Overtime Calculator
Enter your hourly rate and hours worked to see regular pay, overtime pay at 1.5×, and total earnings across every pay period.
1.5 = time & a half · 2.0 = double time
Weekly Total Pay
$1,375.00
50 total hours · $27.50/hr effective
Regular Pay
$1,000.00
$25.00/hr
Overtime Pay
$375.00
$37.50/hr
OT Rate
$37.50
per OT hour
Earnings projections (same hours every week)
Biweekly
$2,750.00
Monthly
$5,958.33
Annual
$71,500.00
How to Use This Calculator
Enter four values and your overtime pay appears instantly:
- Hourly rate: Your base pay per hour — the rate for regular (non-overtime) hours. Do not use your overtime rate here.
- OT multiplier: How many times your regular rate you earn for overtime hours. The federal minimum is 1.5× (time and a half). Double time is 2.0×. Some contracts specify 2.5× or other rates.
- Regular hours: Hours worked at your base rate this week, up to 40. If you are a non-exempt employee and this number exceeds 40, an FLSA warning appears — those extra hours should be moved to overtime.
- Overtime hours: Hours worked beyond the 40-hour threshold (or the applicable daily threshold in your state). These hours are multiplied by the OT multiplier.
The calculator shows your weekly total, then projects biweekly, monthly, and annual earnings assuming you work the same pattern every week. It also shows your effective hourly rate — your total weekly pay divided by total hours — which gives you a single number for comparison.
The Federal Overtime Law — What the FLSA Requires
The Fair Labor Standards Act (FLSA), signed into law in 1938, is the federal statute governing overtime pay in the United States. Its core overtime provision is simple: covered employers must pay non-exempt employees at least 1.5 times their regular rate of pay for all hours worked over 40 in a workweek.
A few important definitions under the FLSA:
- Workweek: Any fixed, regularly recurring period of 168 consecutive hours — 7 days × 24 hours. An employer can designate any day as the start of the workweek (Tuesday to Monday, for example), but once set, it cannot be changed to avoid overtime. The FLSA explicitly prohibits averaging hours across two or more workweeks.
- Regular rate of pay: Not just the base hourly wage. The regular rate includes most additional compensation — shift differentials, production bonuses, commissions, and non-discretionary bonuses. Vacation pay, holiday pay, and discretionary bonuses are generally excluded. The regular rate is the foundation for calculating the correct 1.5× overtime premium.
- Coverage: The FLSA applies to most private-sector employers with $500,000 or more in annual gross sales, and to all hospitals, schools, government agencies, and employers engaged in interstate commerce — which effectively covers the vast majority of US workers.
What the FLSA does not require: Double time, overtime for weekend or holiday work just because it is a weekend or holiday, pay raises, or benefit packages. These are matters of agreement between employers and employees. The FLSA sets a floor — employers can always offer more, but cannot offer less.
Violations of FLSA overtime rules carry serious consequences. Employers found liable for unpaid overtime must pay the full amount due plus an equal amount in liquidated (double) damages, plus attorney fees. The statute of limitations is 2 years for non-willful violations and 3 years for willful violations. The Department of Labor Wage and Hour Division recovers hundreds of millions of dollars in back wages for workers each year.
Exempt vs. Non-Exempt: Who Gets Overtime?
Not every employee is entitled to overtime pay. The FLSA divides workers into two groups: non-exempt (entitled to overtime) and exempt(not entitled to overtime, regardless of hours worked). The exemption categories most employers use are the so-called “white collar” exemptions.
To qualify as exempt under a white-collar exemption, an employee must generally meet two tests — both are required:
Salary Basis Test
The employee must be paid a predetermined fixed salary of at least $684 per week ($35,568/year as of 2024) that is not subject to reduction based on the quantity or quality of work. Hourly workers generally cannot be classified as exempt under white-collar exemptions.
Duties Test
The employee's primary job duties must fall within one of the defined exemption categories — executive, administrative, professional, outside sales, or computer employee. A warehouse worker with the title “Warehouse Manager” who does not actually manage people or exercise genuine discretion is likely non-exempt despite the title.
Common exemption categories and their thresholds (2024):
| Exemption | Salary Threshold | Key Requirement |
|---|---|---|
| Executive | $684/week | Manage a department/enterprise, direct ≥2 employees |
| Administrative | $684/week | Office/non-manual work, exercise discretion on important matters |
| Professional (Learned) | $684/week | Require advanced knowledge in a field of science or learning |
| Highly Compensated | $107,432/year | Customarily perform one exempt duty |
| Computer Employee | $684/week or $27.63/hr | Design, develop, or analyze computer systems/software |
| Outside Sales | No minimum salary | Primary duty is making sales away from employer's place of business |
Employee misclassification is extremely common. Studies suggest that 10–30% of workers classified as exempt may actually qualify for overtime under a proper analysis. If you believe you have been misclassified, document your hours and actual job duties and consult an employment attorney. Misclassified workers can recover up to 3 years of back wages plus liquidated damages.
How to Calculate Overtime Pay — Three Worked Examples
Example 1: Standard Hourly Worker (50 Hours)
Maria earns $22/hour and works 50 hours this week. The federal minimum overtime rate is 1.5×.
Regular pay: 40h × $22.00 = $880.00
OT rate: $22.00 × 1.5 = $33.00/hr
OT pay: 10h × $33.00 = $330.00
Weekly total: $880.00 + $330.00 = $1,210.00
Example 2: Double Time (Hospital Worker, 12-Hour Shift)
A hospital nurse earns $38/hour and works 48 hours this week. Their union contract specifies 2.0× for all OT hours.
Regular pay: 40h × $38.00 = $1,520.00
OT rate (2×): $38.00 × 2.0 = $76.00/hr
OT pay: 8h × $76.00 = $608.00
Weekly total: $1,520.00 + $608.00 = $2,128.00
Example 3: Salaried Non-Exempt Employee
James earns a salary of $900/week as a dispatcher. He is non-exempt. This week he works 50 hours.
Regular rate: $900 ÷ 50h = $18.00/hr
Half-time premium: $18.00 × 0.5 = $9.00/hr extra
OT premium: 10h × $9.00 = $90.00
Total: $900.00 salary + $90.00 premium = $990.00
Note: Under the “fluctuating workweek” method, the salary already covers the regular rate for all hours, so only the 0.5× premium is due for OT hours — not the full 1.5×. This is a distinct calculation method allowed under FLSA for fixed-salary non-exempt workers.
State Overtime Laws — Where States Go Further Than Federal Law
The FLSA sets the federal minimum for overtime — but states can and do enact stronger protections. When state law and federal law conflict, employees are entitled to whichever standard is more favorable to them. Here are the states with the most notable overtime rules beyond the FLSA:
California — Daily Overtime Threshold
California requires overtime pay for hours worked beyond 8 in a single workday (not just 40 in a week). Specifically:
- 1.5× for hours beyond 8 in a day
- 2.0× for hours beyond 12 in a day
- 1.5× for the first 8 hours on a seventh consecutive workday
- 2.0× for hours beyond 8 on a seventh consecutive workday
A California worker who works 6 days × 9 hours (54 hours total) earns more OT under California law than under FLSA, because the daily threshold triggers OT for hour 9 on each day. California's rules cannot be waived by an employment contract.
Alaska — Daily and Weekly Threshold
Alaska requires overtime for hours beyond 8 in a day or 40 in a week, whichever produces the greater amount. All overtime must be paid at 1.5×. This daily threshold catches workers in industries like fishing and oil who may work long single days.
Colorado — Daily Overtime and Expanded Coverage
Colorado requires 1.5× overtime for hours beyond 12 in a day, beyond 12 hours in a consecutive 24-hour period, or beyond 40 in a week — whichever results in more overtime hours. Colorado also expands overtime coverage to many retail, agricultural, and service employees who are exempt under the FLSA.
Nevada — Daily Threshold for Lower-Wage Workers
Nevada requires overtime at 1.5× for hours beyond 8 in a dayfor employees earning less than 1.5× the state minimum wage. Higher-wage workers are only subject to the weekly 40-hour threshold. Nevada's daily OT rule thus primarily protects hourly workers in hospitality, service, and retail.
Outside these states, most jurisdictions follow the federal 40-hour weekly model exclusively. Always check your state's Department of Labor website for the most current rules — overtime regulations have been actively updated in several states in recent years.
Overtime Pay and Taxes
One of the most persistent myths about overtime is that it is “taxed at a higher rate.” This is not how US income tax works. Overtime pay is ordinary income, taxed at the same marginal rates as regular wages. However, there are a few ways overtime can appear to affect your tax situation:
- Paycheck withholding: When you receive a larger paycheck, your employer's payroll system may withhold more federal income tax because it projects your annual income upward based on a single check. This is a withholding artifact, not an actual higher tax rate. At tax filing, your effective rate is calculated on your actual annual income, and any excess withholding is refunded.
- Marginal bracket effects: If overtime pushes your income into a higher marginal bracket, only the income above the bracket threshold is taxed at the higher rate — not all your income. A common misconception is that earning a bit more can leave you with less take-home pay after taxes. This cannot happen under a progressive tax system.
- FICA taxes: Social Security (6.2%) and Medicare (1.45%) taxes apply to all wages including overtime. The Social Security wage base is $168,600 for 2024 — earnings above this amount are no longer subject to Social Security tax, which slightly increases take-home pay on overtime earnings that push you above this threshold.
Congress has discussed federal legislation in 2025 that would exempt a portion of overtime pay from federal income tax for eligible workers. As with all proposed tax law changes, consult a qualified tax professional for guidance on how current law applies to your specific situation.
Overtime Pay vs. Compensatory Time
Some employers in the private sector offer compensatory time off (comp time) in lieu of overtime pay — for example, giving an employee 1.5 hours of paid time off for every overtime hour worked instead of paying 1.5× wages. Under federal law, this practice is illegal for private-sector employers covered by the FLSA.
The FLSA prohibits private-sector employers from substituting comp time for overtime pay owed in the same workweek. If you are a non-exempt employee in the private sector, you are entitled to cash compensation — not time off — for your overtime hours. Your employer cannot give you a day off next week to “make up for” overtime you worked this week.
Government and public-sector employers are the exception.State and local government employers may offer comp time in lieu of overtime pay, at a rate of at least 1.5 hours of comp time per overtime hour worked, up to a cap of 240 hours (or 480 for certain emergency personnel). Federal employees are also covered by separate regulations. If you work for a public-sector employer and are unsure of your rights, contact your agency's HR department or your union representative.
Frequently Asked Questions
How is overtime pay calculated?▼
Regular overtime pay is calculated at 1.5 times ("time and a half") your regular hourly rate for all hours worked beyond 40 in a workweek. If your regular rate is $20 per hour, your overtime rate is $30 per hour. For a week with 45 hours worked: 40 × $20 = $800 regular pay, plus 5 × $30 = $150 overtime pay, totaling $950. Some employers pay double time (2×) for certain conditions; check your employment contract or collective bargaining agreement for details.
What is the federal overtime law?▼
The Fair Labor Standards Act (FLSA), enacted in 1938, requires covered employers to pay non-exempt employees at least 1.5 times their regular rate for hours worked over 40 in a workweek. The FLSA applies to most private-sector employers with $500,000 or more in annual revenues, and to hospitals, schools, and government agencies. A "workweek" is any fixed, recurring 168-hour period — it does not need to align with Sunday through Saturday. Employers cannot average hours across multiple weeks to avoid overtime obligations.
Who is exempt from overtime pay?▼
Under the FLSA, exempt employees are not entitled to overtime regardless of hours worked. Exemptions apply to: executive, administrative, and professional employees earning at least $684 per week ($35,568/year) who meet specific job duties tests; computer employees earning $684+ per week or $27.63+ per hour in qualifying IT roles; highly compensated employees earning $107,432+ per year; and outside sales employees. Job title alone does not determine exempt status — both the salary threshold and the duties test must be satisfied.
How does overtime pay affect my taxes?▼
Overtime pay is taxed at the same federal and state income tax rates as regular pay — it is not taxed at a higher rate. However, a larger overtime paycheck may cause more tax to be withheld due to how payroll withholding is calculated, which can make it appear that overtime is taxed more heavily. At annual tax filing, your effective tax rate is applied to your total income and any over-withholding is refunded. Federal legislation in 2025 has explored overtime tax exemptions for some workers — consult a tax professional for current guidance.
What is double time and when does it apply?▼
Double time means being paid 2× your regular hourly rate. The FLSA does not require double time — it is mandated by some state laws and employment contracts. California requires double time for hours worked beyond 12 in a single workday and for all hours on the seventh consecutive day of work in a workweek. Some union contracts and employer policies provide double time for holiday work or extended shifts. Check your state law and employment agreement for double-time provisions.
Do salaried employees get overtime pay?▼
Salaried employees may be entitled to overtime if they are classified as non-exempt under the FLSA. For a salaried non-exempt employee, the regular rate is the salary divided by the total hours worked. For example, a $900/week salary worked over 50 hours gives a regular rate of $900 ÷ 50 = $18 per hour. Overtime owed is the half-time premium: 10 OT hours × $9 (half of $18) = $90 on top of the $900 salary. Job titles like "manager" do not automatically confer exempt status — duties and salary level both determine classification.
Can my employer require me to work overtime?▼
In most US states, yes — at-will employment allows employers to require overtime and terminate employees who refuse, unless a contract or state law says otherwise. However, the employer must pay the legally required overtime rate for all extra hours. Some states limit mandatory overtime in specific industries — healthcare workers in Oregon, Washington, and New York have notable protections. If you believe you are not being compensated correctly for overtime, you can file a complaint with the US Department of Labor's Wage and Hour Division.
What are California's overtime laws?▼
California has some of the most protective overtime laws in the US. Daily overtime: 1.5× pay for hours beyond 8 in a workday, and 2× pay for hours beyond 12. Seventh-day overtime: 1.5× for the first 8 hours on a seventh consecutive workday, and 2× for hours beyond 8. The standard 40-hour weekly threshold also applies. California does not permit employers to use compressed workweeks to avoid daily overtime without specific written agreements approved by a supermajority of affected employees.
How do I calculate overtime for a biweekly pay period?▼
Overtime is calculated per workweek, not per pay period. Even on a biweekly pay schedule, overtime is computed separately for each workweek. If you work 50 hours in week 1 and 30 hours in week 2, you earned 10 overtime hours in week 1 — you cannot average to 40 hours across the pay period. The FLSA explicitly prohibits this averaging. Your employer should show overtime hours broken out by week on your pay stub. If your employer is averaging weeks to reduce your overtime pay, that may be a wage and hour violation.
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