Overtime Calculator

For a straightforward hourly scenario, first separate the hours paid at the regular rate from the overtime hours already determined under the applicable rule. Next, multiply the regular rate by the overtime multiplier. Finally, multiply each rate by its hours and add the two amounts.

The calculator treats overtime earnings as the full amount paid for the overtime hours. If straight-time pay for every hour is already included in another amount, payroll may instead add only the extra half-time premium. Do not add both methods for the same hours.

Assume a covered, nonexempt employee has 40 non-overtime hours and 7 overtime hours in one workweek, a $20.00 regular rate, and a 1.5 multiplier. Regular earnings are 40 × $20.00 = $800.00. The overtime rate is $20.00 × 1.5 = $30.00, and overtime earnings are 7 × $30.00 = $210.00.

The estimated weekly gross pay is $800.00 + $210.00 = $1,010.00 before taxes or deductions. Enter 40 regular hours and 7 overtime hours—not 47 regular hours plus 7 overtime hours.

Under the federal Fair Labor Standards Act, covered nonexempt employees generally receive at least one and one-half times the regular rate for hours over 40 in a fixed, recurring 168-hour workweek. Hours cannot be averaged across two workweeks. A 30-hour week followed by a 50-hour week generally has 10 overtime hours in the second week, even when both weeks appear on one paycheck.

Federal law does not automatically make weekend work, holiday work, or working more than eight hours in a day overtime. State law, a collective bargaining agreement, or an employment contract may require more protective daily, double-time, or other rules.

The FLSA regular rate generally reflects included remuneration for the workweek divided by hours worked. Nondiscretionary bonuses, commissions, shift differentials, or multiple hourly rates can change it. Exemptions, tipped work, piece rates, salary arrangements, deferred multiweek payments, fluctuating workweeks, and special industry rules need a different calculation.

This tool uses the hourly rate you enter and does not decide whether another payment belongs in the legal regular rate. Confirm complex cases with the employer, payroll provider, U.S. Department of Labor, state labor agency, union representative, or qualified employment professional.