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Overtime Pay Calculator

Calculate overtime pay based on regular hours, overtime hours, and labor law overtime multipliers.

Hours & Rate Details

Regular Hourly Rate

Hours Worked This Week

Overtime Threshold

Hours before overtime kicks in (default 40)

Overtime Multiplier

Double-Time Threshold (optional)

Hours after which double-time applies (leave blank if none)

Overtime Pay: Rules, Rates, and How to Calculate It

Overtime pay is a fundamental protection for American workers, ensuring that employees are fairly compensated when they work beyond standard hours. Under federal law, the Fair Labor Standards Act (FLSA) requires most employers to pay non-exempt employees at least one and a half times their regular hourly rate for every hour worked over 40 in a single workweek. Understanding how overtime is calculated helps you verify that your paycheck is accurate and plan your finances around weeks with extra hours.

Federal Overtime Rules Under the FLSA

The FLSA establishes the baseline overtime threshold at 40 hours per workweek. A workweek is any fixed, recurring 168-hour period (seven consecutive 24-hour days). It does not have to align with the calendar week. Any hours worked beyond 40 in that period must be compensated at no less than 1.5 times the employee's regular rate of pay. Employers cannot average hours over two or more weeks to avoid paying overtime — each workweek stands on its own.

Exempt vs. Non-Exempt Employees

Not all workers are entitled to overtime. The FLSA provides exemptions for certain categories of employees, primarily those in executive, administrative, professional, computer, and outside sales roles who earn above a specific salary threshold. As of 2026, most executive, administrative, and professional employees must earn at least $684 per week ($35,568 annually) on a salary basis to qualify for the federal white-collar exemption, though some states set higher thresholds. If you are classified as exempt, your employer is not required to pay you overtime regardless of hours worked.

State Overtime Laws

Several states impose overtime requirements that go beyond federal law. California, for example, requires overtime pay (1.5x) for any hours worked beyond 8 in a single day, and double-time pay (2x) for hours beyond 12 in a day or beyond 8 on the seventh consecutive day worked in a workweek. Alaska and Nevada also have daily overtime thresholds. Colorado requires overtime after 12 hours in a day or 40 hours in a week. Always check your state's specific rules, as they may provide greater protections than federal law.

Double-Time Pay

Double-time pay — paying twice the regular hourly rate — is not required by federal law but is mandated in some states (notably California) and is common in union contracts. This calculator includes an optional double-time threshold so you can model scenarios where hours beyond a certain point are paid at 2x your base rate. Double-time significantly increases weekly earnings and can represent thousands of extra dollars over the course of a year for workers who regularly log long hours.

How Overtime Affects Annual Income

Even a few hours of regular overtime each week can dramatically increase your annual earnings. An employee earning $25 per hour who works 45 hours every week earns $1,187.50 per week instead of $1,000 — an increase of nearly $10,000 per year. The projections section of this calculator shows you exactly what your weekly overtime schedule would yield on a monthly and annual basis, making it easier to plan budgets, savings goals, and tax estimates.

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How to Use the Overtime Pay Calculator

1
Enter your regular hourly rate
Input your standard hourly wage before any overtime multipliers are applied.
2
Enter hours worked
Input the total number of hours you worked during the pay period, including both regular and overtime hours.
3
Set the overtime threshold
Confirm or adjust the overtime threshold, which is typically 40 hours per week under federal law but may differ by state.
4
View your overtime pay
Review the breakdown showing regular pay, overtime pay at 1.5x your rate, and the combined total earnings for the period.

Sources & Verification

Payroll rates verified against IRS Publication 15 and Department of Labor data

FLSA Overtime Rules

Published by ConvertCrunch Editorial Team | Our Methodology

Frequently Asked Questions

How is overtime pay calculated in the US?

Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at 1.5 times their regular hourly rate for all hours worked beyond 40 in a workweek. For example, if your regular rate is $20 per hour, overtime hours are paid at $30 per hour. Some states have stricter rules: California requires daily overtime (over 8 hours in a day) and double time (over 12 hours in a day or over 8 hours on the seventh consecutive workday).

Who is exempt from overtime pay?

The FLSA exempts certain employees from overtime requirements. The most common exemptions are for executive, administrative, and professional employees who earn at least $684 per week ($35,568 annually under the current federal threshold) and meet specific duties tests. Other exemptions include outside sales employees, certain computer professionals earning at least $27.63 per hour, and highly compensated employees earning $107,432 or more. Exempt status depends on both salary level and job duties, not just job title.

Does overtime apply to salaried employees?

Yes, being salaried does not automatically exempt you from overtime. Salaried non-exempt employees are still entitled to overtime pay. To determine if a salaried employee is exempt, two tests must be met: the salary basis test (currently $684 per week, or $35,568 per year, under the federal rule) and the duties test (performing executive, administrative, or professional duties). If a salaried employee earns below the threshold or does not meet the duties test, they must receive overtime pay for hours exceeding 40 per week.

What counts as hours worked for overtime purposes?

Hours worked includes all time an employee is required to be on the employer's premises, on duty, or at a prescribed workplace. This includes mandatory training, travel between job sites during the workday, waiting time when the employee cannot use the time freely, and on-call time when movement is restricted. It generally excludes regular commuting time, bona fide meal breaks (30 minutes or more when fully relieved of duties), and paid time off like vacation or sick days.

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