Free Overtime Calculator
Quickly calculate your overtime pay, total earnings, and effective hourly rate. Supports time-and-a-half, double-time, and multiple pay periods.
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Understanding Overtime Pay: A Complete Guide
An overtime calculator helps employees and employers determine the additional compensation owed for hours worked beyond the standard workweek. Whether you're budgeting your personal finances or managing payroll for a small team, understanding how overtime pay works is essential for staying compliant with labor laws and ensuring fair compensation.
FLSA Overtime Rules
The Fair Labor Standards Act (FLSA) is the federal law that governs overtime pay in the United States. Under the FLSA, non-exempt employees must receive overtime pay at a rate of at least one and a half times their regular rate of pay for every hour worked over 40 in a workweek. This is commonly referred to as "time and a half." The FLSA applies to most employees in the private sector and in federal, state, and local governments. Employers who violate these rules can face significant penalties, including back pay and liquidated damages. The overtime threshold is calculated on a workweek basis — employers cannot average hours over two or more weeks to avoid paying overtime.
Exempt vs. Non-Exempt Employees
Not every worker qualifies for overtime. The FLSA provides exemptions for certain employees based on their salary level and job duties. To be classified as exempt, an employee must generally earn at least $35,568 per year ($684 per week) on a salary basis and perform executive, administrative, or professional duties as defined by the Department of Labor. Employees who do not meet both the salary threshold and the duties test are classified as non-exempt and are entitled to overtime pay. Misclassifying employees is one of the most common — and costly — wage and hour violations. If you manage a team, it's critical to review each role's classification carefully using the duties test, not just job title alone.
State-Specific Overtime Variations
While the FLSA sets the federal floor for overtime requirements, many states have enacted their own overtime laws that offer greater protections for workers. California is the most notable example — it requires overtime pay after 8 hours in a single day, not just after 40 hours in a week. California also mandates double-time pay for hours worked beyond 12 in a day and for all hours worked beyond 8 on the seventh consecutive workday. Alaska requires daily overtime after 8 hours, and Colorado mandates it after 12 hours in a day. Nevada requires overtime after 8 hours in a day if the employee earns less than 1.5 times the minimum wage. When state and federal laws differ, the law that provides the greater benefit to the employee applies.
Double-Time Pay Explained
Double-time pay means an employee earns twice their regular hourly rate. While double-time is not required by federal law, it is mandated under certain conditions in states like California. Some employers also offer double-time voluntarily as part of a collective bargaining agreement or company policy — for example, for work on holidays or for exceptionally long shifts. Using our overtime calculator with the 2× multiplier, you can quickly see how double-time affects your total earnings and effective hourly rate for any given pay period.
How to Use This Overtime Calculator
Enter your regular hourly rate, the number of standard hours you work per week (typically 40), and the number of overtime hours you expect to work. Select your overtime multiplier — 1.5× for time and a half or 2× for double-time — and choose your pay period. The calculator will instantly display your regular pay, overtime pay, total pay, and your effective hourly rate, which blends your regular and overtime earnings into a single rate. This effective rate is useful for comparing job offers or understanding the true value of working extra hours. For employers managing payroll and team compensation, accurate overtime tracking is essential for compliance and budgeting.
Frequently Asked Questions
What is the standard overtime rate?
Under the Fair Labor Standards Act (FLSA), the standard overtime rate is 1.5 times (time and a half) your regular hourly rate for all hours worked beyond 40 in a workweek. Some states and employers offer double-time (2x) for hours exceeding certain thresholds.
Who qualifies for overtime pay?
Non-exempt employees covered by the FLSA are entitled to overtime pay. Exempt employees — typically salaried workers in executive, administrative, or professional roles earning above $35,568 per year — are generally not eligible. Classification depends on both salary level and job duties.
How do I calculate overtime pay?
Multiply your regular hourly rate by the overtime multiplier (usually 1.5x) and then by the number of overtime hours worked. For example, if you earn $20/hour and work 10 overtime hours: $20 × 1.5 × 10 = $300 in overtime pay.
Do all states follow the same overtime rules?
No. While federal FLSA sets the baseline at 1.5x after 40 hours per week, some states have stricter rules. California, for example, requires overtime after 8 hours in a single day and double-time after 12 hours. Alaska and Nevada also have daily overtime thresholds.
What is double-time pay?
Double-time pay means you earn twice your regular hourly rate. It is not required by federal law but is mandated in certain states like California for hours worked beyond 12 in a single day or for work on the seventh consecutive day in a workweek.
Can salaried employees receive overtime?
Yes, if they are classified as non-exempt. Salary alone does not determine exemption status — both the salary threshold and the duties test must be met. Salaried non-exempt employees are entitled to overtime just like hourly workers.
