Overtime Calculator
Calculate your total weekly earnings including overtime pay using your hourly rate, regular hours, and overtime multiplier.
How to use this overtime calculator
- 1Enter your regular hourly wage before any overtime.
- 2Enter how many regular hours you worked this week — usually 40 for full-time employees.
- 3Enter your overtime hours worked beyond the regular threshold.
- 4Set the overtime multiplier — 1.5 is standard time-and-a-half, 2.0 is double time for holidays or special shifts.
- 5Your total weekly pay appears instantly with a breakdown of regular vs. overtime earnings.
How it's calculated
Total = (rate × regular hours) + (rate × multiplier × OT hours). Federal FLSA requires 1.5× after 40 hr/week.
About the Overtime Calculator
Overtime pay is one of the most important — and most frequently violated — wage protections in the United States. Millions of workers are either unaware of their overtime rights or are incorrectly classified as exempt by employers trying to avoid the extra cost.
Under the federal Fair Labor Standards Act, the 40-hour workweek threshold has been law since 1938. Any non-exempt employee working more than 40 hours in a seven-day workweek must receive at least 1.5 times their regular rate for those extra hours. This applies to both hourly workers and many salaried employees.
The most common overtime violation is misclassification. Employers sometimes label workers as 'managers' or give them a token supervisory duty to justify exempt status, even when the worker spends 95% of their time doing the same hourly work as their team. If you suspect misclassification, the Department of Labor's website has free tools to help you assess your situation.
State laws often provide stronger protections. California requires daily overtime after 8 hours and double time after 12. Nevada requires overtime after 8 hours for workers earning under 1.5× minimum wage. Alaska, Colorado, and several other states have daily overtime rules. Always check both federal and state rules — you are entitled to whichever gives you more pay.
For employers, overtime is a significant cost factor. A 10-employee team where each person works 5 hours of overtime per week at $20/hour generates $1,500 per week in overtime premiums above base pay. This is why some companies hire part-time workers rather than scheduling full-time staff into overtime — a legitimate and legal strategy.
Frequently asked questions
When does overtime pay kick in under federal law?
Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must receive at least 1.5 times their regular hourly rate for every hour worked beyond 40 in a single workweek. Some states have stricter rules — California, for example, requires overtime after 8 hours in a single day, not just after 40 hours in a week. Always check your state's labor laws alongside federal requirements.
What is double time and when does it apply?
Double time means you earn 2× your regular hourly rate. It is not federally mandated — the FLSA only requires 1.5×. However, many employers offer double time for work on major holidays (Thanksgiving, Christmas), for very long shifts exceeding 12 hours in a day, or as a negotiated benefit written into union contracts or employment agreements. California mandates double time after 12 hours worked in a single day and after 8 hours on the seventh consecutive day of work in a workweek.
Are all employees entitled to overtime pay?
No. The FLSA exempts certain categories of workers from overtime requirements. Employees classified as 'exempt' typically earn a salary above $684 per week (as of 2024) and perform executive, administrative, or professional duties. Common examples include managers, doctors, lawyers, teachers, and most salaried office workers. If you are classified as non-exempt and paid hourly, you almost certainly qualify for overtime. If you are salaried but earn less than the threshold, you may also qualify — check with your HR department or the Department of Labor.
How do I calculate overtime on a salary?
For salaried non-exempt employees, divide the weekly salary by the number of hours the salary is intended to cover (typically 40) to get the regular rate. Then multiply that rate by 1.5 for each overtime hour. Example: a $800/week salary gives a $20/hr regular rate. Each overtime hour is $30. This method is required by the FLSA for most salaried non-exempt workers.
Is overtime pay taxed differently?
No — overtime pay is taxed as regular income at your marginal federal and state income tax rates. However, because overtime increases your total paycheck, your employer may withhold taxes at a higher rate for that specific paycheck if it pushes you into a higher withholding bracket. At year-end, your actual tax owed is calculated on your total annual income, so any over-withholding comes back as a refund when you file your return.
Can I waive my right to overtime pay?
No. Under the FLSA, overtime rights cannot be waived by agreement between employer and employee. Even if you sign a document saying you give up overtime, it is not legally enforceable. If your employer is not paying owed overtime, you can file a complaint with the Department of Labor's Wage and Hour Division or consult an employment attorney.