Weekly Overtime Pay Calculator
Calculate a week's gross wages including overtime, using a selectable overtime multiplier (1.5× FLSA federal standard, 2.0× for California double-time or holidays). Complements the take-home-paycheck calculator by starting one step earlier — at gross wages before deductions.
Last updated: September 2026
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About this calculator
Under the US Fair Labor Standards Act (FLSA), non-exempt employees are entitled to overtime pay at 1.5× their regular rate for hours worked over 40 in a workweek. The formula is:
gross = regularHours × regularRate + overtimeHours × regularRate × multiplier.
Most states follow the federal 1.5× rule. California is the notable exception: hours worked over 8 in a day (up to 12) count as overtime at 1.5×, and hours over 12 in a day — or over 8 on the seventh consecutive workday — count as double-time (2×). Nevada, Alaska, and Colorado also have daily-overtime rules that can trigger 1.5× pay before you hit 40 weekly hours.
Exempt employees (salaried professionals meeting the salary-basis test and the duties test) are not entitled to overtime under federal law. The FLSA salary threshold has been changing in recent years; check the DOL's current threshold. Many employers still choose to pay salaried staff a bonus or comp-time for extraordinary weeks, but that is voluntary rather than required.
This calculator gives gross pay only. To see take-home after federal, state, FICA, and any voluntary deductions, feed the result into the take-home-paycheck calculator at /en/calculators/payroll/take-home-paycheck-calculator/. To convert an annual salary into an equivalent hourly rate for comparison, use the salary-to-hourly-calculator at /en/calculators/payroll/salary-to-hourly-calculator/.
How to use
Example 1 — 40 regular hours plus 10 overtime at FLSA 1.5×. regularRate = $20/hr. Regular pay = 40 × 20 = $800. Overtime pay = 10 × 20 × 1.5 = $300. Gross = $1,100. Example 2 — California double-time week. A restaurant server works 8 hours of double-time (holiday shifts). regularRate = $18/hr, regularHours = 32, overtimeHours = 8, multiplier = 2. Regular pay = 32 × 18 = $576. Double-time pay = 8 × 18 × 2 = $288. Gross = $864 for the week. Use the payroll-tax-calculator at /en/calculators/payroll/payroll-tax-calculator/ to see what actually lands in the bank account.
Frequently asked questions
Am I entitled to overtime?
Under federal FLSA, non-exempt employees earning below the current DOL salary threshold, or paid hourly, are entitled to 1.5× overtime for hours worked over 40 in one workweek. Exempt employees (salaried professionals passing the DOL duties test) are not. Some state laws are stricter than federal law — California, Nevada, and Alaska have daily overtime rules. Check both your state Department of Labor and your employee classification if unsure.
What's the difference between 1.5× and 2×?
1.5× (‘time-and-a-half’) is the federal FLSA minimum for hours over 40 in a workweek. 2× (‘double-time’) is not required by federal law but is required in California for hours worked over 12 in a day or over 8 on the seventh consecutive workday. Many employer policies and union contracts also pay double-time for holidays or Sunday work — that is voluntary rather than legal.
Does my bonus count in the 'regular rate'?
Yes — under FLSA, non-discretionary bonuses (production, attendance, or hourly-shift bonuses) must be included in the regular rate when calculating overtime. That means overtime paid on top of an annual bonus is a back-calculation the employer has to do. This calculator uses a plain hourly rate; if you receive bonuses, ask payroll for your effective FLSA regular rate for that period.
Do salaried employees get overtime?
Only non-exempt salaried employees get overtime. Exempt salaried employees do not. The 'exempt' status requires the employee to earn above the DOL salary threshold AND perform duties matching the executive, administrative, professional, computer, or outside sales exemptions. Just being on salary does not automatically make you exempt — misclassification is one of the most common wage-and-hour violations.