Overtime Pay Calculator
This overtime pay calculator computes your overtime earnings for hourly and salaried workers. Calculate time-and-a-half (1.5x) and double-time (2x) wages, view weekly and biweekly projections, and understand FLSA overtime rules for exempt vs non-exempt employees.
Calculate Overtime Pay
Enter your hourly rate, hours worked, and overtime details to calculate your total earnings.
Overtime rate: 1.5x per hour
Frequently Asked Questions
How is overtime pay calculated?
Overtime pay is calculated by taking all hours worked over 40 in a workweek, multiplying by your regular hourly rate, and then multiplying by 1.5 (time-and-a-half). For example, if your hourly rate is $20 and you work 50 hours in a week: Regular pay = 40 × $20 = $800. Overtime pay = 10 × $20 × 1.5 = $300. Total weekly pay = $800 + $300 = $1,100. For salaried workers, first divide your annual salary by 52 weeks and then by 40 hours to find your equivalent hourly rate.
What is time and a half?
Time and a half means you earn 1.5 times (150%) your regular hourly pay rate for each overtime hour worked. If you normally make $24/hour, time and a half pays $36/hour for every overtime hour. Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive at least time and a half for all hours worked beyond 40 in a single workweek. Some employers offer time and a half voluntarily for holiday work as well.
Who is exempt from overtime pay?
Under the FLSA, employees classified as exempt do not receive overtime pay. Exempt categories include: executive employees who manage a department and supervise at least two full-time workers, administrative employees whose primary duty involves office work related to business operations, professional employees in fields requiring advanced knowledge (law, medicine, engineering), computer employees earning at least $27.63/hour, and highly compensated employees earning $107,432 or more annually. All exempt employees must also meet the minimum salary threshold set by the Department of Labor.
What is the FLSA overtime rule?
The Fair Labor Standards Act (FLSA) is the federal law that governs overtime pay in the United States. It requires employers to pay non-exempt employees at least 1.5 times their regular rate of pay for every hour worked over 40 in a workweek. The FLSA defines a workweek as any fixed, recurring 168-hour period (7 consecutive 24-hour periods). Employers cannot average hours over two or more weeks — each workweek stands alone for overtime calculation purposes. Violations can result in back pay, liquidated damages, and penalties.
Does overtime apply to salaried employees?
Yes, overtime applies to salaried employees who are classified as non-exempt. Being paid a salary does not automatically make an employee exempt from overtime. To be exempt, an employee must earn above the FLSA salary threshold AND perform job duties that meet specific exemption tests (executive, administrative, professional, computer, or outside sales). Salaried non-exempt employees below the threshold are entitled to overtime pay just like hourly workers. To calculate their overtime rate, divide the annual salary by 52 weeks and then by 40 hours.
What is the overtime threshold in 2026?
The FLSA salary threshold for overtime exemption determines the minimum salary an employee must earn to potentially be classified as exempt. The Department of Labor periodically updates this threshold to account for wage growth. Employees earning below the salary threshold are automatically eligible for overtime pay regardless of their job duties. Employers should verify the current threshold with the Department of Labor, as courts and regulatory changes can affect the applicable amount. State thresholds may be higher — for example, California, New York, and Washington have their own salary thresholds that exceed the federal level.
How does California overtime differ from federal?
California has some of the strongest overtime protections in the nation, exceeding federal FLSA requirements. Key differences include: daily overtime after 8 hours in a single workday (federal law only counts weekly hours), double-time pay (2x rate) for hours worked beyond 12 in a single day, double-time for hours beyond 8 on the seventh consecutive day worked in a workweek, and a higher salary threshold for exempt employees. California also requires overtime for the first 8 hours on the seventh consecutive day at 1.5x rate. Other states with daily overtime rules include Alaska, Colorado, and Nevada.
Is overtime pay taxed differently?
Overtime pay is taxed at the same rate as regular income — there is no special overtime tax rate. However, overtime earnings increase your total gross income, which may push you into a higher marginal tax bracket for that pay period, resulting in more tax being withheld from your paycheck. This can make it appear that overtime is taxed at a higher rate. Your actual tax liability is determined when you file your annual return. Additionally, higher gross pay from overtime may affect Social Security and Medicare withholdings, which are calculated as a percentage of total earnings.
Can an employer refuse to pay overtime?
No, an employer cannot legally refuse to pay overtime to non-exempt employees. Under the FLSA, overtime pay is mandatory — not optional. If a non-exempt employee works more than 40 hours in a workweek, the employer must pay overtime regardless of whether the overtime was authorized or pre-approved. Employers who violate overtime laws face serious consequences including back pay for all unpaid overtime, liquidated damages (often equal to the back pay amount), attorney fees, and potential criminal penalties for willful violations. Employees can file complaints with the Department of Labor or pursue private lawsuits.
How do you calculate overtime for biweekly pay?
Overtime is always calculated on a per-workweek basis, not per pay period. For biweekly pay, you must track hours for each of the two workweeks separately. For example, if you work 45 hours in week one and 35 hours in week two, you earned 5 hours of overtime in week one — even though your total biweekly hours (80) equal a standard two-week period. The employer cannot average the two weeks to avoid paying overtime. Each workweek stands alone: Regular pay = (40 + 35) × hourly rate, Overtime pay = 5 × hourly rate × 1.5.
How to Calculate Overtime Pay
Use this guide to understand overtime rules, calculate gross pay, and compare common overtime scenarios.
What is Overtime Pay?
Overtime pay is extra compensation for hours worked beyond a standard work schedule. In the United States, the Fair Labor Standards Act (FLSA) generally requires non-exempt workers to be paid at least 1.5 times their regular hourly rate for hours worked over 40 in a workweek.
This calculator helps you estimate regular pay, overtime pay, total earnings, and effective hourly rate. It also gives weekly, biweekly, and monthly projections so you can plan around variable hours.
How to Use This Calculator
- Enter your regular hourly pay rate.
- Enter your regular hours worked and overtime hours.
- Choose 1.5x, 2x, or a custom overtime multiplier.
- Review the pay breakdown, effective hourly rate, projections, and copyable summary.
Overtime Formulas
Regular Pay
Regular Pay = Hourly Rate x Regular Hours
Overtime Pay
Overtime Pay = Hourly Rate x Overtime Multiplier x Overtime Hours
Total Pay
Total Pay = Regular Pay + Overtime Pay
Effective Hourly Rate
Effective Rate = Total Pay / Total Hours Worked
Overtime Multipliers Explained
- 1.5x (Time and a Half): The most common overtime rate under federal law. A $20/hour worker would earn $30/hour for overtime.
- 2x (Double Time): Some employers, unions, and state rules use double time. A $20/hour worker would earn $40/hour for overtime.
- Custom Multiplier: Use any other rate your contract or policy requires, such as 1.25x, 1.75x, or 2.5x.
FLSA Exempt vs Non-Exempt Reference
The FLSA determines which employees are eligible for overtime pay. Non-exempt workers must generally receive at least 1.5x their regular rate for hours worked over 40 in a workweek.
Use the reference table below to compare common employee classifications and overtime eligibility.
| Employee Type | Overtime Eligible? | Salary Threshold |
|---|---|---|
| Hourly (Non-Exempt) | Yes | N/A - always eligible |
| Salaried Non-Exempt (below threshold) | Yes | Below FLSA salary threshold |
| Executive Exempt | No | Above threshold + manages department, supervises 2+ employees |
| Administrative Exempt | No | Above threshold + office work related to business operations |
| Professional Exempt | No | Above threshold + advanced knowledge in specialized field |
| Computer Employee Exempt | No | Above threshold or $27.63+/hr + systems analyst, programmer, or engineer |
| Outside Sales Exempt | No | No salary requirement - must make sales away from employer's place of business |
| Highly Compensated Employee | No | $107,432+/year + at least one exempt duty |
The Department of Labor updates salary thresholds periodically. State laws may require higher thresholds or additional overtime rules.
Examples
Example 1: Standard Overtime (1.5x)
An employee earns $25/hr and works 45 hours in a week:
Regular Pay: $25 x 40 = $1,000 | Overtime: $25 x 1.5 x 5 = $187.50 | Total: $1,187.50
Example 2: Double Time (2x)
An employee earns $30/hr and works 48 hours with double-time overtime:
Regular Pay: $30 x 40 = $1,200 | Overtime: $30 x 2 x 8 = $480 | Total: $1,680
Example 3: Effective Rate Calculation
From Example 1, the effective hourly rate is:
$1,187.50 / 45 hours = $26.39/hr effective rate
Use Cases
- Paycheck verification: Check that your overtime pay has been calculated correctly on your pay stub.
- Budget planning: Project monthly income when working regular overtime.
- Job comparison: Compare total compensation between jobs with different hourly rates and overtime expectations.
- Negotiation: Understand the value of overtime opportunities when evaluating job offers.
- Employer calculations: Estimate labor costs including overtime for project planning and budgeting.
- Tax planning: Estimate gross earnings for the pay period to plan for withholding.
Tips and Considerations
- This calculator shows gross pay before taxes and deductions.
- Some states have daily overtime rules in addition to weekly rules.
- Salaried exempt employees typically do not qualify for overtime pay.
- Holiday pay rates vary by employer and are not required by federal law unless they create overtime hours.
- Monthly projections assume consistent weekly hours.