Overtime Pay Calculator: Base Wages + the 50% Premium
Overtime under the U.S. Fair Labor Standards Act is 1.5× the regular rate for hours over 40 in a workweek — but the figure you actually owe is the regular wages plus a 50% premium. This calculator separates the two so you see both the premium dollars and the all-in OT compensation.
Adjust the inputs and select Calculate for a full breakdown.
Compare Common Scenarios
How the numbers shift across typical situations for this calculator:
| Scenario | Overtime premium | Total OT pay (base + premium) |
|---|---|---|
| 10 OT hours at $20/hr, federal 50% premium | $100.00 | $300.00 |
| 8 OT hours at $25/hr, California double-time | $200.00 | $400.00 |
| 20 OT hours at $15/hr, federal 50% premium | $150.00 | $450.00 |
How This Calculator Works
Enter the base wages for the overtime hours (your regular hourly rate times the number of overtime hours), then the premium percent — federal FLSA is 50%, California's double-time is 100%. The calculator returns the premium dollar amount and the total OT compensation (base wages + premium). To get the all-in paycheck for a pay period, add the regular straight-time wages for the first 40 hours of the week to this total.
The Formula
Percentage Add-On
Rate is the tax or tip percentage applied to the amount
Worked Example
Hourly rate $20, worked 50 hours in one week. First 40 hours = $800 at straight time (not in this calculator). The last 10 OT hours: base wages = $20 × 10 = $200. Premium at 50% = $100. Total OT compensation = $300. Full week paycheck = $800 + $300 = $1,100 = 40 × $20 + 10 × $30, which matches the 1.5× rule. California double-time at 100% premium would make the OT block $400 instead of $300.
Key Insight
Overtime errors are one of the most common wage-and-hour violations in the U.S. (Department of Labor recovers hundreds of millions annually). Three traps catch employers repeatedly. First, the 'regular rate' for OT must include shift differentials, non-discretionary bonuses, and most commission — not just the base hourly. Second, the workweek is fixed-and-recurring (you can't move it to avoid OT). Third, some states are stricter than federal: California pays daily OT past 8 hours and double-time past 12; Alaska and Nevada have daily-OT rules too. Use the higher of state or federal where they conflict. If you're a worker checking a paycheck and the OT number looks low, the most common reason is the regular rate was understated (the employer used the base hourly without rolling in the bonus or differential).
The federal rule in one line
FLSA §7: non-exempt employees must receive 1.5× the regular rate for hours over 40 in a workweek. The workweek is fixed and recurring — seven consecutive 24-hour periods chosen by the employer.
1.5× breaks into regular rate (1.0×) plus premium (0.5×). This calculator returns the premium dollars and the total (base + premium); straight-time wages for the first 40 hours are separate.
State-by-state OT (where state is stricter than federal)
California: 1.5× past 8 hours/day OR 40 hours/week, AND 2× past 12 hours/day or past 8 hours on the 7th consecutive day.
Alaska: 1.5× past 8 hours/day OR 40 hours/week (whichever is greater).
Nevada: 1.5× past 8 hours/day for workers earning under 1.5× the state minimum wage.
Colorado: 1.5× past 12 hours/day OR 40 hours/week OR 12 consecutive hours.
Most other states default to federal (40/week only). Federal law sets the floor; states can exceed it but not undercut it.
What 'regular rate' actually means
FLSA defines the regular rate as total compensation in the workweek divided by total hours worked. It must include shift differentials, non-discretionary bonuses (production bonuses, attendance bonuses), most commissions, and on-call pay if the employee can't use the time freely.
It excludes: discretionary bonuses (truly surprise / no expectation), gifts, paid time off, employer contributions to benefits, and reimbursed expenses.
Common error: an employer pays $20/hr plus a $200 weekly attendance bonus. If the employee works 50 hours, the regular rate is ($1,000 + $200) / 50 = $24/hr, and the OT premium for the last 10 hours is $24 × 0.5 × 10 = $120 — not the $100 you'd get from the $20 base alone.
Frequently Asked Questions
How much is overtime under federal law?
1.5× the regular rate for hours over 40 in a workweek (FLSA §7). That breaks into the regular rate plus a 50% premium. This calculator returns the premium and the total (base + premium); add straight-time wages for the first 40 hours separately.
What's the regular rate — just my hourly?
Usually higher than the base hourly. It must include shift differentials, non-discretionary bonuses, most commissions, and some on-call pay. It excludes purely discretionary bonuses, gifts, and benefits like health insurance. Underestimating the regular rate is the most common source of underpaid OT.
What is double-time and when does it apply?
Double-time = 2× the regular rate (a 100% premium). It is NOT required by federal FLSA — that statute caps at 1.5×. California requires double-time past 12 hours in a day or past 8 on the seventh consecutive day. Some union contracts also require it. Set the premium input to 100% to model double-time.
Am I exempt from overtime?
Possibly. The FLSA exempts executive, administrative, professional, outside-sales, and some computer employees who meet duties tests AND earn above a salary threshold (federally $684/week as of 2025, with periodic updates). Many job titles labeled 'manager' are actually non-exempt because their duties don't match the legal definition. The DOL has a duties-test guide.
Can my employer give comp time instead of OT?
Only some public-sector employers (state and local government) can offer compensatory time off in lieu of cash overtime, at 1.5 hours of comp time per OT hour. Private-sector employers must pay cash overtime — comp-time arrangements are generally illegal in the private sector under FLSA.
When is this calculator unreliable?
For salaried-non-exempt workers using the fluctuating-workweek method (the premium is only 0.5× because the salary is deemed to cover straight time at any hour count). Also for tipped employees (regular rate must reach the full minimum wage when tips are added). And for state-specific daily OT — CA, AK, NV trigger OT on a daily basis, which this weekly model doesn't capture.
References & Authoritative Sources
- U.S. Department of Labor — Wage and Hour Division — Fair Labor Standards Act (FLSA) Overtime · consulted June 1, 2026 · Federal statute and DOL guidance on the 1.5× rule.
- U.S. Department of Labor — Wage and Hour Division — Fact Sheet #56A: Overtime Pay Requirements of the FLSA · consulted June 1, 2026 · Definition of the regular rate and what must be included.
- California Department of Industrial Relations — Overtime Pay · consulted June 1, 2026 · California's daily-OT and double-time rules — stricter than federal.
Related Calculators
Methodology & Review
Federal Fair Labor Standards Act (FLSA, 29 U.S.C. §207) requires non-exempt employees to be paid at 1.5× the regular rate for hours over 40 in a workweek. The premium portion (the 0.5× ABOVE the regular rate) is what this calculator returns as the surcharge — enter the base wages earned for overtime hours, and the calculator adds the 50% premium to produce total OT compensation including the premium. Some states (CA, AK, NV) and certain unions require 2× (100% premium) past defined thresholds. RELIABILITY: Reliable for federal-FLSA non-exempt workers paid hourly. Less reliable for (a) salaried-non-exempt fluctuating-workweek rules; (b) state-specific double-time triggers; (c) commission/bonus inclusion in the regular rate; (d) compensatory time off used by public-sector employers.
Updated