Overtime Pay Calculator
Calculate total gross weekly pay combining regular, overtime, and double-time hours at different multipliers. Under US Fair Labor Standards Act (FLSA), non-exempt employees must receive at least 1.5x regular rate for hours over 40 per week; states may require higher overtime rates or different thresholds.
Last updated: May 2026
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About this calculator
The formula sums three pay components: total pay = (regular hours × regular rate) + (overtime hours × regular rate × overtime multiplier) + (double-time hours × regular rate × 2). Regular hours are paid at base rate; overtime hours at the chosen multiplier (typically 1.5x, but some union contracts and California use higher); double-time at 2x. Federal FLSA requires 1.5x for hours over 40 per workweek for non-exempt employees; exempt employees (salaried professional, executive, administrative meeting specific criteria) generally don't qualify for overtime regardless of hours worked. State variations significantly affect calculations: California requires 1.5x over 8 hours/day, 2x over 12 hours/day, 1.5x for first 8 hours on 7th consecutive workday, 2x after 8 hours on 7th day; Alaska, Colorado, Nevada have daily overtime thresholds; some states require 7th-day premium pay. Union contracts often include additional premium pay rules (holiday rates, weekend rates, shift differentials). Edge cases: the formula assumes a single regular rate, but real situations may involve multiple rates (different pay for different tasks) or "regular rate" calculation that includes bonuses, shift differentials, and commissions — FLSA defines regular rate as total straight-time pay divided by hours worked, often higher than nominal hourly rate. Employer-paid benefits, expense reimbursements, gifts, and discretionary bonuses are generally excluded from regular rate. Pay period considerations: overtime is calculated per workweek (7-day period defined by employer), not per pay period; biweekly pay periods may include hours from two workweeks each calculated separately. Tipped employees in service industries have different overtime rules: overtime base is the full minimum wage (not the lower tipped minimum), with tip credit applied; this can be complex. For exempt employees, overtime hours don't generate additional pay regardless of how many — but improper exempt classification is a frequent source of wage-and-hour lawsuits and back-pay liability. Employers should verify exempt status per current DOL rules (salary thresholds: $684/week / $35,568/year as of 2020, with planned increases; duties tests for executive, administrative, professional categories). For employee planning, knowing FLSA rights helps verify pay accuracy and recognize underpayment situations.
How to use
Example 1 — Standard time-and-a-half overtime. You earned $25/hour worked 40 regular hours, 5 overtime hours (at 1.5x), no double-time. Enter 25 for Regular Rate, 40 for Regular Hours, 5 for Overtime Hours, 0 for Double-Time Hours, 1.5 for Overtime Multiplier. Result: (40 × 25) + (5 × 25 × 1.5) + (0 × 25 × 2) = 1000 + 187.50 + 0 = $1,187.50 gross weekly pay. ✓ Reasonable workweek with moderate overtime. Hourly equivalent for those 45 hours: $1,187.50 / 45 = $26.39/hour blended rate. Example 2 — California daily overtime with double-time. You earned $30/hour worked 40 regular hours plus a 14-hour shift on a Saturday — 8 hours regular, 4 hours overtime (1.5x), 2 hours double-time per CA rules. Enter 30, 40, 4, 2, 1.5. Result: (40 × 30) + (4 × 30 × 1.5) + (2 × 30 × 2) = 1200 + 180 + 120 = $1,500 gross weekly pay. ✓ The 14-hour shift produced significant premium pay; this kind of pattern is common in healthcare, manufacturing, and emergency services where shift coverage requires extended hours. California's daily overtime and double-time rules generate higher labor costs than federal-only FLSA, which is why some California employers schedule carefully to avoid 12+ hour shifts. For employees, knowing the rules helps verify paycheck accuracy.
Frequently asked questions
What is the federal overtime law (FLSA) and who qualifies?
The Fair Labor Standards Act (FLSA) is the federal law governing minimum wage and overtime in the United States, enforced by the US Department of Labor. Under FLSA, non-exempt employees must receive at least 1.5x regular rate for hours over 40 per workweek (the workweek is any consistent 7-day period defined by employer). Non-exempt employees include most hourly workers, plus salaried workers who don't meet exempt criteria. Exempt employees (salaried professional, executive, administrative, computer, outside sales, and highly compensated employees meeting specific duties and salary tests) generally don't qualify for overtime regardless of hours worked. Salary threshold for exemption: $684/week ($35,568/year) as of 2020, with DOL planning future increases. Duties tests are critical: executive exemption requires managing 2+ employees and authority over hiring; administrative requires office work using independent judgment on significant matters; professional requires advanced degree work. Many employers misclassify employees as exempt to avoid overtime, leading to wage-and-hour lawsuits with significant back-pay damages. Independent contractors aren't covered by FLSA, but misclassification of employees as contractors is also a frequent legal issue. Daily overtime, double-time, weekend or holiday premiums, and 7th-day rules aren't required by federal FLSA — they're state-specific, union-specific, or employer-discretionary.
How do state overtime laws differ from federal?
Most states follow federal FLSA standards (40-hour weekly threshold, 1.5x rate). Several states have additional or stricter overtime rules. California: 1.5x over 8 hours/day, 2x over 12 hours/day; 1.5x for first 8 hours on 7th consecutive workday, 2x after 8 hours on 7th consecutive workday; daily and weekly rules apply separately. Alaska: 1.5x over 8 hours/day and 40 hours/week. Colorado: 1.5x over 12 hours/day, 12 consecutive hours, or 40 hours/week (most generous of those). Nevada: 1.5x over 8 hours/day for workers earning below threshold. Some states require overtime for 7-day-consecutive work (CA, KY, RI, NV). Some require premium pay for specific occupations or industries (agriculture in CA, garment workers, domestic workers, healthcare). Union contracts can require higher overtime rates, holiday premium pay (1.5-2x), weekend premium pay, shift differentials. When state and federal law conflict, the law most favorable to employee applies. Multi-state employers must comply with each state's rules for employees working there. Employees in multiple states or remote workers in different states than employer face complex situations; for ambiguity, consult employment attorneys.
What is the "regular rate" for overtime calculation?
The "regular rate" for FLSA overtime is total straight-time pay divided by hours worked, not just nominal hourly rate. This means: hourly workers with no other compensation use their hourly rate as regular rate. Workers earning shift differentials, non-discretionary bonuses, commission, or piece-rate pay have those included in regular rate calculation, raising it. For example, an employee earning $20/hour plus a $200/week non-discretionary bonus working 40 hours has regular rate of ($800 + $200)/40 = $25/hour; overtime rate is 1.5 × $25 = $37.50, not 1.5 × $20 = $30. Exclusions from regular rate: discretionary bonuses (truly at employer's discretion, not promised); gifts and special-occasion bonuses; expense reimbursements; pay for non-work time (vacation, sick leave); fringe benefits; profit-sharing payments under specific rules. Regular rate matters because non-discretionary bonuses paid as flat amounts or as percentage of total earnings increase overtime liability. Some employers fail to recalculate regular rate after bonuses, producing back-pay liability if discovered in audit or lawsuit. Proper payroll administration recalculates overtime when non-discretionary bonuses apply, often retroactively crediting overtime. For commission-based workers, regular rate calculation is particularly complex; consult payroll professionals.
What are the most common mistakes with overtime pay?
The biggest is misclassifying employees as exempt to avoid overtime; salary alone doesn't make someone exempt — duties tests must be met, and salary must exceed federal threshold ($684/week as of 2020). Misclassification can result in years of back overtime pay plus penalties. The second is failing to count all hours worked; pre-shift preparation, post-shift cleanup, attending mandatory meetings, on-call time with restrictions, training time can all count toward weekly hours triggering overtime. Working off the clock is generally a violation. The third is using only federal rules when state rules require more; California, Alaska, Colorado, Nevada have daily overtime; multi-state employers must comply with each state's rules. The fourth is calculating overtime per pay period rather than per workweek; the workweek (any 7-day period) is the FLSA unit, not the biweekly pay period. The fifth is excluding non-discretionary bonuses from regular rate calculation; performance bonuses, attendance bonuses, production bonuses must be included, raising overtime rates. The sixth is averaging hours across multiple workweeks; FLSA prohibits this — each workweek is calculated separately even if pay is biweekly. The seventh is not paying overtime for "unauthorized" hours; if an employee works the hours and employer knew or should have known, overtime is due regardless of authorization. The eighth is improper comp time arrangements for private-sector employees; FLSA doesn't allow comp time in lieu of overtime for private-sector workers (allowed for some public-sector employees with specific rules).
When should I not use this calculator?
Skip it for exempt salaried employees who don't qualify for overtime regardless of hours; their gross pay is fixed at salary rate, and the calculator doesn't apply. Verify exempt status carefully — misclassification is a frequent legal issue. It is the wrong tool for tipped employees in service industries; overtime calculation involves the full minimum wage as base (not tipped minimum) with tip credit applied, which the calculator doesn't model. Do not use it for piece-rate workers or commission-based employees; regular rate calculation includes those components and may differ from nominal rate. For union-represented employees, refer to your collective bargaining agreement which may have additional overtime rules (holiday premium, weekend premium, shift differentials) beyond what the calculator handles. For workers in California or other states with daily overtime rules, ensure you're using state-specific calculation rather than federal-only — the calculator handles California daily overtime if you correctly partition hours into regular/overtime/double-time. For complex situations (multi-rate workers, fluctuating workweek method, alternative workweek schedules), consult payroll professionals; FLSA has many edge cases and proper compliance requires understanding specific rules. For wage-and-hour dispute analysis or back-pay calculation, work with employment attorneys; the calculator is illustrative, not legal calculation. And for any situation where you believe you're being underpaid, document hours worked and consult DOL Wage and Hour Division (1-866-487-9243) or state labor agencies — they can investigate at no cost to you.