Overtime Calculator
Use this overtime calculator calculator to understand your numbers quickly and make clearer decisions with confidence.
What Is Overtime Pay?
Overtime pay is the additional compensation paid to eligible employees for working more than a specified number of hours in a week (or day). Under the federal Fair Labor Standards Act (FLSA), most non-exempt employees in the United States must receive at least 1.5 times their regular hourly rate — commonly called time and a half — for every hour worked beyond 40 hours per week.
Understanding overtime is critical for both employees — to ensure they are paid correctly — and employers, to manage labor costs and avoid costly FLSA violations (which carry back pay penalties plus liquidated damages). Use the overtime calculator above to compute exact pay under any schedule, including California's daily overtime and double-time rules.
FLSA Federal Standard
Federal law (FLSA) requires 1.5× pay for all hours worked beyond 40/week for non-exempt employees. There is no federal daily overtime limit — the threshold is weekly. First enacted in 1938, the FLSA covers approximately 143 million workers.
California Daily OT
California Labor Code adds daily overtime: 1.5× for hours 8–12 in a single workday, and 2.0× (double time) for hours beyond 12. Also, the 7th consecutive day in a workweek triggers 1.5× for the first 8 hours and 2.0× for hours beyond 8.
Exempt vs Non-Exempt
Not all employees qualify for overtime. "Exempt" employees — typically salaried professionals earning more than $684/week ($35,568/yr) with executive, administrative, or professional duties — may not receive overtime under federal law.
Three pay tiers: regular (1.0×), overtime (1.5×), and double time (2.0×). See California rules →
Overtime Pay Formulas
There are three core formulas you need: the basic overtime calculation, total weekly pay, and the effective hourly rate. The calculator handles all four modes automatically, but here's the full mathematical framework:
① Overtime Rate (Time and a Half)
| Variable | Meaning | Example |
|---|---|---|
| OT Rate | Pay per overtime hour (minimum FLSA) | $30.00/hr (at $20 base) |
| Regular Rate | Hourly wage for regular (non-OT) hours | $20.00/hr |
| 1.5 | The FLSA-mandated overtime multiplier | One-and-a-half times base |
Example: $20/hr base → OT rate = $20 × 1.5 = $30/hr for all hours over 40/week.
② Total Weekly Pay (FLSA Standard)
| Variable | Meaning | Example |
|---|---|---|
| Total Pay | Gross weekly paycheck | → $1,040 |
| Reg Hrs | Regular hours worked (≤ OT threshold) | 40 hrs |
| OT Hrs | Hours beyond the OT threshold | 8 hrs |
| Rate | Regular hourly pay rate | $20/hr |
Worked example: 48 hours at $20/hr:
Regular: 40 hrs × $20 = $800
Overtime: 8 hrs × $20 × 1.5 = $240
Total = $800 + $240 = $1,040 (vs $960 without overtime premium)
③ Effective Hourly Rate
Example: $1,040 total ÷ 48 hours = $21.67/hr effective rate
This blended rate is useful for comparing different work schedule proposals and understanding your true compensation efficiency.
④ California Double Time Formula
Example (14-hour day at $20/hr):
Regular: 8 hrs × $20 = $160
OT (1.5×): 4 hrs × $30 = $120 (hours 9–12)
Double time (2×): 2 hrs × $40 = $80 (hours 13–14)
Daily total = $360 (vs $280 at flat rate)
Overtime Pay Reference Table
Weekly overtime pay at common hourly rates for a 48-hour week (standard 40 + 8 OT). Use the calculator above for any combination of hours and rates.
| Hourly (base) | OT Rate (1.5×) | 40-hr Pay | +8 OT Hours | 48-hr Total | OT Premium | Annual (48-hr) |
|---|---|---|---|---|---|---|
| $10 | $15 | $400 | $120 | $520 | $120 | ~$27,040 |
| $12 | $18 | $480 | $144 | $624 | $144 | ~$32,448 |
| $15 | $22.50 | $600 | $180 | $780 | $180 | ~$40,560 |
| $18 | $27 | $720 | $216 | $936 | $216 | ~$48,672 |
| $20 | $30 | $800 | $240 | $1,040 | $240 | ~$54,080 |
| $25 | $37.50 | $1,000 | $300 | $1,300 | $300 | ~$67,600 |
| $30 | $45 | $1,200 | $360 | $1,560 | $360 | ~$81,120 |
| $35 | $52.50 | $1,400 | $420 | $1,820 | $420 | ~$94,640 |
| $40 | $60 | $1,600 | $480 | $2,080 | $480 | ~$108,160 |
| $50 | $75 | $2,000 | $600 | $2,600 | $600 | ~$135,200 |
FLSA Overtime Rules Explained
The Fair Labor Standards Act sets the foundation for overtime in the United States. Here is everything you need to know as an employer or employee.
The 40-Hour Weekly Threshold
Overtime is triggered by total hours worked in a single workweek (168 consecutive hours), not by daily hours or hours in a pay period. If you work 80 hours in 9 days across two weekly periods (e.g., 47 hours Mon–Sun and 33 hours next Mon–Sun), you owe OT only for the first 7 hours in the first week — not 40 hours total.
Regular Rate of Pay (Critical for OT Base)
FLSA requires overtime to be paid on the "regular rate," which includes not just base wages but also production bonuses, shift differentials, and performance bonuses. Discretionary bonuses (holiday gifts, purely at employer discretion) can be excluded. This is the most common area of FLSA miscalculation.
No Maximum Hours Limit
FLSA does not prohibit employers from requiring any number of overtime hours for non-exempt employees 16+ years old — as long as they are paid the premium rate. States may impose additional limits (some states cap workdays). Employees cannot waive their right to overtime pay.
Multiple Employers
If you work for two separate, unrelated employers simultaneously, each employer counts their own hours separately. Working 25 hours for employer A and 25 hours for employer B does not trigger OT with either. However, if employers are related (joint employers), combined hours count.
FLSA Penalties for Violations
Employers violating FLSA overtime rules face back pay equal to the unpaid overtime PLUS an equal amount in liquidated (punitive) damages — effectively doubling the liability. The statute of limitations is 2 years (3 years for willful violations). The DOL Wage and Hour Division investigates complaints.
California Daily Overtime & Double Time
California has the most employee-protective overtime law in the United States. Unlike federal law, California Labor Code §510 imposes overtime based on both daily hours and weekly hours — whichever triggers premium pay first applies.
| Trigger | Rate | Condition | Example |
|---|---|---|---|
| Daily OT | 1.5× | Hours 8–12 in a single workday | 9th hour of a workday → OT kicks in |
| Daily Double Time | 2.0× | Any hour beyond 12 in a workday | 13th hour → double pay begins |
| Weekly OT | 1.5× | Any hour beyond 40 in a workweek | Same as federal trigger |
| 7th Consecutive Day OT | 1.5× | First 8 hours on 7th consecutive workday | 7-day week: day 7 hours 1–8 at 1.5× |
| 7th Day Double Time | 2.0× | Hours beyond 8 on 7th consecutive workday | 7-day week: day 7 hour 9+ at 2.0× |
🌴 California OT Strategy
A California employee working 4 × 12-hour days earns significantly more than one working 5 × 9.6-hour days, even though total hours are the same (48). The 4-day schedule generates 4 × 4 OT hours at 1.5× vs 5 × 1.6 OT hours at 1.5×. Use the Daily OT mode to compare any schedule configuration.
Exempt vs Non-Exempt Employees
The FLSA's most important classification determines who receives overtime protection. This is also the source of the most common employer misclassification violations, with the DOL recovering billions annually in unpaid overtime.
| Classification | OT Eligible? | Salary Test | Duties Test | Common Roles |
|---|---|---|---|---|
| Non-Exempt | YES ✓ | Any wage level | No duties restriction | Hourly workers, most blue-collar, service workers, non-managerial office staff |
| Executive Exempt | NO ✗ | >$684/week | Manages 2+ employees, hires/fires, primary duty is management | Managers, supervisors, department heads |
| Administrative Exempt | NO ✗ | >$684/week | Office work directly related to management; exercises independent judgment | HR, finance, marketing, executive assistants with major authority |
| Professional Exempt | NO ✗ | >$684/week | Advanced knowledge in field of science/learning; creative work / artistic talent | CPAs, doctors, lawyers, engineers, teachers |
| Highly Compensated | NO ✗ | >$107,432/yr | Performs at least one exempt duty | High-paid professionals, financial advisors, senior consultants |
| Computer Professional | NO ✗ | >$684/wk or >$27.63/hr | Systems analysis, programming, software engineering with advanced expertise | Software engineers, IT professionals, database admins |
Frequently Asked Questions
How do I calculate overtime pay?
Overtime Pay = Overtime Hours × Regular Hourly Rate × 1.5. Total Weekly Pay = (Regular Hours × Rate) + (OT Hours × Rate × 1.5). Example: $20/hr, 48 hours worked: Regular = 40 × $20 = $800; Overtime = 8 × $20 × 1.5 = $240; Total = $1,040.
Is overtime calculated daily or weekly?
Under federal FLSA law, overtime is calculated on a weekly basis only — triggered at 40 hours per workweek. There is no federal requirement for daily overtime. However, California, Alaska, and a few other states have additional daily overtime rules (California: OT after 8 hours/day and double time after 12 hours/day).
Can salaried employees get overtime?
Yes — if their salary is below $684/week ($35,568/year), they are typically non-exempt and must receive overtime regardless of being salaried. Even salaried employees above this threshold may be eligible if they don't meet the duties test for executive, administrative, or professional exemptions. Misclassifying employees as exempt is a major FLSA violation.
What is double time pay?
Double time (2.0×) means earning twice your regular hourly rate. Under California law: double time applies to hours beyond 12 in a single workday, and for hours beyond 8 on the 7th consecutive day in a workweek. No federal law requires double time, but many employers offer it voluntarily on holidays or for emergency overtime.
Does overtime apply to weekends and holidays?
Not automatically under federal law. Overtime is based purely on hours worked per week, not which days are worked. If you work 6 hours Monday–Friday (30 hours) and 10 hours Saturday (10 hours), your 40-hour week has no OT. However, many employers offer premium pay for holidays through employment contracts or collective bargaining agreements — not FLSA requirements.
How is overtime calculated if I have multiple pay rates?
When an employee works at two different pay rates in the same workweek (e.g., $15/hr for one job and $20/hr for another), the FLSA requires calculating a "weighted average" regular rate for overtime: Total Earnings / Total Hours = Blended Rate, then OT = Blended Rate × 0.5 × OT Hours (the extra 0.5 is added since base pay already counts in total earnings).
Related Pay & Compensation Calculators
Use the Overtime Calculator alongside these tools for complete pay analysis:
- Annual Income Calculator →
Convert hourly wages (including regular OT patterns) to annual income. If you regularly work 48 hours/week, calculate your actual annual income including the overtime premium across 52 weeks.
- Salary to Hourly Calculator →
Salaried employees: find your effective hourly rate to determine if you're being paid appropriately. Compare against hourly alternatives to make informed decisions about job offers.
- Pay Raise Calculator →
Negotiating a raise? A higher base rate amplifies overtime pay — a $5/hr raise becomes $7.50/hr during OT hours. Model the compounded effect of base rate increases on your total compensation.
- Commission Calculator →
Commission-based workers face overtime complications: commissions may affect the weighted average "regular rate" used to calculate overtime. Model your full compensation including commission OT implications.
- Basis Point Calculator →
Negotiate raises or analyze compensation in basis points for precision. A 50 bps (0.50%) raise on a $50K salary = $250/year — understand the precise dollar impact before agreeing to any compensation change.
- Compound Interest Calculator →
Consistently investing overtime earnings compounds dramatically. $500/month of OT pay invested at 8% annual return over 20 years grows to over $294,000 — model your OT-to-wealth strategy.