Career · Pay

Overtime Pay Calculator

Work out your overtime pay with time-and-a-half (1.5x) or double time (2x). Enter your hourly rate and hours to see your regular pay, overtime pay and total weekly pay — free and no sign-up.

How the overtime calculator works

Your total weekly pay is made up of two parts — your regular pay and your overtime pay. The calculator uses these simple formulas:

• Regular pay = hourly rate × regular hours
• Overtime pay = hourly rate × overtime multiplier × overtime hours
• Overtime rate per hour = hourly rate × overtime multiplier
• Total weekly pay = regular pay + overtime pay

For example, at $20/hour with 40 regular hours and 10 overtime hours at 1.5x (time and a half): regular pay is $20 × 40 = $800, overtime pay is $20 × 1.5 × 10 = $300, so your total weekly pay is $1,100.

Overtime multipliers

Things to keep in mind

FLSA federal overtime rule

Under the federal Fair Labor Standards Act (FLSA), covered non-exempt employees must be paid at least 1.5 times their regular rate of pay for all hours worked over 40 in a workweek. The FLSA does not require overtime for hours over 8 in a day, for weekends, or for holidays unless those push you past 40 hours in the week.

State and contract rules can be different

Some states have stronger overtime laws. For example, California requires daily overtime after 8 hours and double time after 12 hours in a day. Union contracts and company policies may also offer double time for holidays or extra hours. Always check your state law and employment agreement.

Frequently asked questions

Understanding the FLSA time-and-a-half rule

The federal Fair Labor Standards Act (FLSA) is the law that sets the baseline for overtime pay in the United States. Its core rule is straightforward: covered, non-exempt employees must be paid at least one and one-half times their regular rate of pay for every hour worked beyond 40 in a single workweek. A workweek is a fixed, recurring period of 168 hours — seven consecutive 24-hour days — and it does not have to line up with the calendar week or your pay period.

Notice that the FLSA threshold is weekly, not daily. Under federal law alone, working 12 hours in one day does not automatically trigger overtime, as long as your total for the week stays at or below 40 hours. Overtime kicks in only once your weekly total crosses 40. This is one of the most common misunderstandings about overtime pay, and it is why the calculator above asks for your weekly hours rather than a daily figure.

Regular rate of pay is more than your base wage

The "regular rate" used to compute time and a half is not always the same as your stated hourly wage. Under the FLSA, the regular rate must include most forms of compensation — non-discretionary bonuses, shift differentials, and certain commissions — divided across the hours you worked. It generally excludes discretionary bonuses, gifts, and reimbursed expenses. For a simple hourly job with no extras, your regular rate equals your hourly wage, and the calculator's result will match your paycheck. If you earn bonuses or commissions, your true overtime rate may be slightly higher than the figure shown here.

Exempt vs. non-exempt: who actually gets overtime

Not every worker is entitled to overtime. The FLSA divides employees into two groups: non-exempt (entitled to overtime) and exempt (not entitled). Most hourly workers are non-exempt. Exempt status generally requires that an employee be paid on a salary basis above a set threshold and perform certain executive, administrative, professional, outside-sales, or qualifying computer duties — the so-called "white-collar" exemptions. Job titles alone do not determine exemption; the actual duties and salary level do.

• Non-exempt: most hourly employees, many salaried workers below the salary threshold, and roles that do not meet the duties tests. These workers earn overtime past 40 hours.
• Exempt: qualifying salaried executives, administrators, professionals, and certain others. These workers are typically paid the same regardless of hours.

If you are unsure of your classification, your pay stub, offer letter, or HR department can usually confirm it. Misclassification is a frequent source of wage disputes, so it is worth checking if you regularly work long weeks without extra pay.

Double time and when it applies

Double time means twice your regular hourly rate. Importantly, the FLSA does not require double time at all — it is purely a state-law, union-contract, or employer-policy benefit. Where it does apply, it usually rewards very long days or work on holidays. California is the best-known example: it requires double time for hours worked beyond 12 in a single workday, and for hours beyond 8 on the seventh consecutive day of work in a workweek. Many union agreements and company handbooks layer additional double-time rules on top of the legal minimum.

How much do extra hours really add up?

Overtime can make a meaningful difference to a weekly paycheck. The table below shows total weekly pay for a worker earning $20/hour, with the first 40 hours paid at the regular rate and the remaining hours paid at time and a half (1.5x).

As the table shows, those 20 overtime hours at $30/hour add $600 to the base $800 — a 75% boost in weekly pay from working 50% more hours, precisely because each overtime hour is worth 1.5 regular hours.

State laws can be stronger than federal law

The FLSA sets a floor, not a ceiling. When a state law gives workers more, the more generous rule wins. Several states have daily overtime rules that the federal law lacks. California, for instance, pays time and a half after 8 hours in a day (and double time after 12), so a 10-hour single shift can earn overtime even if the weekly total is under 40. Alaska, Nevada, and Colorado also have daily overtime provisions, each with their own thresholds. Because the rules differ widely, the calculator above uses the federal weekly model — if your state has daily overtime, treat your daily overtime hours as the "overtime hours" input.

Is overtime taxed more?

A persistent myth is that overtime is taxed at a higher rate. It is not. Overtime pay is ordinary income and is taxed exactly like your regular wages. What can happen is that a larger paycheck pushes more of your pay into a higher withholding tier for that single check, so more tax is withheld up front. When you file your annual return, your actual tax is based on your total yearly income, and any over-withholding is refunded. In short, the rate you pay on an overtime dollar is the same as on a regular dollar at the same income level.

Common misconceptions about overtime

• "Working more than 8 hours always means overtime." Not under federal law — overtime is based on the 40-hour weekly total unless your state has a daily rule.
• "Salaried means no overtime." Only true if you are properly classified as exempt. Many salaried workers below the salary threshold are still owed overtime.
• "Weekends and holidays are automatically time and a half." The FLSA does not require premium pay for weekends or holidays unless those hours push you past 40 for the week. Premium holiday pay, when it exists, comes from employer policy or a contract.
• "My employer can average two weeks together." Generally no — overtime is calculated per workweek and cannot be averaged across two or more weeks.

Using this calculator wisely

Enter your true base hourly rate and split your hours into regular (typically up to 40) and overtime. Choose 1.5x for the standard federal rule, or 2x if your state, contract, or employer pays double time for the hours in question. The result is an estimate of gross pay before taxes and deductions; your take-home amount will be lower after withholding, benefits, and other items. If you earn bonuses or commissions that affect your regular rate, treat the result as a conservative minimum. And when daily overtime or double time applies in your state, run the calculation in segments — for example, your regular hours at 1.0x, your 1.5x hours, and your 2x hours separately — then add the totals together for a full picture of your earnings.

More frequently asked questions