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Overtime Pay Calculator

Verified 2026-04-30 Report an error

$
hr
Total gross pay
$1,375.00
Regular pay
$1,000.00
Overtime pay
$375.00
Overtime hours
10.0
On this page
  1. Overview
  2. Key takeaway
  3. How it's calculated
  4. Quick tricks
  5. Examples
  6. FAQ
  7. Related calculators

Under the federal Fair Labor Standards Act (FLSA), non-exempt hourly employees in the United States must be paid at least 1.5 times their regular hourly rate for every hour worked beyond 40 in a single workweek (per the U.S. Department of Labor Wage and Hour Division, 2024). This calculator estimates a weekly paycheck using an hourly rate and total hours worked, expressed as regular pay capped at 40 hours, time-and-a-half overtime pay on hours beyond 40, and the total gross owed for the week.

The FLSA threshold is weekly, not daily. Hours over 40 in any single workweek trigger overtime, regardless of how those hours are distributed across days; a 12-hour day followed by a 4-hour day still earns no federal overtime if the weekly total stays at or below 40. Several states impose stricter rules on top of the federal floor: California, Alaska, Nevada, and Colorado require daily overtime past 8 hours per day, and California requires double-time after 12 hours per day or after 8 hours on the seventh consecutive workday. Always check your state's rules and your specific exempt-versus-non-exempt classification before assuming overtime applies.

Outputs are gross, calculated before federal income tax (10 to 37 percent depending on bracket), FICA payroll tax (7.65 percent for Social Security and Medicare combined), state income tax (0 to 13 percent depending on state), and any pre-tax benefit deductions. Use this calculator to verify a pay stub, estimate next Friday's deposit, or model the take-home difference between two job offers with different base rates and overtime expectations.

Key takeaway

Federal overtime is a 40-hour-per-week rule, not a daily one, work 12 hours one day and 4 the next, and FLSA only kicks in when the weekly total exceeds 40. Several states (notably California) layer daily overtime on top, plus double-time thresholds at 12 hours/day or after 7 consecutive workdays. Always check both your state rules and your specific classification (exempt vs. non-exempt) before assuming OT applies.

How it's calculated

The math:

regular hours = min(hours worked, 40) overtime hours = max(hours worked − 40, 0) regular pay = rate × regular hours overtime pay = rate × 1.5 × overtime hours total = regular pay + overtime pay

The "1.5×" multiplier produces what's commonly called "time and a half." Some employers and union contracts go further, double time (2.0×) for hours past a higher daily or weekly threshold, or for holidays, but those are contract-specific add-ons, not federal requirements. The FLSA itself only mandates time-and-a-half past 40 hours/week for non-exempt workers.

Note this calculator returns gross weekly pay, before federal income tax (10-37% depending on bracket), FICA (7.65% for Social Security + Medicare), state income tax (0-13% depending on state), and any pre-tax benefit elections.

Source: Fair Labor Standards Act (FLSA), federal overtime rules

Examples

  1. $25/hour, 50 hours worked

    • Hourly rate $25
    • Hours worked this week 50 hr

    At $25/hour with 50 hours worked, the first 40 hours pay $1,000 at base rate. The 10 overtime hours pay $37.50/hour (time-and-a-half), adding $375. Weekly gross: $1,375, a 37.5% boost over a flat-rate 50-hour week ($1,250).

  2. $22/hour, 38 hours worked (no overtime)

    • Hourly rate $22
    • Hours worked this week 38 hr

    At $22/hour with only 38 hours, no overtime kicks in, total gross is 38 × $22 = $836. Hours under 40 are paid straight through, no time-and-a-half multiplier. (A short week reduces gross proportionally; OT only triggers past the 40-hour line.)

  3. $30/hour, 60 hours worked

    • Hourly rate $30
    • Hours worked this week 60 hr

    At $30/hour with 60 hours: 40 regular hours at $30 = $1,200; 20 OT hours at $45 = $900. Weekly gross $2,100, of which 43% comes from OT alone, illustrating why employers manage OT tightly and why a single high-hours week can shift a paycheck materially.

Frequently asked questions

Does federal overtime apply to me?

It depends on your classification. The FLSA covers non-exempt employees, broadly, hourly workers and lower-paid salaried workers in non-managerial roles. Exempt employees (executive, administrative, professional, or highly-paid roles meeting specific salary and duties tests) are not entitled to FLSA overtime. The current federal salary threshold for exemption sits around $43.9K/year (with planned increases scheduled to phase in). State rules can be stricter, some states have higher salary thresholds. Check your offer letter or HR for your specific classification.

What states have additional overtime rules beyond federal?

Several states layer extra OT on top of the federal 40-hour rule. California has the most extensive: daily OT (1.5× past 8 hr/day), double-time (2.0× past 12 hr/day or past 8 hr on the 7th consecutive workday). Alaska, Nevada, Colorado, Oregon (manufacturing) all have variations of daily OT. Some states also require OT for the 7th consecutive workday regardless of hours. This calculator uses the federal weekly-only rule; layer on state rules manually if you live in one of those states.

How is overtime calculated for salaried non-exempt workers?

Salaried non-exempt workers are entitled to OT, but the calculation differs. The most common method: divide weekly salary by 40 to get an effective hourly rate, then pay 1.5× that rate for each hour past 40. Some employers use the "fluctuating workweek" method (0.5× the effective rate for OT, since the salary already covers all hours), legal under FLSA but less common and often disputed. If you're salaried non-exempt, ask HR which method your employer uses.

Are bonuses or commissions included in the overtime calculation?

Non-discretionary bonuses, commissions, and shift differentials must be included in the regular rate for OT calculation under FLSA, the OT premium is then 1.5× this adjusted rate. Discretionary bonuses (gifts, holiday bonuses awarded at employer's discretion) and most-paid time off do not count. This calculator uses a simple hourly rate; if you have non-discretionary incentive pay, your effective OT rate is higher than the simple 1.5× shown here.

What's the difference between time-and-a-half and double-time?

Time-and-a-half (1.5×) is the federal FLSA OT rate for hours past 40 per week. Double-time (2.0×) is not required by federal law, it's a state rule (California layers it on past 12 hours/day or after 7 consecutive workdays) or a contract/union benefit. Many employers offer DT for holidays as a recruitment perk; legally, federal law only requires time-and-a-half past 40 hours/week.

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