Overtime Pay Calculator
Calculate overtime pay under FLSA rules: time and a half, double time, or a custom multiplier, with bonuses folded into the regular rate.
Overtime Pay Calculator
Hours and rate
Federal law has no double time. Use this for California hours over 12 in a day or a contract 2x rule.
Overtime multiplier
Federal overtime is at least 1.5x. Multipliers under 1.5 usually only apply to specific contract or state rules.
Regular rate add-ons (optional)
Nondiscretionary bonuses, commissions, and shift differentials are folded into the FLSA regular rate before the multiplier, which raises the overtime premium (29 CFR 778.208, 778.207).
No overtime this week: all hours are straight time at or under the threshold.
The regular rate is all straight-time pay divided by total hours worked. The overtime hourly rate is that regular rate times your multiplier.
How overtime pay is calculated under the FLSA
The Fair Labor Standards Act sets one federal overtime rule: nonexempt employees earn at least 1.5 times their regular rate for every hour worked over 40 in a single workweek (29 USC 207(a)). There is no daily federal threshold, and the count resets each fixed seven-day workweek. To price it, take the regular rate, multiply by 1.5 to get the overtime hourly rate, and pay that on the overtime hours. Straight-time hours stay at the regular rate.
Salaried nonexempt workers are covered too. Their regular rate is the weekly salary divided by the hours that salary is meant to cover, and overtime is paid on top. If you need to turn an annual figure into an hourly regular rate first, run it through the salary to paycheck calculator, then enter that hourly rate above. This tool is an estimate for planning, not legal advice (DOL Fact Sheet #23).
Your regular rate is more than your hourly wage
Here is where a lot of free calculators get it wrong: the FLSA regular rate is not just your base wage. It is all straight-time pay for the week divided by all hours worked. Nondiscretionary bonuses, production or attendance bonuses, commissions, and shift differentials have to be folded in before the 1.5x multiplier (29 CFR 778.108 to 778.209). Only discretionary bonuses, gifts, and a short list of statutory exclusions stay out.
Enter a $200 weekly production bonus in the add-ons field and the regular rate, and with it the overtime premium, ticks up. A $200 bonus across 45 hours adds about $4.44 to the regular rate, so the overtime hours cost more than a plain base-rate calculation would show. If you also want to see how the bonus is taxed on its own, the bonus tax calculator handles the withholding side.
Time and a half, double time, and California daily overtime
Time and a half (1.5x) is the federal floor. Double time (2x) is never required by federal law; it comes from a contract or a state rule. California is the one to watch: it pays 1.5x for hours over 8 in a workday, 2x for hours over 12 in a day, and 2x for hours over 8 on a 7th consecutive workday (California Labor Code 510). A few other states, including Alaska, Nevada, and Colorado, have their own daily-overtime rules.
To model California or a contract 2x rule here, split the week into buckets: straight-time hours, 1.5x hours in the overtime field, and 2x hours in the double-time field. The calculator prices each bucket off the same regular rate, so the bonus and shift-differential adjustments carry through to all of them.
Overtime across a whole team
This page prices one worker's week. Run overtime for a crew at mixed rates and each person needs their own regular-rate and gross calculation, plus employer taxes on top. The multi-employee payroll calculator handles the roster, and the Payroll Calculator app keeps decimal-precise, per-employee payroll with year-to-date tracking across all 50 states plus DC.
Frequently Asked Questions
Common questions about overtime pay calculator
How is overtime pay calculated?
Under the FLSA, nonexempt employees earn at least 1.5 times their regular rate for every hour worked over 40 in a workweek. Multiply the overtime hours by the regular rate, then by 1.5, and add that to straight-time pay for the total gross (29 USC 207(a); 29 CFR 778.110).
What is time and a half and how much is it?
Time and a half is 1.5 times the regular hourly rate. If your regular rate is $20 an hour, overtime hours pay $30 an hour. It is the federal minimum overtime premium for hours over 40 in a week.
Do bonuses and shift differentials change my overtime rate?
Yes. Nondiscretionary bonuses, commissions, and shift differentials have to be folded into the FLSA regular rate before the 1.5x multiplier applies, so they raise your overtime pay. Only discretionary bonuses, gifts, and a few statutory items are left out (29 CFR 778.108 to 778.209). To see how the bonus itself is withheld, use the bonus tax calculator.
When do I get double time (2x)?
Federal law never requires double time; it comes from a contract or a state rule. California requires 2x for hours over 12 in a workday, and over 8 hours on a 7th consecutive workday. Enter those hours in the double-time field to price them at twice the regular rate.
How does California daily overtime work?
California pays 1.5x for hours over 8 in a single workday and 2x for hours over 12, no matter what the weekly total is (California Labor Code 510). Split your hours into straight, 1.5x, and 2x buckets, then enter them as regular, overtime, and double-time hours here.
Is overtime calculated before or after taxes?
Overtime is figured on gross, pre-tax pay. Taxes come out afterward on the higher gross amount. To see net take-home on a full paycheck, start from an annual figure in the salary to paycheck calculator.
How do I calculate overtime with two different pay rates?
Use the weighted-average, or blended, regular rate: add all straight-time pay across both rates, divide by total hours, then pay half that blended rate as the premium on overtime hours (29 CFR 778.115). For a whole crew at mixed rates, the multi-employee payroll calculator runs each worker independently.
Who is exempt from overtime pay?
An employee is exempt only if they meet the salary threshold (about $684 a week) and pass an executive, administrative, professional, outside-sales, or computer-employee duties test. A salary by itself does not make someone exempt (DOL Fact Sheet #17A). This tool is an estimate, not legal advice.