Overtime Calculator
Calculate time-and-a-half overtime pay under federal FLSA rules. Hours over 40/week earn 1.5× your regular hourly rate.
Reviewed & updated for 2026 by Rakesh Choudhary, PhD · How we calculate
How overtime pay actually gets calculated
The federal Fair Labor Standards Act (FLSA) sets the basic rule: covered employees who work more than 40 hours in a workweek must be paid at least 1.5 times their regular rate for the excess hours. That's where "time and a half" comes from. The math is simple:
Regular pay = min(hours, 40) × hourly rate
Overtime pay = max(hours − 40, 0) × hourly rate × 1.5
Total weekly = regular + overtime
Worked example: you earn $22 per hour and clock 48 hours one week. Regular pay = 40 × $22 = $880. Overtime = 8 × $22 × 1.5 = $264. Total: $1,144. That's $264 more than a flat 48-hour week at the regular rate.
A "workweek" under the FLSA is a fixed, recurring period of 168 consecutive hours — seven 24-hour days. It does not have to match Sunday-to-Saturday. Your employer picks it and sticks with it. Hours over 40 in that defined workweek trigger overtime; it does not matter how many days you worked or how long any single shift was (at the federal level).
Weekly overtime pay at common wage rates
This table shows what 45 and 50-hour weeks pay at typical hourly rates under standard time-and-a-half rules. Use it to sanity-check your paystubs.
| Hourly rate | 40-hr week | 45-hr week | 50-hr week | Annual at 50 hrs |
|---|---|---|---|---|
| $15 | $600 | $712.50 | $825 | $42,900 |
| $20 | $800 | $950 | $1,100 | $57,200 |
| $25 | $1,000 | $1,187.50 | $1,375 | $71,500 |
| $30 | $1,200 | $1,425 | $1,650 | $85,800 |
| $40 | $1,600 | $1,900 | $2,200 | $114,400 |
A worker who consistently puts in 10 OT hours a week earns the equivalent of 25% more than a 40-hour worker at the same rate. That premium is taxable, like the rest of the paycheck.
States with stricter overtime laws
The federal 40-hour rule is the minimum. Several states require overtime to kick in before 40 hours per week — usually based on hours worked in a single day. If you live in one of these states, daily overtime is what controls.
| State | Daily OT rule | Double-time threshold |
|---|---|---|
| California | 1.5× after 8 hrs/day | 2× after 12 hrs/day |
| Alaska | 1.5× after 8 hrs/day | No state double-time |
| Nevada | 1.5× after 8 hrs/day (lower-paid only) | No state double-time |
| Colorado | 1.5× after 12 hrs/day | No state double-time |
| 7th consecutive day rule | CA: 1.5× for first 8 hrs, 2× after | Applies to "workweek" definition |
If your state isn't listed, federal weekly OT (40 hours) is what applies. A few states (Arkansas, Connecticut, Hawaii) have niche rules for specific industries. Hospitality, healthcare, and transportation often have their own carve-outs that change daily limits — check your state labor department before assuming.
Salary-to-hourly conversion for overtime purposes
If you're a non-exempt salaried employee (rare, but it happens), overtime is still owed when you exceed 40 hours. The DOL requires the employer to calculate your "regular rate" first, then apply time and a half above 40.
Standard method: divide your weekly salary by the hours it was meant to cover. For a $1,000/week salary covering 40 hours, the regular rate is $25/hr, and the OT rate is $37.50/hr. If you work 50 hours, you earn $1,000 base + 10 × $37.50 OT = $1,375.
Salaried workers above the FLSA threshold ($684/week or $35,568/year as of 2024, with the DOL signaling further increases) AND in an exempt job category — executive, administrative, professional, computer professional, outside sales — generally don't earn overtime. Both tests must be met.
Misclassification is one of the most common labor violations. If you've been told you're "exempt" but your job is hourly in nature, your salary is below the threshold, or you don't truly exercise independent judgment, you may be owed back overtime. The DOL recovers tens of millions per year from employers that misclassified workers.
FAQs
How is overtime calculated?
Under federal Fair Labor Standards Act (FLSA), non-exempt employees earn 1.5× their regular hourly rate for hours worked over 40 per week. Formula: OT pay = hours over 40 × hourly rate × 1.5. For $20/hour with 45 hours worked: regular pay = 40 × $20 = $800. OT pay = 5 × $20 × 1.5 = $150. Total = $950.
Is overtime taxed more?
No, this is a common myth. Overtime pay is taxed at your normal marginal rate, just like regular wages. The confusion comes from withholding: if a paycheck containing OT is significantly larger than usual, the payroll system may withhold MORE than necessary based on an extrapolation that you'll earn that amount every week. The excess is refunded when you file your tax return.
Who is eligible for overtime?
Non-exempt employees under FLSA. Generally hourly workers and some salaried workers earning below the threshold ($684/week or $35,568/year in 2024, set to increase). Exempt categories include: executive (managers with hire/fire authority), administrative (independent judgment), professional (law, medicine, engineering), outside sales, computer professionals (over $27.63/hour). Independent contractors are never eligible for FLSA overtime.
Do all states use 1.5× overtime?
Federal minimum is 1.5× over 40 hours/week. Many states have stricter rules: California requires 1.5× over 8 hours/day OR over 40 hours/week, plus 2× over 12 hours/day. Alaska, Nevada, and Colorado have daily OT thresholds. Some states require 7th consecutive day worked at 1.5× or 2×. Check your state's labor department for specifics.
Is overtime mandatory?
Federal law (FLSA) does NOT limit how many hours an employee can be required to work. An employer can require unlimited overtime as long as they pay 1.5× the regular rate. Refusing overtime is not protected, it can be grounds for discipline. Some union contracts limit mandatory OT; some state laws cap consecutive hours in safety-sensitive industries (transportation, healthcare).
What about salaried employees and overtime?
Salaried employees are exempt from OT only if they meet TWO tests: (1) Paid at least $684/week ($35,568/year), the salary threshold; AND (2) Their job duties fall in an exempt category (executive, administrative, professional, etc.), the duties test. Misclassification is common: employers sometimes call workers 'exempt' incorrectly to avoid OT. The DOL has reclaimed millions in back wages from misclassified workers.
How does overtime work for tipped employees?
Tipped employees (waiters, bartenders) earn OT based on the FULL minimum wage, not their reduced cash wage. If state minimum is $15 and tipped cash wage is $5.13, OT is calculated as 1.5 × $15 = $22.50, with the employer paying $22.50 - $5.13 - tips received = the OT cash portion. Complex, many states have stricter rules.