Overtime

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What overtime means

Overtime is time worked beyond the standard hours agreed for a role. It usually arises when workload, deadlines or staffing make extra hours necessary, and how it is handled depends on the contract, the applicable law and any collective agreement.

The way overtime is recognised — for example through additional rest, recorded time or other arrangements — varies. What stays constant is the need to agree how extra hours are requested, authorised and accounted for so both sides are clear.

Key concepts

• Standard hours: the baseline against which overtime is measured.
• Authorisation: how extra hours are requested and approved.
• Voluntary and required overtime: whether extra hours can be declined.
• Recording: keeping an accurate log of hours worked.
• Recognition: how additional time is acknowledged under the contract or rules.
• Time off in lieu: taking rest in place of extra hours where agreed.
• Limits: caps on total working time that overtime must respect.

The employer perspective

• Set clear rules on how overtime is requested and authorised.
• Keep total hours within the limits required by local law.
• Record overtime accurately and consistently.
• Be transparent about how extra time is recognised in the contract.
• Consider workload planning to keep overtime sustainable.

The employee perspective

• Understand whether overtime is voluntary or expected in your role.
• Know how extra hours are authorised before working them.
• Keep your own record of additional hours worked.
• Check how overtime is recognised under your contract.
• Raise concerns if extra hours become frequent or affect wellbeing.

How this varies

Whether overtime must be recognised in a particular way, the limits on total hours and the rules on voluntary versus required overtime differ between countries and can change over time. Sectoral and collective agreements often add their own terms.

Because these specifics vary and are updated, confirm the current rules with the official labour authority or a qualified adviser in the relevant country before relying on any particular arrangement.

Common misunderstandings

• Assuming all extra hours are automatically treated the same everywhere.
• Working unauthorised overtime and expecting it to be recognised.
• Ignoring the overall limits that overtime must stay within.
• Failing to record extra hours accurately.
• Treating time off in lieu as an automatic right rather than an agreed term.