Overtime Calculator
Calculate your total pay including regular hours and overtime. Supports 1.5× time-and-a-half, 2× double time, and custom overtime multipliers. Shows weekly and annualized earnings breakdown.
Overtime Pay Results
Overtime Pay Rules
The Fair Labor Standards Act (FLSA) requires non-exempt employees to receive at least 1.5 times their regular rate of pay for hours worked beyond 40 per workweek. The "regular rate" includes most types of compensation — bonuses, shift differentials, and commissions may affect the calculation.
State Overtime Laws
Several states have overtime rules stricter than federal law:
- California: 1.5× after 8 hrs/day or 40 hrs/week; 2× after 12 hrs/day or 7th day
- Alaska: 1.5× after 8 hrs/day or 40 hrs/week
- Nevada: 1.5× after 8 hrs/day (for employees earning ≤1.5× minimum wage)
- Colorado: 1.5× after 12 hrs/day or 40 hrs/week
Exempt vs. Non-Exempt Employees
Not everyone qualifies for overtime. Employees classified as exempt under FLSA do not receive overtime pay regardless of hours worked. Exempt status generally requires earning at least $684 per week ($35,568 annually) and performing executive, administrative, or professional duties. Misclassification as exempt when a worker is actually non-exempt is a common wage violation — if you believe you've been wrongly classified, contact the Department of Labor's Wage and Hour Division.
Worked Example: Annual Overtime Earnings
An employee earns $22/hour and regularly works 48 hours per week for 50 weeks per year. Regular hours: 40 × 50 = 2,000 hours. Overtime hours: 8 × 50 = 400 hours. Regular pay: 2,000 × $22 = $44,000. Overtime rate: $22 × 1.5 = $33/hour. Overtime pay: 400 × $33 = $13,200. Total annual earnings: $57,200 — 30% above base salary solely from overtime. This shows why consistent overtime has an outsized effect on annual income and why some workers seek overtime-heavy schedules to accelerate savings goals.
Overtime Rules by State
| State | Daily OT Threshold | Weekly OT Threshold | Double Time |
|---|---|---|---|
| Federal (FLSA) | None | >40 hours | None required |
| California | >8 hours | >40 hours | >12 hrs/day or 7th day |
| Alaska | >8 hours | >40 hours | None required |
| Nevada | >8 hrs (lower-wage workers) | >40 hours | None required |
| Colorado | >12 hours | >40 hours | None required |
| All other states | None | >40 hours | None required |
Frequently Asked Questions
When does overtime pay start?
Under federal FLSA law, overtime (1.5× regular rate) begins after 40 hours worked in a workweek for non-exempt employees. Some states trigger overtime daily — California and Alaska require 1.5× pay after 8 hours in a single day, regardless of weekly total.
What is time-and-a-half?
Time-and-a-half means your overtime rate is 1.5 times your regular hourly rate. If you earn $20/hour normally, overtime pays $30/hour. This is the federal minimum overtime rate for non-exempt employees working more than 40 hours per week.
What is double time?
Double time means pay at 2× the regular rate. California requires double time for hours over 12 in a single workday and all hours on the 7th consecutive workday in a workweek. Some employers offer double time as a voluntary company policy even where not legally required.
Do salaried employees get overtime?
Salaried employees may or may not receive overtime depending on their classification. Employees earning over $684/week who perform executive, administrative, or professional duties are generally exempt. Non-exempt salaried workers — those earning below the threshold or in non-qualifying roles — are entitled to overtime pay under FLSA.
The FLSA "regular rate" for overtime calculations must include most types of extra pay beyond the hourly base. Production bonuses, shift differentials, and non-discretionary bonuses must be blended into the regular rate before overtime is calculated. For example, a $500 weekly production bonus earned during a 50-hour workweek raises the regular rate and therefore increases the overtime premium owed. Purely discretionary bonuses and gifts may be excluded.
In most US states, employers can require overtime as a condition of employment for non-exempt workers, provided they pay the legally required rate. Some states and industries have specific limits. Refusing required overtime can be grounds for discipline or termination in most at-will employment states. However, employers cannot require overtime in retaliation for protected activity, and healthcare workers in some states have specific mandatory overtime protections.