Overtime Pay Calculator
Calculate overtime and double-time earnings for hourly workers. Enter your base rate, regular hours, overtime hours at 1.5x, and double-time hours at 2x
Overtime Pay Calculator
Calculator
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Formula: Total = (Rate x Regular Hours) + (Rate x OT Multiplier x OT Hours) + (Rate x 2 x DT Hours)
Worked example — Total: $1,375 gross
Formula
Total = (Rate x Regular Hours) + (Rate x OT Multiplier x OT Hours) + (Rate x 2 x DT Hours)
Under FLSA, non-exempt employees must receive 1.5x their regular rate for hours over 40/week. Some states (like California) require double time after 12 hours/day or on the 7th consecutive day.
Worked Examples
Example 1: 10 hours overtime
Problem:$25/hr, 40 regular + 10 OT at 1.5x
Solution:Regular: 40 x $25 = $1,000. OT: 10 x $37.50 = $375
Result:Total: $1,375 gross
Frequently Asked Questions
When does overtime apply?
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive 1.5x pay for hours worked over 40 in a workweek. Some states have daily overtime rules (e.g., California: OT after 8 hrs/day, double time after 12 hrs/day).
Who is exempt from overtime?
Salaried employees earning above $43,888/year in executive, administrative, or professional roles may be exempt. The 2024 DOL rule sets this threshold.
How is overtime calculated for salaried non-exempt employees?
For salaried non-exempt employees, first calculate the regular rate of pay: divide the weekly salary by the number of hours it is intended to cover (usually 40). Then pay 0.5x that rate for each overtime hour (since the salary already covers straight time). For example, a $600/week salary at 40 hours = $15/hr regular rate. Overtime hours earn an additional $7.50/hr on top of the included salary.
Can employers require employees to work overtime?
Yes, in most US states employers can require overtime work and can discipline or terminate employees who refuse, unless a union contract or employment agreement says otherwise. However, the employer must pay the legally required overtime premium. Only in certain industries (healthcare, transportation) are there restrictions on maximum mandatory hours worked for safety reasons.
What counts as the regular rate of pay when computing the overtime premium?
Under the Fair Labor Standards Act the premium is based on the regular rate, not the base hourly wage alone. That rate is total straight-time earnings for the workweek divided by hours worked, and it generally has to absorb shift differentials, non-discretionary production or attendance bonuses, and commissions. Truly discretionary gifts and certain benefit contributions are excluded. If you earn any of those extras, entering only your base rate here understates what the overtime hours are worth.
Is double time required by federal law?
No. The Fair Labor Standards Act sets a floor of one and a half times the regular rate for hours beyond 40 in a workweek and says nothing about a two-times rate. Double time comes from state law, collective bargaining agreements, or employer policy — California, for instance, has long imposed daily overtime and double-time rules that federal law does not. Use the double-time field only if your state, contract or handbook actually provides it.
What is a workweek, and can hours be averaged across two weeks?
A workweek is a fixed, recurring period of 168 consecutive hours that the employer designates; it need not match the calendar week. Overtime is computed within each workweek separately, so for most private employers hours cannot be averaged across a two-week pay period. Working 50 hours one week and 30 the next owes 10 hours of premium even though the total is 80. Enter one workweek at a time in Overtime Pay Calculator.
Do paid holidays, vacation and sick hours count toward the 40-hour threshold?
Generally not under federal law, which counts hours actually worked. Forty-eight paid hours that include eight hours of holiday leave is 40 worked hours, so no federal overtime premium is triggered. Employer policies or union contracts can be more generous and count paid leave toward the threshold, and some do. Enter worked hours in the regular and overtime fields, and treat paid leave as separate straight-time earnings.
What is compensatory time off, and who is allowed to receive it?
Compensatory time substitutes paid time off, at one and a half hours per overtime hour, for a cash premium. Under the Fair Labor Standards Act it is available to state and local government employers under specific conditions including a prior agreement and accrual caps; private-sector employers generally must pay overtime in wages instead. An arrangement that simply gives back straight-time hours in a later week is not lawful comp time for a covered non-exempt employee.
Why is the effective hourly figure lower than the overtime rate?
Because it blends every hour together: total gross divided by all hours worked, including the straight-time ones. At $25 an hour with 40 regular and 10 overtime hours, gross is $1,000 plus $375, and $1,375 over 50 hours gives $27.50 effective. That blended number is useful for comparing a high-overtime job against a higher base rate with no overtime, since it shows what the whole schedule actually yields per hour.
References
Reviewed for accuracy by Sahil, Senior Finance & Tax Editor · Editorial policy
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