⏰ Overtime Calculator
Work out your time-and-a-half overtime pay, weekly gross and estimated annual earnings — with a daily-overtime mode for California.
Frequently Asked Questions
How is overtime pay calculated?
Start with your regular rate of pay, then multiply it by 1.5 for every overtime hour worked. Under the federal Fair Labor Standards Act (FLSA) overtime applies to hours worked beyond 40 in a workweek — so 45 hours at $20/hour is 40 × $20 + 5 × $30 = $950. Some states, and some union or employment contracts, set a lower threshold or a higher multiplier.
Does overtime start after 8 hours in a day?
Not under federal law — the FLSA only counts hours per workweek, with no daily threshold. California is the best-known exception: hours over 8 in a workday are paid at 1.5×, hours over 12 at 2×, plus a seventh-consecutive-day premium. Alaska, Nevada, Colorado, Oregon and Puerto Rico also have daily overtime rules in some form, so check your state.
What counts toward the "regular rate of pay"?
More than your base hourly wage. Non-discretionary bonuses, shift differentials, commissions and piece-rate earnings are generally included, which raises your overtime rate. Discretionary bonuses, expense reimbursements, holiday gifts and overtime premiums you were already paid are excluded. When in doubt, use your total weekly earnings divided by hours worked.
Are salaried employees entitled to overtime?
Only if they are non-exempt. Salary alone does not make a job exempt: the employee must typically be paid at or above the salary threshold ($684/week federally, higher in several states) and pass a duties test for the executive, administrative, professional, outside-sales or computer-employee exemption. Misclassification is common, so verify the test rather than the job title.
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