Overtime Calculator
Calculate your overtime pay for time-and-a-half and double time hours. See your total earnings including regular and overtime wages.
Work Information
Your Earnings
Pay Breakdown
Overtime Laws
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay for hours worked over 40 in a workweek at a rate of at least 1.5 times their regular rate.
Some states have additional overtime rules:
- California: Daily overtime over 8 hours, double time over 12 hours
- Nevada: Daily overtime over 8 hours if earning less than 1.5x minimum wage
- Alaska: Daily overtime over 8 hours
- Colorado: Daily overtime over 12 hours
Calculating Overtime Pay
Time and a Half (1.5x): Regular Rate × 1.5 = Overtime Rate
Double Time (2x): Regular Rate × 2 = Double Time Rate
Example: If your regular rate is $20/hour:
Frequently Asked Questions
Non-exempt employees under the FLSA must receive overtime pay. Exempt employees (typically salaried managers, professionals, and administrators earning above a threshold) are not entitled to overtime.
No. If you are a non-exempt employee and work overtime hours, your employer must pay you overtime wages. Refusing to pay overtime is a violation of federal law.
Federal law requires overtime after 40 hours in a workweek. Some states (like California) also require daily overtime after 8 hours worked in a day.
About the Overtime Calculator
Federal law requires non-exempt employees to be paid 1.5× their regular rate for hours over 40 in a workweek. Some states add daily thresholds, double-time provisions, or different definitions of 'workweek'. This page covers the federal rules and the most common state variations.
The Formula
Overtime pay = Hours over 40 in workweek × (Regular hourly rate × 1.5). Double-time (some states): hours over 12/day or 8th day of consecutive work × (Rate × 2.0).
Worked Example
Earning $20/hour, worked 50 hours in a week: 40 regular hours × $20 = $800. 10 OT hours × $30 = $300. Total: $1,100.
Who's eligible (non-exempt)
Hourly workers, most retail/service workers, lower-paid administrative roles. Exempt: most salaried roles meeting both salary threshold ($684/week federal, 2024) and duties tests (executive, administrative, professional, computer, outside sales). Many 'salaried' employees are technically eligible for overtime but mis-classified.
California's stricter rules
OT after 8 hours/day (1.5x) and after 12 hours/day (2x). Plus 7th consecutive workday: 1.5x for first 8 hours, 2x after. Higher salary threshold ($66,560/year).
Calculating overtime on commission and bonuses
Non-discretionary bonuses (production, attendance) must be included when calculating regular rate. Discretionary bonuses (year-end performance) usually don't. Commission gets prorated into the regular rate.
Common Mistakes
- Accepting 'comp time' instead of cash overtime in the private sector — generally not legal for non-exempt employees.
- Not tracking actual hours. If your employer disputes hours, you need records.
- Assuming 'salaried' means no overtime. Salary is just how you're paid; classification (exempt vs non-exempt) determines OT eligibility.
Frequently Asked Questions
Do weekends count as overtime?
Only if they push your weekly total over 40. Federal law doesn't define weekend hours as special.
Can my employer refuse to pay OT if I didn't get approval?
If you worked the hours, they must pay — but they can discipline you for unapproved OT.
This calculator is for informational purposes only and does not constitute financial, tax, or legal advice. Consult a licensed professional before making significant financial decisions.