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Therefore, it is determined by how much the actual working hours (the number of hours actually worked) exceeds the total working hours (the number of hours that must be worked). For example, if the settlement period is 1 month, the total working hours are 160 hours, and the actual working hours are 170 hours, the excess 10 hours will be overtime for 1 month. Conversely, if the total working hours are 160 hours and the actual working hours are 150 hours, and 10 hours are short, 1. deduct the shortfall hours from wages, and 2. add 10 hours to the total working hours of the following month. Processing such as addition is required.

Calculation method when settlement period exceeds 1 month The law was amended in April 2019 as part of the "Law Concerning the Development of Related Laws to Promote Work Style Reform" promulgated on July 6, 2018, and the upper limit mobile number list of the settlement period for flextime was increased from one month to three months. changed in months. Non-statutory overtime when the settlement period exceeds one month is calculated as follows. Explanatory diagram of the extension of the upper limit of the settlement period of the flextime system from 1 month to 3 months Source: Ministry of Health, Labor and Welfare, Prefectural Labor Bureau, Labor Standards Inspection Office.




Easy-to-understand explanation of flextime system and introduction guide] Hours worked in excess of 50 hours per week on average per month Hours worked in excess of the legal working hours within the settlement period, excluding the hours counted in 1. After confirming 1. for all months other than the final month, 1. and 2. for the final month, and adding them together, you can calculate the overtime hours for the entire settlement period. When the final month is less than one month (such as when the settlement period is 2.5 months), the amount exceeding 50 hours per week on average during that period (0.5 months) will be calculated as non-statutory overtime.