Time and a Half Calculator
Calculate 1.5x overtime pay on any hourly wage. Under federal FLSA, non-exempt workers earn time and a half for hours over 40 per week. Some states (CA, AK, NV) require time and a half over 8 hours per day too, AK and NV with limits.
Reviewed & updated for 2026 by Rakesh Choudhary, PhDMethodology & sources · How we calculate
Time and a half at common wages
| Regular wage | Time and a half (1.5x) | Double time (2x) | Pay for 10 OT hours |
|---|---|---|---|
| $15.00 | $22.50 | $30.00 | $225.00 |
| $18.00 | $27.00 | $36.00 | $270.00 |
| $20.00 | $30.00 | $40.00 | $300.00 |
| $25.00 | $37.50 | $50.00 | $375.00 |
| $30.00 | $45.00 | $60.00 | $450.00 |
| $40.00 | $60.00 | $80.00 | $600.00 |
Pay for 10 OT hours = 10 hours at time and a half. The extra over straight pay is a third of it.
Federal FLSA overtime rules
Under the federal Fair Labor Standards Act:
- Non-exempt employees must be paid 1.5x regular rate for hours over 40 per week
- The "workweek" is any fixed 168-hour period set by the employer (e.g., Sunday 12:00 AM to Saturday 11:59 PM)
- Daily overtime is NOT required by FLSA, only weekly overtime
- Compensatory time ("comp time") instead of cash overtime is generally not allowed in private sector
- Employers cannot waive OT requirements via contract, workers can't legally agree to give up OT pay
Some states add daily overtime: California after 8 hours in a workday (double time after 12), Alaska after 8 hours at employers with 4 or more employees, Nevada after 8 hours for workers paid under 1.5 times the state minimum wage, Colorado after 12 hours, and Oregon after 10 hours in mills, factories and canneries.
The math behind "1.5x" overtime
"Time and a half" sounds intuitive, but the term has a specific legal definition that catches employers off guard. Under the FLSA, the 1.5x multiplier applies to the "regular rate of pay" — and "regular rate" is broader than just your hourly wage.
The regular rate includes most non-discretionary payments: shift differentials, commissions, production bonuses, and longevity pay. It does NOT include discretionary bonuses, gifts, paid time off, or expense reimbursements. To find the true regular rate when these payments exist:
Regular rate = (Hourly wage × hours worked + non-discretionary bonuses + commissions) ÷ total hours
Worked example: A factory worker earns $20/hour, worked 50 hours, and received a $100 production bonus for the week. Most people would say OT pay = 10 hours × $30 = $300. But the FLSA calculation is:
- Regular weekly pay: 50 × $20 = $1,000 + $100 bonus = $1,100
- Regular rate: $1,100 ÷ 50 = $22/hour
- Overtime premium: 10 OT hours × ($22 × 0.5) = $110 additional (because the regular hours already include the $22 base)
- Total weekly pay: $1,100 + $110 = $1,210
The bonus increased the regular rate, which increased the OT premium. Employers who forget to include bonuses in the regular rate calculation are one of the top targets of Department of Labor wage-theft audits.
Annual income impact of regular OT
A few extra hours per week add up faster than you'd think. Here's what consistent overtime adds to annual income at common wage rates:
| Hourly wage | No OT | 5 hrs OT/wk | 10 hrs OT/wk | 15 hrs OT/wk |
|---|---|---|---|---|
| $18 | $37,440 | $44,460 | $51,480 | $58,500 |
| $22 | $45,760 | $54,340 | $62,920 | $71,500 |
| $28 | $58,240 | $69,160 | $80,080 | $91,000 |
| $35 | $72,800 | $86,450 | $100,100 | $113,750 |
A $22/hour worker putting in 10 hours of overtime weekly earns the equivalent of a $30/hour 40-hour-only job. The downside: OT income usually doesn't qualify as "regular" income for mortgage applications unless you have a 2-year history of it. Lenders typically require 24 months of consistent overtime before counting it.
FAQs
What is time and a half?
Time and a half means 1.5 times your regular hourly wage. Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must be paid time and a half for any hours worked beyond 40 in a workweek. Example: if your regular rate is 20 dollars per hour, time and a half = 30 dollars per hour for overtime.
How do you calculate time and a half?
Multiply your regular hourly wage by 1.5. Then multiply by the number of overtime hours. For a 20 dollar per hour worker working 5 hours of overtime: 20 x 1.5 = 30 dollars OT rate. 30 x 5 = 150 dollars OT pay. Add this to your regular 40-hour straight time pay for total weekly gross.
Is time and a half required by law?
Yes for non-exempt employees, under the federal FLSA. Employers must pay 1.5x the regular rate for hours worked over 40 per week (with limited exceptions like agricultural and certain transportation workers). Exempt employees (typically salaried managers, professionals, certain admin roles meeting the salary basis test) are not entitled to FLSA overtime.
Does California require overtime over 8 hours per day?
Yes. California has stricter rules than federal FLSA (Labor Code 510). Non-exempt employees get 1.5x for hours over 8 in a workday, over 40 in a workweek, and the first 8 hours on the seventh day of work in a workweek. Plus 2x for hours over 12 in a day, and for hours over 8 on that seventh day. Each hour is paid under whichever rule gives the most.
What is double time?
Double time is 2x the regular hourly rate. Federal FLSA does not require double time. California's law does, for hours over 12 in a workday and over 8 on the seventh day of work in a workweek, and many union contracts pay it for holidays or long shifts. Check your state law and employment contract.
How is overtime taxed?
Overtime is taxed at the same rate as your regular wages, there is no special 'overtime tax.' However, since OT pushes your weekly earnings higher, more may be withheld via payroll because the system extrapolates your annual income from a single big paycheck. You get this back via a refund if too much was withheld over the year.
Do salaried employees get time and a half?
Most don't, salaried 'exempt' employees (meeting the FLSA salary basis test and duties test) are not entitled to overtime. The federal salary threshold for the exemption is 684 dollars a week (35,568 dollars a year), the level the Labor Department applies. Salaried workers paid less, or who fail the duties test, DO get OT: the hourly rate is the weekly salary divided by the hours it is meant to cover, 40 for a standard week.
What counts as 'hours worked' for overtime?
Hours worked includes time you are required to be on duty or on the employer's premises. This includes: required training, on-call time when you can't use the time freely, short breaks under 20 minutes, and meal periods when you must remain at your workstation. Voluntary off-duty time and meal breaks of 30+ minutes are usually not counted.