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.
Reviewed & updated for 2026 by Rakesh Choudhary, PhD · How we calculate
Time and a half at common wages
| Regular wage | Time and a half (1.5x) | Double time (2x) | 10 hrs OT extra pay |
|---|---|---|---|
| $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 |
Extra OT pay column = the additional time-and-a-half premium beyond what 10 hours of straight pay would be.
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 (California, Alaska, Nevada, Colorado, Oregon for some industries) require daily overtime over 8 hours.
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. Non-exempt employees get 1.5x for hours over 8 in a workday, OR over 40 in a workweek (whichever produces more OT). Plus 2x for hours over 12 per day, and 2x for hours over 8 on the 7th consecutive day of work. Always use the rule that gives you the most pay.
What is double time?
Double time is 2x the regular hourly rate. Federal FLSA does not require double time, but some states (California, Alaska, Nevada in certain conditions) and many union contracts require double time for: hours over 12 in a day, 7th consecutive day of work, certain holidays, or specific overtime tiers. 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 2025 federal exemption threshold is around 35,500 dollars per year (pending final rules). Salaried 'non-exempt' workers below this threshold DO get OT, calculated by dividing weekly salary by 40 to find the hourly rate.
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.