Time Card Calculator
Compute weekly gross pay from regular and overtime hours at an hourly rate. Applies the standard US 1.5x overtime multiplier under FLSA.
Last updated: September 2026
Compare with similar
About this calculator
Under the US Fair Labor Standards Act (FLSA), non-exempt employees must be paid at least 1.5 times their regular rate for hours worked over 40 in a single workweek. The FLSA definition of 'workweek' is a fixed, recurring 168-hour period — not necessarily Sunday-to-Saturday, but must be consistent.
This calculator applies the classic split: pay = regular hours × rate + overtime hours × rate × 1.5. It treats the split as already provided (the caller decides which hours are regular and which are overtime), which is the right assumption when the workweek has been set and hours are being posted.
State law can require additional overtime. California pays 1.5x after 8 hours in a day and 2x after 12; Colorado has similar daily rules. Some union contracts add 'double-time' for holidays or Sundays. This calculator handles only the federal 1.5x multiplier — feed each rate's hours through separately and add if state or contract rules apply.
How to use
Example — a 45-hour work week. Regular hours = 40, overtime hours = 5, hourly rate = 20. Regular pay = 40 × 20 = $800. Overtime pay = 5 × 20 × 1.5 = 5 × 30 = $150. Gross weekly pay = 800 + 150 = $950. Check: without overtime multiplier, 45 × 20 = $900; the $50 extra is the 0.5 premium × 5 hours × $20 = $50. Example — no overtime. Regular hours = 40, overtime hours = 0, hourly rate = 25. Gross weekly = 40 × 25 = $1000. If your paycheck comes weekly, that is the gross line; net (after taxes and deductions) is roughly 70–80% of that depending on your withholding — use /en/calculators/payroll/take-home-paycheck-calculator/ for an estimate.
Frequently asked questions
Who is entitled to FLSA overtime?
Non-exempt employees. Exempt employees (typically salaried, performing executive/administrative/professional duties, and earning above the current DOL salary threshold — $58 656/year in 2025 for the standard test, subject to change) are not entitled to overtime under federal law. Some states apply additional exemption tests. Consult your HR or state labor board if unsure.
What counts as hours worked?
Any time the employee is 'suffered or permitted to work' — that includes short breaks under 20 minutes (paid), on-call time when the employee's freedom is restricted, and pre/post-shift activities integral to the job (e.g. donning required safety gear). Meal periods of 30+ minutes are usually unpaid. Travel time rules are complex — see 29 CFR 785 for the details.
How do I compute weighted-average overtime?
When an employee works at two different rates in one week, FLSA requires the overtime multiplier to apply to a weighted average of the rates, not to each rate separately. Compute the average hourly rate for the week and pay 1.5x that on hours over 40. This calculator handles the single-rate case; for multiple rates, run it separately for each and pass the weighted-average rate through for overtime.
Does this handle piece-rate or salary conversions?
No — it assumes an hourly employee. To convert salary to hourly, divide annual salary by 2 080 (52 weeks × 40 hours). For piece-rate, divide total weekly earnings by hours worked to derive the effective hourly rate for overtime purposes. Cross-check with /en/calculators/payroll/salary-to-hourly/ for a clean conversion.