Overtime Pay Calculator
Calculate time-and-a-half, double-time and gross weekly overtime pay from your hourly rate and hours worked. Includes weekly, direct-hours and daily planning modes.
Standard Weekly Total (Over 40 hrs)
Enter total hours worked in the workweek; hours exceeding the weekly threshold are paid at overtime rates.
Gross Pay & Overtime Earnings
How Overtime Pay Is Calculated
Under the Fair Labor Standards Act (FLSA) in the United States, non-exempt hourly employees who work more than 40 hours during a designated seven-day workweek are legally entitled to overtime compensation at a rate ofnot less than one and one-half times (1.5x) their regular rate of pay. This multiplier is commonly referred to in workplaces as "time-and-a-half."
Our calculator provides arithmetic planning modes for a 40-hour weekly threshold, direct hour entry, or a configurable 7-day daily timesheet. Daily and double-time rules vary by jurisdiction, agreement and worker classification; select the thresholds only when they match the rule you are applying.
The Standard Overtime Pay Formula
1. Time-and-a-Half Rate (1.5x)
Overtime Rate = Regular Hourly Rate × 1.5
Example: An employee earning $24.00 per hour has an overtime rate of $24.00 × 1.5 = $36.00 per hour.
2. Double-Time Rate (2.0x)
Double-Time Rate = Regular Hourly Rate × 2.0
Example: An employee earning $24.00 per hour has a double-time rate of $24.00 × 2.0 = $48.00 per hour.
3. Total Gross Earnings
Gross Pay = (Regular Hours × Rate) + (OT Hours × OT Rate) + (DT Hours × DT Rate)
If you work 48 hours in a week at $25.00/hr (40 regular + 8 OT at $37.50): (40 × $25) + (8 × $37.50) = $1,000 + $300 = $1,300.00.
Weekly Overtime vs. Daily Overtime: State Law Differences
The federal FLSA generally uses a workweek threshold (over 40 hours) for covered non-exempt employees. State law, collective agreements, contracts and worker classification can add other rules; do not treat this calculator as a legal determination.
However, several states have instituted statutory daily overtime rules:
Rule reminder: The table is a high-level planning summary, not current legal advice. Thresholds, exemptions, industry rules and local amendments can change; verify the applicable rule with an official labor source or payroll professional.
| Jurisdiction | Daily 1.5x Overtime Threshold | Daily 2.0x Double-Time Threshold | 7th Consecutive Day Rule |
|---|---|---|---|
| Federal FLSA Standard | None (Weekly over 40 hrs only) | None (Not mandated by federal law) | Paid at 1.5x only if total weekly hours exceed 40 |
| California | Hours over 8 up to 12 in a single workday | Hours exceeding 12 in a single workday | First 8 hours on 7th day paid at 1.5x; hours over 8 on 7th day paid at 2.0x |
| Alaska | Hours exceeding 8 in a workday (employers with ≥ 4 workers) | None (Unless specified by employer/union contract) | Standard weekly 40-hr rules apply |
| Nevada | Hours exceeding 8 in a workday (for employees earning < 1.5x minimum wage) | None | Standard weekly rules apply |
| Colorado | Hours exceeding 12 in a workday (or consecutive 12 hrs) | None | Standard weekly rules apply |
What Is the "Regular Rate of Pay"?
A frequent source of payroll discrepancy is calculating overtime using the base base pay rate rather than the statutory regular rate. Under FLSA Section 7(e), the regular rate must include:
- Shift Differentials: Additional pay for working graveyard, night, or weekend shifts.
- Nondiscretionary Bonuses: Attendance bonuses, safety bonuses, production bonuses, and commission earnings tied to predefined metrics.
- Hazard Pay: Extra hourly premiums paid for hazardous working environments.
Discretionary bonuses (such as unexpected holiday gifts or spontaneous spot bonuses) and reimbursed business travel expenses are excluded from the regular rate.
Informational Calculator Guardrail
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