Overtime Calculator
Calculate regular pay, overtime premium, double-time, and total gross pay under federal, California, and custom rules.
- Federal FLSA counts overtime weekly (over 40 h). Weekends and holidays are not automatically overtime, and the two weeks of a biweekly period cannot be averaged together.
- This tool does not determine exempt vs non-exempt status, and state exceptions or a collective bargaining agreement (CBA) can change the result.
Why this result?
- Regular rate = includable pay ÷ total hours = $1,000.00 ÷ 50 = $20.00/h.
- Regular hours 40 × $20.00 = $800.00.
- Overtime 10 h × $20.00 × 1.5 = $300.00 (premium $100.00).
- Gross pay = $800.00 + $300.00 = $1,100.00.
Before relying on this result
- Federal FLSA counts overtime weekly (over 40 h). Weekends and holidays are not automatically overtime, and the two weeks of a biweekly period cannot be averaged together.
- This tool does not determine exempt vs non-exempt status, and state exceptions or a collective bargaining agreement (CBA) can change the result.
How this calculator works
Overtime can be expressed three different ways. They describe the same paycheck — make sure you compare like with like:
- Premium-only method: overtime hours × regular rate × 0.5. This is just the extra "half" above straight time (for $20/h, 10 OT hours → $100).
- Total OT compensation for overtime hours: overtime hours × regular rate × 1.5 (for the same case → $300). This is the full pay for the overtime hours only.
- Gross paycheck method: all hours × regular rate (straight time) + the overtime premium (for the same case → 50 × $20 + $100 = $1,100). This is the whole check.
This tool reports all three so you can reconcile against a pay stub. The regular rate — not the posted hourly — is what every multiplier is applied to.
The regular rate of pay
The regular rate is includable compensation ÷ total hours worked, and it is usually higher than the base hourly. Four quick examples on a 50-hour week paid at $20/h base:
- Nondiscretionary bonus: +$200 attendance bonus → ($1,000 + $200) ÷ 50 = $24/h; OT premium becomes $24 × 0.5 × 10 = $120 (not $100).
- Commission: +$150 commission → ($1,000 + $150) ÷ 50 = $23/h; the commission must be spread across the hours it was earned in.
- Shift differential: +$2/h night premium on all 50 hours (+$100) → ($1,000 + $100) ÷ 50 = $22/h.
- On-call pay: restricted on-call pay counts as includable; e.g. +$80 → ($1,000 + $80) ÷ 50 = $21.60/h.
- Multiple rates: 30 h @ $20 + 20 h @ $30 → ($600 + $600) ÷ 50 = $24/h weighted average.
Federal FLSA overtime rule
Under the Fair Labor Standards Act (29 U.S.C. §207), non-exempt employees earn 1.5× the regular rate for hours over 40 in a fixed, recurring workweek. Three consequences matter:
- Overtime is counted weekly, not daily — 40 hours is the federal threshold.
- No averaging across two weeks: each workweek stands alone.
- Weekends and holidays are not automatically overtime — they only count toward the 40-hour weekly total unless a state rule or contract says otherwise.
See the U.S. Department of Labor, Wage and Hour Division (sources below).
California overtime and double-time
California adds daily overtime on top of the weekly rule, and double-time:
- First 8 hours/day at the regular rate; over 8 to 12 hours at 1.5×; over 12 hours at 2×.
- Seventh consecutive day in a workweek: first 8 hours at 1.5×, hours over 8 at 2×.
- Weekly overtime applies only to the residual straight-time hours over 40 — daily and weekly overtime are not double-counted.
Example (matches the test below): $30/h, a single 13-hour day → 8 h regular = $240, 4 h at 1.5× = $180, 1 h at 2× = $60, gross $480.
State-by-state overtime (summary)
| Jurisdiction | Weekly OT | Daily OT | Double-time | Special trigger | Source | Last reviewed |
|---|---|---|---|---|---|---|
| Federal (FLSA) | >40 h/week @1.5× | None | None | Workweek fixed; no averaging | U.S. DOL WHD ↗ | 2026-06-29 |
| California | >40 h/week @1.5× | >8 h/day @1.5× | >12 h/day @2×; >8 h on 7th day @2× | 7th consecutive day: first 8 h @1.5× | California DIR ↗ | 2026-06-29 |
| Alaska | >40 h/week @1.5× | >8 h/day @1.5× | None | Employers with 4+ employees | Alaska DOL — Wage & Hour FAQ ↗ | 2026-06-29 |
| Nevada | >40 h/week @1.5× | >8 h/day @1.5× (if earning <1.5× min wage) | None | Daily OT is wage-conditional | Nevada Labor Commissioner ↗ | 2026-06-29 |
| Colorado | >40 h/week @1.5× | >12 h/day @1.5× | None | Also >12 consecutive hours | Colorado CDLE ↗ | 2026-06-29 |
State rules change; verify each against the official source before relying on a figure. Where state and federal differ, the more generous rule applies.
Common payroll mistakes
- Understating the regular rate — using base hourly and ignoring bonuses/differentials underpays every overtime hour and is the single most common wage-and-hour violation.
- Excluding nondiscretionary bonuses — production, attendance and safety bonuses must be folded into the regular rate; leaving them out triggers back-pay liability.
- Averaging two workweeks — combining a 45-hour and a 35-hour week to claim "80 hours, no overtime" is illegal; the 5 overtime hours in week 1 must be paid.
- Salary misclassification — labeling someone "salaried" or "manager" does not make them exempt; exemption depends on duties and a salary threshold, not a job title.
- Not paying unauthorized overtime — hours worked must be paid even if overtime was not pre-approved; discipline is allowed, withholding pay is not.
- Mis-calculating multiple rates — using only the highest or lowest rate instead of the weighted average across all hours worked.
Verified calculation examples
Each row is recomputed by the same engine the calculator uses and matches an automated test (engine v1.0.0).
| Case | Input | Expected | Actual | Status |
|---|---|---|---|---|
| Federal basic | $20/h · 50h · Federal | Gross $1,100 · OT premium $100 | Gross $1,100.00 · OT premium $100.00 | ✓ Verified |
| Federal no OT | $20/h · 38h · Federal | Gross $760 · no overtime | Gross $760.00 · 0 OT h | ✓ Verified |
| Federal with bonus | $20/h · 50h + $200 bonus | Regular rate $24 · gross $1,320 | Regular rate $24.00 · gross $1,320.00 | ✓ Verified |
| Weighted average | 30h@$20 + 20h@$30 | Regular rate $24 · gross $1,320 | Regular rate $24.00 · gross $1,320.00 | ✓ Verified |
| No biweekly averaging | $20/h · biweekly 45h + 35h | OT premium $50 · gross $1,650 | OT premium $50.00 · gross $1,650.00 | ✓ Verified |
| California daily | $30/h · California · 13h day | Reg $240 · OT $180 · DT $60 · gross $480 | Reg $240.00 · OT $180.00 · DT $60.00 · gross $480.00 | ✓ Verified |
| California no double count | $20/h · California · 5 × 9h days | 40 reg h · 5 OT h · 0 DT h · gross $950 | 40 reg h · 5 OT h · 0 DT h · gross $950.00 | ✓ Verified |
| Salary estimate | $52,000/year · 45h | Hourly $25 · gross $1,187.50 | Hourly $25.00 · gross $1,187.50 | ✓ Verified |
| Fluctuating workweek | $600/week · 50h · fluctuating | Regular rate $12 · half-time $60 · gross $660 | Regular rate $12.00 · half-time $60.00 · gross $660.00 | ✓ Verified |
Frequently Asked Questions
How do I calculate overtime pay?
Find the regular rate (includable pay ÷ total hours worked), then pay 1.5× that rate for hours over 40 in the workweek. Gross pay = all hours at the regular rate (straight time) plus the overtime premium. This tool does all three steps and shows each.
Is overtime after 8 hours or 40 hours?
Under federal FLSA, overtime starts after 40 hours in a workweek — there is no federal daily overtime. Some states are stricter: California, Alaska and Nevada trigger overtime after 8 hours in a day. Pick your jurisdiction so the right rule is applied.
Is overtime calculated weekly or biweekly?
Overtime is calculated per workweek, even when you are paid biweekly. Each week stands alone and the two weeks cannot be averaged. A 45-hour week followed by a 35-hour week still owes 5 hours of overtime for the first week.
What is time and a half?
Time and a half means 1.5× the regular rate. For a $20/hour regular rate it is $30 per overtime hour — $20 of straight time plus a $10 (0.5×) premium. It is the standard federal overtime rate for hours over 40 in a week.
What is double-time?
Double-time is 2× the regular rate. Federal law does not require it, but California does: over 12 hours in a workday, and over 8 hours on the seventh consecutive day of work. Some union contracts also require double-time.
Are bonuses included in overtime?
Nondiscretionary bonuses (production, attendance, safety) and most commissions must be added into the regular rate, which raises every overtime hour. Truly discretionary bonuses and gifts are excluded. Leaving bonuses out is a common cause of underpaid overtime.
Are salaried employees eligible for overtime?
Many are. Being paid a salary does not by itself make someone exempt; exemption depends on job duties and a salary threshold. Non-exempt salaried workers are owed overtime — use the salary mode to convert the salary to an hourly equivalent first.
Does weekend work automatically count as overtime?
No. Under federal law, weekends and holidays are not automatically overtime — those hours simply count toward the 40-hour weekly total. Overtime is owed only once total weekly hours exceed 40 (or a stricter state daily rule is met).
Can my employer average two weeks?
No. Averaging two workweeks to avoid overtime is illegal under the FLSA. Each workweek is evaluated separately, so overtime earned in a heavy week must be paid even if the next week is light. This tool never averages biweekly periods.
What is the regular rate of pay?
The regular rate is total includable compensation for the week divided by total hours worked. It includes wages, nondiscretionary bonuses, commissions and shift differentials, and it is the figure every overtime multiplier is applied to — not just the base hourly.
References & Authoritative Sources
- U.S. Department of Labor — Wage and Hour Division — Fair Labor Standards Act (FLSA) Overtime · consulted June 29, 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 29, 2026 · Definition of the regular rate and what must be included.
- California Department of Industrial Relations — Overtime Pay · consulted June 29, 2026 · California's daily-OT and double-time rules — stricter than federal.
- Alaska Department of Labor and Workforce Development — Wage and Hour Administration — Overtime FAQ · consulted June 29, 2026 · Alaska daily overtime (over 8 h/day) and employer-size thresholds.
- Nevada Office of the Labor Commissioner — Overtime · consulted June 29, 2026 · Nevada daily overtime is conditional on earning under 1.5× the state minimum wage.
- Colorado Department of Labor and Employment — Wage and Hour Law (COMPS Order) · consulted June 29, 2026 · Colorado overtime: over 40 h/week, over 12 h/day, or over 12 consecutive hours.
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Methodology & Review
Engine version: 1.0.0 · Last reviewed:
This calculator computes gross pay from a payroll-grade engine rather than a flat percentage add-on. The regular rate is includable compensation (wages, nondiscretionary bonus, commission, shift differential, or a weighted average of multiple rates) divided by total hours worked. Federal FLSA pays 1.5× the regular rate for hours over 40 in a fixed, recurring workweek (no averaging between weeks). California adds daily overtime — over 8 hours at 1.5×, over 12 at 2×, plus a seventh-consecutive-day rule — with weekly overtime applied only to residual straight-time hours so nothing is double-counted. Alaska, Nevada and Colorado have their own daily rules (shown with verification warnings), and a Custom preset accepts your own multipliers and thresholds. Salary non-exempt mode converts a salary to an hourly equivalent; an opt-in fluctuating-workweek mode applies a half-time premium only when it legally applies. This is an educational estimate, not legal or payroll advice: it does not determine exempt status, compute taxes or net pay, or capture every state exception or collective bargaining agreement.
Sources: U.S. DOL Wage and Hour Division (FLSA overtime, Fact Sheet #56A on the regular rate) and the California DIR overtime guidance, plus the state labor agencies in the table above.
Limitations: this is an educational estimate, not legal or payroll advice. It does not determine exempt vs non-exempt status, compute taxes or net pay, or capture every state exception, local ordinance, or collective bargaining agreement. Verify against the governing law and your pay records before relying on it.
Reviewed according to the CalcDomain Editorial Policy & Calculator Methodology. We document formulas, edge cases, sources, update dates, and correction paths for calculator pages.