Overtime Pay Calculator

Federal law under the Fair Labor Standards Act (FLSA) requires that non-exempt employees receive at least 1.5 times their regular rate of pay for every hour worked over 40 in a workweek. This is commonly called "time and a half."

The formula is straightforward:

• Regular pay: Regular hours × hourly rate
• Overtime pay: OT hours × (hourly rate × 1.5)
• Total weekly pay: Regular pay + Overtime pay

Example: At $22/hour working 48 hours in a week — 40 regular hours × $22 = $880, plus 8 OT hours × $33 = $264. Total: $1,144 for the week.

Who Qualifies for Overtime?

Most hourly workers qualify as "non-exempt" under the FLSA and must receive overtime pay. Salaried employees earning at least $684/week (as of 2024) who work in a bona fide executive, administrative, or professional capacity are typically "exempt" and do not receive overtime regardless of hours worked.

The Department of Labor has proposed raising the exempt salary threshold over time, so it is worth checking current DOL guidance if you are near the threshold.

State-Specific Overtime Rules

Several states have overtime rules more favorable to employees than the federal standard:

• California: OT required after 8 hours in a single day (not just after 40 in a week). Double time (2×) applies after 12 hours in a day or for all hours on the 7th consecutive workday over 8.
• Alaska: OT after 8 hours in a day or 40 hours in a week, whichever triggers first.
• Nevada: OT after 8 hours in a day for employees earning less than 1.5× the minimum wage.

Where state law is more generous than federal, the state standard applies.

Overtime and Bonuses

If you receive a non-discretionary bonus (performance bonuses, production bonuses, attendance bonuses), those amounts must be factored into your "regular rate" for overtime purposes. This makes your effective OT rate higher than just 1.5× your base hourly rate. Discretionary bonuses (like holiday gifts) are excluded.