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Overtime calculator: work out time and a half and double time

Enter the hourly rate and the hours worked to see regular pay, overtime pay and the total for the week. Federal rules (FLSA) apply by default; switch on California rules to add daily overtime, double time and the seventh-day rule.

Calculate overtime pay

Total pay for the week

$950.00

Regular time: 40 h; $800.00
Overtime (1.5×): 5 h; $150.00

Under the FLSA, non-exempt employees get at least 1.5 times their regular rate for every hour over 40 in a workweek. Federal law has no daily overtime.

This calculator is for general information and is not legal, tax or payroll advice. State and local law, collective agreements and employment contracts can set different rules.

How to calculate overtime pay

Overtime pay is the overtime hours multiplied by the hourly rate and the overtime multiplier. Under the Fair Labor Standards Act (FLSA), the multiplier is 1.5 for every hour over 40 in a workweek. At $20 an hour and 45 hours worked, that is 40 × $20 = $800 regular pay plus 5 × $30 = $150 overtime pay, $950 in total.

The FLSA counts hours per workweek: a fixed, recurring period of seven consecutive 24-hour days. Hours can't be averaged over two weeks, and federal law requires no overtime for long days, weekends or holidays as long as the week stays at or under 40 hours.

California daily overtime and double time

California Labor Code § 510 adds daily limits. Hours over 8 in a workday are paid at 1.5 times the regular rate and hours over 12 at twice the rate. Weekly overtime still applies to regular hours over 40, but an hour that already counts as daily overtime isn't paid twice.

On the seventh consecutive day of work in a workweek, the first 8 hours are paid at 1.5 times the rate and every hour after that at double time. The calculator applies this rule when all seven days of the week have hours entered.

What the regular rate includes

The calculator assumes a single hourly rate. In practice, the regular rate of pay for overtime also includes most non-discretionary bonuses, commissions and shift differentials, so the overtime rate can be higher than 1.5 times the base wage.

Overtime rules apply to non-exempt employees. Salaried employees who meet the FLSA's salary and duties tests for executive, administrative or professional work are exempt.

Legal basis and sources

Fair Labor Standards Act, 29 U.S.C. § 207 (overtime after 40 hours in a workweek)
29 CFR Part 778 (overtime compensation, regular rate of pay, workweek)
California Labor Code § 510 (daily overtime, double time, seventh-day rule)

Frequently asked questions

How do I calculate time and a half?

Multiply the regular hourly rate by 1.5 to get the overtime rate, then multiply it by the overtime hours. At $18 an hour, time and a half is $27; 6 overtime hours come to $162.

Does overtime apply after 8 hours a day?

Not under federal law: the FLSA only looks at hours over 40 in a workweek. A few states, including California, also require daily overtime. In California, hours over 8 in a workday are paid at 1.5 times the rate and hours over 12 at double time.

Do paid holidays and PTO count toward the 40 hours?

Under the FLSA, only hours actually worked count toward the 40-hour threshold. Paid time off, holidays and sick days are paid but don't trigger overtime, unless a contract or company policy says otherwise.

Can employers give comp time instead of overtime pay?

Private-sector employers generally can't replace FLSA overtime pay with compensatory time off; they must pay overtime in cash. Comp time in place of overtime pay is allowed for public-sector employers under specific conditions.

Track overtime automatically

With flair time tracking, hours flow into each employee's time account automatically, so HR can see overtime as it builds up and hand accurate hours to payroll.

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