Overtime Calculator: Calculate Your Time and a Half Earnings
Calculate your extra earnings with our overtime calculator. Input your hourly rate to determine time and a half pay for hours worked over 40 per week.
Overtime Calculator: Calculate Your Time and a Half Earnings
Enter your details below to calculate
Quick Scenarios
Work Hours
Pay Breakdown
How to Use Overtime Calculator
Enter Hourly Rate
Input your regular hourly wage. For salaried employees, divide annual salary by 2,080 hours.
Record Hours Worked
Enter regular hours (typically 40), overtime hours, and any double time hours separately.
Verify Multiplier
Confirm your overtime rate (typically 1.5x) and double time rate (usually 2x) match your employer's policy.
Review Your Pay
Check your total pay breakdown including regular, overtime, and double time earnings.
Key Features
Accurate FLSA-compliant overtime calculations
Time and a half plus double time support
Federal and state law considerations
Mobile-responsive with instant results
Privacy-first with no data storage
Export calculations for your records
Complete Guide: Overtime Calculator: Calculate Your Time and a Half Earnings
Understanding your overtime pay is crucial for both employees and employers. Our overtime calculator helps you accurately determine time and a half earnings, ensuring you receive fair compensation for extra hours worked. This comprehensive guide explains overtime laws, calculation methods, and common scenarios to help you maximize your earnings while staying compliant with federal and state regulations.
Key Takeaways:
- • Overtime is typically paid at 1.5x your regular hourly rate for hours over 40 per week
- • Double time (2x rate) may apply for hours over 12 in a day or specific holidays
- • Proper overtime calculation ensures legal compliance and fair employee compensation
- • Our calculator handles complex scenarios including multiple pay rates and shift differentials
What is Overtime Pay?
Overtime pay is additional compensation earned by employees who work beyond standard hours. Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. This federal requirement ensures workers are fairly compensated for extended work hours.
While federal law establishes the 40-hour workweek baseline, some states have more generous overtime provisions. For example, California requires overtime pay for hours worked over 8 in a day, and double time for hours over 12 in a day. Understanding both federal and state requirements is essential for accurate payroll processing.
How to Calculate Overtime Pay
Calculating overtime pay involves several key steps. First, determine your regular hourly rate, then identify how many hours exceed the standard 40-hour workweek. The basic formula is:
Overtime Pay = Overtime Hours × (Hourly Rate × 1.5)
Step-by-Step Calculation Process:
Determine Your Regular Hourly Rate
Calculate your base hourly wage. For salaried employees, divide annual salary by 2,080 hours (40 hours × 52 weeks).
Calculate Your Standard Weekly Hours
Most employees work 40 hours per week. Some positions may have different standard schedules.
Count Overtime Hours
Identify hours worked beyond 40 in a single workweek. Track daily hours to ensure accuracy.
Apply the Multiplier
Multiply overtime hours by 1.5 times your regular rate. Some situations require double time (2x rate).
Calculate Total Pay
Add regular pay and overtime pay to determine your total weekly earnings.
Understanding Different Overtime Scenarios
Overtime calculations can vary based on employment type, industry, and location. Here are common scenarios you might encounter:
Standard Federal Overtime
Under federal law, overtime applies after 40 hours in a workweek. For example, if you earn $20 per hour and work 45 hours, you receive 5 hours of overtime pay at $30 per hour (1.5 × $20). Your total pay would be $800 for the week.
California Daily Overtime
California requires overtime after 8 hours in a day and double time after 12 hours. An employee working 14 hours at $25 per hour would earn: 8 hours regular pay ($200), 4 hours overtime ($150), and 2 hours double time ($100), totaling $450 for the day.
Holiday and Premium Pay
Some employers offer premium pay for holidays, often 1.5x or 2x the regular rate. While not required by federal law, these policies are common in retail, healthcare, and hospitality industries. Always check your employment contract for specific holiday pay provisions.
Piece Rate and Commission Workers
Employees paid by piece rate or commission must still receive overtime. Calculate the regular rate by dividing total weekly earnings by total hours worked, then apply the 1.5x multiplier to determine overtime pay. This ensures fair compensation regardless of payment structure.
⚠️ Common Overtime Calculation Mistakes
- • Averaging hours across multiple weeks to avoid overtime pay (illegal)
- • Miscalculating the regular rate by excluding bonuses or commissions
- • Failing to include all hours worked, including prep time and travel
- • Incorrectly classifying employees as exempt from overtime
- • Not paying overtime on salary-based compensation properly
- • Missing state-specific overtime requirements beyond federal law
Federal vs. State Overtime Laws
While federal law establishes minimum overtime standards, many states provide greater worker protections. When state and federal laws differ, employers must follow the standard most beneficial to employees.
| Jurisdiction | Overtime Threshold | Special Rules |
|---|---|---|
| Federal (FLSA) | Over 40 hours/week | Time and a half only |
| California | Over 8 hours/day or 40 hours/week | Double time over 12 hours/day |
| Alaska | Over 8 hours/day or 40 hours/week | Daily and weekly overtime |
| Nevada | Over 8 hours/day or 40 hours/week | Daily overtime with exemptions |
| Colorado | Over 12 hours/day or 40 hours/week | Extended daily threshold |
Who Qualifies for Overtime Pay?
Not all employees are eligible for overtime pay. The FLSA exempts certain categories of workers based on job duties, salary level, and payment method. Understanding your classification is crucial for determining overtime eligibility.
Exempt Employees (No Overtime)
Employees are typically exempt if they meet all of these criteria:
- Paid on a salary basis (not hourly)
- Earn at least $684 per week ($35,568 annually)
- Perform executive, administrative, or professional duties
Non-Exempt Employees (Overtime Required)
Most hourly workers and some salaried employees are non-exempt, including:
- Hourly employees in retail, food service, and hospitality
- Manufacturing and construction workers
- Healthcare support staff and technicians
- Customer service representatives
- Administrative assistants (non-executive)
Real-World Overtime Calculation Examples
Let's explore practical scenarios to better understand overtime calculations in different situations.
Example 1: Standard Week with Overtime
Sarah's Situation: Retail manager earning $18/hour, works 48 hours during holiday season
Calculation:
- Regular pay: 40 hours × $18 = $720
- Overtime rate: $18 × 1.5 = $27/hour
- Overtime pay: 8 hours × $27 = $216
- Total weekly pay: $720 + $216 = $936
Key Insight: Sarah earns an additional $216 for working 8 extra hours, increasing her weekly earnings by 30%.
Example 2: California Healthcare Worker
Marcus's Situation: Nurse in California earning $45/hour, works three 12-hour shifts (36 hours) plus an additional 8-hour shift
Calculation:
- First 8 hours of each 12-hour shift: 24 hours × $45 = $1,080
- Daily overtime (4 hours × 3 shifts): 12 hours × $67.50 = $810
- Fourth shift (8 additional hours): 8 hours × $67.50 = $540
- Total weekly pay: $1,080 + $810 + $540 = $2,430
Key Insight: California's daily overtime rules significantly increase earnings for 12-hour shift workers.
Example 3: Holiday Premium Pay
Jennifer's Situation: Hotel front desk agent earning $16/hour with company policy of 1.5x pay for holidays, works 8 hours on Christmas Day plus 40 regular hours
Calculation:
- Regular week pay: 40 hours × $16 = $640
- Holiday premium rate: $16 × 1.5 = $24/hour
- Holiday pay: 8 hours × $24 = $192
- Total weekly pay: $640 + $192 = $832
Key Insight: Company holiday policies can provide additional compensation beyond legal requirements.
How to Use Our Overtime Calculator
Our overtime calculator simplifies complex pay calculations, ensuring accuracy and compliance. Follow these steps for optimal results:
Enter Your Hourly Rate
Input your base hourly wage or calculate it from your salary. Include any non-discretionary bonuses in your regular rate calculation.
Record Your Hours
Track regular hours, overtime hours, and any double time hours separately. Be precise to ensure accurate calculations.
Verify Your Multiplier
Confirm your overtime multiplier (typically 1.5x) and double time rate (usually 2x). Some industries or contracts may have different rates.
Review and Analyze
Examine your total pay breakdown, understand the contribution of overtime, and use insights for future scheduling decisions.
Export Your Results
Download your calculation for personal records, tax preparation, or discussions with your employer or payroll department.
Key Features of Our Overtime Calculator
Our calculator is designed for accuracy, ease of use, and comprehensive analysis. Here's what sets it apart:
Real-Time Calculations
Instant results as you input data, with automatic recalculation when values change.
Visual Breakdowns
Clear charts and graphs showing pay composition and overtime contribution.
Customizable Multipliers
Adjust overtime and double time multipliers to match your specific situation.
Export Functionality
Download detailed calculations in JSON format for record-keeping and analysis.
Overtime Pay Frequently Asked Questions
What counts as a workweek for overtime purposes?
A workweek is a fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods. It can begin on any day of the week and at any hour of the day, but must be consistent from week to week. Employers cannot average hours across multiple weeks to avoid overtime obligations.
Do lunch breaks count toward overtime hours?
Generally, lunch breaks of 30 minutes or more where you are completely relieved of duties do not count as hours worked. However, short breaks (typically 5-20 minutes) are considered work time and must be included in overtime calculations. If you work through lunch or are required to remain available, that time counts as hours worked.
Can my employer require overtime without notice?
Yes, federal law does not require advance notice for mandatory overtime. However, some states have "predictive scheduling" laws requiring advance notice of schedule changes. While employers can require overtime, they must pay the appropriate premium rate for hours over 40 per week (or daily thresholds in some states).
What if I work unauthorized overtime?
Even if overtime was not authorized or requested by your employer, you must be paid for all hours worked. However, employers can discipline employees for working unauthorized overtime, but they cannot withhold pay. If you worked the hours, you are entitled to compensation, including applicable overtime premiums.
Does overtime apply to salaried employees?
Most salaried employees are exempt from overtime, but not all. To be exempt, you must earn at least $684 per week and perform specific executive, administrative, or professional duties. Many salaried employees who earn below this threshold or don't meet duty requirements are entitled to overtime pay when they work over 40 hours per week.
How do shift differentials affect overtime calculation?
Shift differentials (extra pay for night, weekend, or holiday shifts) must be included when calculating the regular rate for overtime purposes. If you earn $20 per hour plus a $2 night shift differential, your regular rate for overtime calculation is $22 per hour, making your overtime rate $33 per hour (1.5 × $22).
Can my employer offer comp time instead of overtime pay?
Private sector employers cannot offer compensatory time (comp time) instead of overtime pay. Federal law requires overtime to be paid in wages at 1.5 times the regular rate. Only public sector employers can offer comp time under specific conditions, and even then, it must be at the 1.5x rate (1.5 hours of comp time for each overtime hour worked).
What records should I keep for overtime pay?
Maintain detailed records including: dates and times you started and ended work, all breaks (paid and unpaid), total daily hours, tasks performed during overtime, and any communications about overtime requirements. Compare your records to pay stubs regularly. These records are essential if you need to file a wage claim or dispute overtime calculations.
Maximizing Your Overtime Earnings
Understanding how overtime works can help you make informed decisions about your work schedule and maximize your earning potential. Here are strategies to optimize your overtime earnings:
Strategic Overtime Planning:
- • Track your hours daily to avoid surprises and ensure accurate pay
- • Understand your employer's overtime policies and state requirements
- • Consider the impact of overtime on work-life balance and taxes
- • Negotiate higher base rates, which increase overtime pay automatically
- • Volunteer for overtime during high-demand periods for maximum earning potential
- • Document all hours worked, including time spent on work activities at home
Our overtime calculator empowers you to take control of your earnings by providing accurate, transparent calculations for any work scenario. Whether you're an employee verifying your paycheck or an employer ensuring compliance, this tool delivers the precision and insights you need for confident financial planning.
Disclaimer: This calculator provides estimates based on standard overtime formulas. Actual overtime pay may vary based on specific employment contracts, collective bargaining agreements, and applicable state laws. Consult with your HR department or a qualified employment attorney for advice regarding your specific situation.
About the Author
Jurica Šinko
Finance Expert, CPA, MBA with 15+ years in corporate finance and investment management
Connect with JuricaFrequently Asked Questions
How is overtime pay calculated by law?
Under the Fair Labor Standards Act (FLSA), overtime pay is calculated at 1.5 times your regular hourly rate for hours worked over 40 in a workweek. For example, if you earn $20/hour, your overtime rate is $30/hour. Some states have additional requirements, such as California's daily overtime after 8 hours.
What's the difference between time and a half and double time?
Time and a half is 1.5 times your regular hourly rate, typically for hours over 40 per week. Double time is exactly twice your regular rate, often required for hours over 12 in a day (California), work on the seventh consecutive day, or certain holidays. Our calculator handles both scenarios.
Can salaried employees get overtime pay?
It depends on classification. Salaried employees earning less than $684/week ($35,568/year) or who don't meet specific duty tests are generally eligible for overtime. High-earning salaried employees performing executive, administrative, or professional duties are typically exempt. Check your classification carefully.
Do bonuses and commissions count toward overtime calculations?
Yes, non-discretionary bonuses and commissions must be included in your regular rate when calculating overtime. This includes performance bonuses, attendance bonuses, and sales commissions. Discretionary bonuses (like unexpected holiday gifts) are typically excluded.
What if my employer isn't paying correct overtime?
First, document all hours worked and compare them to your pay stubs. Discuss the issue with your HR department or supervisor. If unresolved, you can file a complaint with the Department of Labor's Wage and Hour Division. Keep detailed records including dates, hours, and tasks performed.
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