Valor de la hora extra con recargo del 50%: sueldo ÷ 30 × 28 ÷ 168 × 1,5 con 42 horas
Estimates only, not financial advice. What you type stays on your device. Checked against sources on 17 Oct 2026.Las horas extraordinarias se pagan con un recargo del 50% sobre el sueldo convenido (artículo 32 del Código del Trabajo). Con jornada de 42 horas, la Dirección del Trabajo divide el sueldo por 30, multiplica por 28 y divide por 168: con $800.000 la hora ordinaria vale $4.444 y la extra $6.667, el mismo resultado que multiplicar el sueldo por 0,0083333.
2026 · Rates and rules read from the sources listed on this page (the earliest on 17 Oct 2026); they may have changed since.
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This calculator prices overtime (horas extraordinarias) for a worker on a monthly salary in Chile, from the Código del Trabajo in the National Congress Library and the method the Dirección del Trabajo publishes.
The DT formula. The labour directorate turns the monthly salary into an hourly value by dividing it by 30 (a day), multiplying by 28 (four weeks) and dividing by four times the weekly hours, 168 for 42 hours. The overtime hour is that value × 1.5. For a 42-hour week this is the salary × 0.0083333.
Time off instead. By written agreement, overtime can be swapped for up to five extra working days of holiday a year, to be used within six months.
The rest of the article, and all 6 questions about Chile Overtime Calculator (Horas Extra), are on the Chile Overtime Calculator (Horas Extra) page.
Divide the monthly salary by 30, multiply by 28 and divide by four times your weekly hours to get the ordinary hour, then multiply by 1.5. Article 32 of the Código del Trabajo sets the 50% surcharge on the agreed salary; the Dirección del Trabajo publishes the formula.
The Dirección del Trabajo gives 0.0083333: multiplying the monthly salary by it gives one overtime hour. It equals 28 ÷ (30 × 168) × 1.5. On 800,000 pesos the overtime hour is 6,666.67 pesos and the ordinary hour 4,444.44 pesos.
Article 31 allows at most two overtime hours a day, and only in work that does not harm the worker's health. Article 32 says overtime is agreed in writing for temporary needs for up to three months, renewable, but hours worked with the employer's knowledge count anyway.
Yes. Since Law 21.561, article 32 lets the parties agree in writing to compensate overtime with extra days of holiday, up to five working days a year, used within six months with 48 hours' notice. Days not requested in time must be paid with the salary.
Rates and rules change; check the source before you rely on a figure.
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