加班工资计算器
本加班工资计算器计算按小时和按薪水计酬员工的加班收入。计算 1.5 倍和 2 倍工资，查看每周和双周预测，了解 FLSA 对豁免和非豁免员工的加班规定。
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
加班费如何计算？
标准加班费计算：将一周内超过40小时的所有工作时间乘以正常小时工资，再乘以加班倍率（美国联邦标准为1.5倍）。例如：时薪20美元，工作45小时：正常工时40小时 × 20 = 800美元；加班5小时 × 20 × 1.5 = 150美元；总计950美元。
加班费标准在各国有何不同？
美国：联邦法律规定超过40小时/周需支付1.5倍时薪（某些州规定超过8小时/天即触发）。中国：工作日加班150%工资，休息日加班200%，法定节假日加班300%，每月加班不得超过36小时。欧盟：各国不同，但多规定1.25-1.5倍。澳大利亚：普通加班1.5倍，周日2倍。
哪些员工有权享受加班费？
美国《公平劳动标准法》（FLSA）规定：非豁免员工有权享受加班费。豁免员工（不享受加班费）包括：周薪超过684美元（2024年标准）的执行、行政、专业岗位员工；某些计件制和外部销售人员。中国：无论何种用工形式，只要存在实际加班，均应支付相应加班费。
加班费的计算基数包含哪些内容？
美国FLSA规定：加班计算基数（正常时薪）= (基本工资 + 大多数绩效奖金 + 班次差异补贴等) / 实际工作小时数。不包括：礼品性质奖金、节日礼金、旅行补贴、餐费补贴。中国：加班工资基数以劳动合同约定工资为准，通常包含基本工资，具体按各地规定。
补休假（调休）能代替加班费吗？
美国：联邦政府《FLSA》一般不允许私营企业以调休代替加班费（1.5倍现金），但州政府雇员可接受等值调休。中国：经员工同意，工作日加班可以安排补休代替加班工资；节假日加班必须支付300%工资，不可仅用补休代替。建议在接受调休安排前了解当地法律规定。
如何追踪加班时间？
建议方法：使用时间追踪软件（如Toggl、Clockify）或纸质打卡记录；每日记录开始/结束时间及休息时间；每周汇总并与雇主核对；保存记录至少3年（美国FLSA要求）。雇主有义务记录员工工作时间，员工也应自行保留副本，以防工资纠纷时有据可查。
年薪员工有加班费吗？
在美国，年薪不代表没有加班费权利。关键在于薪资水平和工作职责是否符合豁免条件。若年薪低于35,568美元（2024年），无论职位名称，均有权享受加班费。中高薪年薪员工若职责符合"执行、行政、专业"标准方可豁免。建议查阅当地劳动局规定或咨询劳动律师。
如何追讨被拖欠的加班费？
如发现加班费被拖欠，步骤：首先查阅劳动合同和公司政策确认权利；向人力资源部门或直接主管提出书面申请；若无结果，向劳动仲裁委员会或劳动监察部门投诉；必要时寻求劳动律师协助。美国可向DOL（劳工部）提交投诉，中国可向劳动争议仲裁委员会申请仲裁。保存所有证据（工时记录、工资单、通讯记录）。
高管或销售人员如何计算加班费？
美国：纯佣金制外部销售人员通常豁免加班费。计件制工人加班费 = 正常时薪 × 0.5（因正常时薪已包含"直薪"部分）。中国：经劳动部门批准实行综合工时制或不定时工时制的岗位（如部分高管、季节性工人），加班费计算方式不同于标准工时制，需参照批准文件和当地规定执行。
加班对健康有何影响？
研究表明，长期每周工作超过50-55小时会显著增加健康风险：心血管疾病风险增加30-40%；卒中风险增加30%；睡眠质量下降、精神健康问题增加；工伤事故率上升（疲劳导致注意力下降）。加班费政策的设计初衷之一就是通过提高加班成本来限制雇主要求过度加班，保护工人健康。
How to Calculate Overtime Pay
What is Overtime Pay?
Overtime pay is the additional compensation an employee earns for working beyond their standard working hours. In the United States, the Fair Labor Standards Act (FLSA) requires that non-exempt employees receive overtime pay at a rate of at least 1.5 times their regular hourly rate for all hours worked beyond 40 in a workweek.
Our overtime pay calculator helps you quickly determine your regular pay, overtime pay, total earnings, and effective hourly rate. It also provides weekly, biweekly, and monthly projections to help with budgeting and financial planning.
How to Use This Calculator
- Enter your regular hourly pay rate
- Enter your regular hours worked per week (defaults to 40, the standard full-time work week)
- Enter the number of overtime hours worked
- Select your overtime multiplier: 1.5x (time and a half), 2x (double time), or enter a custom multiplier
- View your pay breakdown, effective hourly rate, and projections instantly
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 required by federal law under the FLSA. For a $20/hr worker, overtime pay is $30/hr.
- 2x (Double Time): Required in some states (like California for hours beyond 12 in a day) and by some union contracts. For a $20/hr worker, overtime pay is $40/hr.
- Custom Multiplier: Some employers or contracts may use other rates such as 1.25x, 1.75x, or 2.5x for special circumstances like holidays or weekend shifts.
FLSA Exempt vs Non-Exempt Reference
The Fair Labor Standards Act (FLSA) defines which employees are eligible for overtime pay. Use this reference table to understand overtime eligibility based on employee classification. Non-exempt workers must receive at least 1.5x their regular pay rate for hours worked over 40 per workweek.
| 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 |
Note: The FLSA salary threshold is periodically updated by the Department of Labor. State overtime laws may set higher thresholds — always check federal and state requirements. Misclassifying employees as exempt is one of the most common FLSA violations and can result in significant penalties.
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 to plan expenses
- 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 tax withholding
Tips and Considerations
- This calculator shows gross pay before taxes and deductions. Your take-home pay will be less after federal, state, and local taxes
- Some states have daily overtime rules in addition to weekly (e.g., California requires overtime after 8 hours in a day)
- Salaried exempt employees typically do not qualify for overtime pay under the FLSA
- Holiday pay rates vary by employer and are not required by federal law unless it results in overtime hours
- Monthly projections assume consistent weekly hours. Actual monthly pay may vary based on the number of work weeks in a month