Overtime tier 2 (2 hrs × $30.00 × 2.0): $120.00

Estimated total: $450.00

⚠ The tier 1 cap (2 hours) and the tier 2 multiplier (2.0×) are common but not universal. Your award may specify a different tier 1 duration or a different double-time rate. Adjust in Advanced Settings to match your award.

Example 8: Time and a Half Only (Short Overtime Period)

A full-time employee works 9.5 hours on a Thursday — just 1.5 hours of overtime, all within the tier 1 period.

  • Employment type: Full-time
  • Base hourly rate: $35.00
  • Day type: Weekday (1.0×)
  • Ordinary hours threshold: 8 hrs
  • Overtime tier 1: 1.5× for first 2 hrs OT

Ordinary pay (8 hrs × $35.00): $280.00

Overtime tier 1 (1.5 hrs × $35.00 × 1.5): $78.75

Estimated total: $358.75

⚠ Some awards apply time and a half to all overtime (no double-time tier). Others use different breakpoints. Check your award or set the tier 1 cap higher in Advanced Settings if your award doesn't use a two-tier model.

Example 9: Double Time for Extended Overtime

A full-time employee works a 14-hour shift — 6 hours of overtime, of which 2 are at tier 1 and 4 at tier 2.

  • Employment type: Full-time
  • Base hourly rate: $28.00
  • Day type: Weekday (1.0×)
  • Ordinary hours threshold: 8 hrs
  • Overtime tier 1: 1.5× for first 2 OT hrs; tier 2: 2.0×

Ordinary pay (8 hrs × $28.00): $224.00

Overtime tier 1 (2 hrs × $28.00 × 1.5): $84.00

Overtime tier 2 (4 hrs × $28.00 × 2.0): $224.00

Estimated total: $532.00

⚠ Double time applies after the tier 1 period under many awards, but the tier 1 cap and the overtime rates vary. Some awards apply double time from the first overtime hour; others maintain time and a half throughout. Verify with your applicable award.

Example 10: Where the Calculator May Produce the Wrong Answer

A retail worker covered by the General Retail Industry Award works 10 hours on a Sunday. Their employment type is full-time, base rate $26.50/hr.

  • Employment type: Full-time
  • Base hourly rate: $26.50
  • Day type: Sunday — calculator default: 2.0×
  • Ordinary hours threshold: 8 hrs; tier 1: 1.5×

Using calculator defaults:

Ordinary pay (8 hrs × $26.50 × 2.0): $424.00

Overtime tier 1 (2 hrs × $26.50 × 1.5): $79.50

Calculator estimate: $503.50

However, the General Retail Industry Award may specify a different Sunday rate and different overtime interaction rules for that award. The actual result could be higher or lower depending on the exact provisions in effect and the employee's classification level.

⚠ This is exactly why general calculators are estimates only. The calculator does not know your award, your classification, or the specific rate provisions that apply to you. For the correct rate, use the Fair Work Pay and Conditions Tool or check your award directly.

Want to run your own numbers?

Use the Overtime Calculator Australia

Or see the full methodology to understand exactly how estimates are calculated.

Last updated: June 2026