Bahrain
Bahrain Labour Law, Article 54: overtime pay
What your overtime hours are worth in BHD.
Work out your overtime pay under Bahrain's Labour Law for the Private Sector, Law 36 of 2012 (Articles 54, 57 and 64): the wage plus at least 25% by day and 50% at night, and the day's wage plus 150% of it for work on a rest day or official holiday.
- Runs in your browser
- No sign-up
- Nothing leaves your device
- Cites the article
How is overtime calculated in Bahrain?
- Hourly wage = monthly wage including allowances ÷ 240
- daytime: × 1.25 · night: × 1.5 · rest day and holiday: × 2.5
- Overtime = sum of (hours × hourly wage × multiplier)
Symbols
- wage
- Everything paid for the work: the basic with its allowances (Article 1)
- multiplier
- What Articles 54, 57 and 64 set for each kind of hour
What are 22 overtime hours worth on 1,000?
A worker on 1,000 BHD a month including allowances works 10 daytime overtime hours and 4 night hours in the month, and 8 hours on the weekly rest day.
- Hourly wage: 1,000 ÷ 240 = 4.167 BHD
- Daytime hours: 10 × 4.167 × 1.25 = 52.083 BHD
- Night hours: 4 × 4.167 × 1.5 = 25 BHD
- Rest day: 8 × 4.167 × 2.5 = 83.333 BHD
The total is 52.083 + 25 + 83.333 = 160.417 BHD for 22 hours, and the worker may choose a day off in place of the rest day's pay.
How do daytime, night and rest-day hours differ?
Articles 51 and 53 set actual working hours at 8 a day and 48 a week. Article 54 pays each overtime hour at the wage the worker is due plus at least 25% for daytime hours and 50% for night hours. Night in the law runs from seven in the evening to seven in the morning (Article 1).
The wage in the law is everything the worker receives for the work, including the basic wage and its supplements of allowances (Article 1), so the calculator works out the hourly rate on the full wage divided by 240, that is 30 days × 8 hours, because the law sets no monthly divisor.
Work on the weekly rest day earns the wage for that day plus an additional wage of 150% of it (Article 57), and so does work on a holiday or official occasion (Article 64): 250% of the day's wage, or another day off instead, at the worker's choice. A worker may not be made to work the rest day more than twice in a row without written consent.
- Hourly wage = monthly wage including allowances ÷ 240
- Daytime overtime: 125%; night, 7 pm to 7 am: 150% (Article 54)
- Rest day, holiday or official occasion: the day's wage plus 150% of it, or a day off, at the worker's choice (Articles 57 and 64)
- Actual working hours: 8 a day and 48 a week
Questions about overtime in Bahrain
What is the overtime rate in Bahrain?
The hourly wage plus at least 25% for daytime hours and 50% for night hours (Article 54), that is 125% and 150% of the hourly wage.
Is overtime worked out on the basic wage or the full wage?
The full wage. Article 54 pays overtime on the wage the worker is due, and Article 1 defines the wage as the basic wage with its allowances. That differs from leave balance pay, notice compensation and the leaving indemnity, which Article 47 puts on the last basic wage plus the social allowance.
What counts as night hours under Bahrain's Labour Law?
The time between seven in the evening and seven in the morning (Article 1). Overtime in those hours pays at least 150%.
What am I owed for working on my weekly rest day?
Your wage for that day plus an additional wage of 150% of it, or another day off instead, and the choice is yours (Article 57). You may not be made to work the rest day more than twice in a row without your written consent.
And for working on a holiday or official occasion?
The same: the day's wage plus 150% of it, or a day off at your choice (Article 64). If a holiday falls on a Friday or another official holiday, you get another day in its place.
Sources
Read against the statuteReviewed September 2026Statutory articles this calculator applies
- Bahrain Labour Law, Article 54: overtime pay
- Bahrain Labour Law, Article 57: work on the weekly rest day
- Bahrain Labour Law, Article 64: work on holidays and official occasions
Bahrain Labour Law for the Private Sector: Law No. 36 of 2012, as amended