Overtime Pay Calculator
Hourly, OT & Double-Time Gross Pay
Calculate gross pay including regular, overtime (1.5×), and double-time (2×) earnings for any pay period. Supports FLSA federal rules, California daily OT rules, and custom multipliers. Shows a complete pay breakdown by rate type with annual projection.
Federal FLSA Overtime Rules
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay of at least 1.5× their regular rate for all hours worked beyond 40 in a workweek. The FLSA does not require overtime for work on weekends, holidays, or hours in a single day unless weekly total exceeds 40.
California Overtime Rules
California law is stricter than federal law. Employees earn 1.5× pay for hours worked over 8 in a day OR over 40 in a week. Double time (2×) applies to hours over 12 in a single day and all hours on the 7th consecutive day of work in a week.
Who is Exempt from Overtime?
| Executive exemption | Management role, $684+/week salary, hiring/firing authority |
| Administrative exemption | Office work, $684+/week, exercises discretion on significant matters |
| Professional exemption | Requires advanced knowledge, $684+/week salary |
| Outside sales | Primary duty is sales away from employer's place of business |
| Computer professionals | $684/week or $27.63/hour, specific technical duties |
What Is the Overtime Pay Calculator?
This overtime pay calculator computes your total weekly earnings when you work beyond standard hours. Under the US Fair Labor Standards Act (FLSA), non-exempt employees must receive at least 1.5 times their regular rate of pay for every hour worked over 40 in a workweek, the familiar time and a half. The calculator supports custom overtime multipliers and daily overtime rules, such as California's, so you can model double time and state-specific thresholds too.
Overtime Pay Calculator Example
A warehouse worker earns $22.00 per hour and works 48 hours in one week.
Regular pay: 40 × $22.00 = $880.00. Overtime: 8 hours × ($22.00 × 1.5) = 8 × $33.00 = $264.00. Weekly total: $1,144.00.
Note that the 8 overtime hours produced 30% of a normal week's pay in 20% of the hours, which is why sustained overtime materially changes annual income: this schedule maintained all year adds about $13,700 in gross pay.
Understanding Overtime Pay
Time and a Half, Double Time, and Beyond
Time and a half (1.5×) is the federal floor, not a ceiling. Double time (2×) is required in California past 12 hours in a day and appears widely in union agreements for Sundays and holidays. Nothing prevents an employer from offering higher multipliers; the calculator's custom multiplier field models any of these arrangements.
The Workweek Is the Unit That Matters
Federal overtime is computed per fixed 168-hour workweek, not per pay period. Averaging is not allowed: 30 hours one week and 50 the next yields 10 overtime hours even though the two-week total is 80. Employers define when the workweek starts, but must apply it consistently.
Common Overtime Mistakes
Watch for these frequent errors: unpaid off-the-clock work such as prep, closing duties, or answering messages at home; comp time offered instead of overtime pay in the private sector, which is generally unlawful; regular rates that ignore bonuses; and automatic meal-break deductions for breaks that were actually worked. Keeping your own record of clock-in and clock-out times is the strongest evidence if a dispute arises, and the Department of Labor's Wage and Hour Division accepts confidential complaints.
Frequently Asked Questions
Who is entitled to overtime pay under the FLSA?
Non-exempt employees, which covers most hourly workers. Exempt status generally requires all three: a salary basis, pay above the Department of Labor's salary threshold, and executive, administrative, or professional job duties. Job title alone never determines exemption; misclassification is one of the most common wage violations.
How is the regular rate calculated if I earn bonuses or shift differentials?
The FLSA regular rate must include non-discretionary bonuses, commissions, and shift differentials, not just base wage. You total that compensation for the week, divide by hours worked to get the regular rate, then apply the 1.5× multiplier to it. Discretionary bonuses and benefits like health insurance are excluded.
Which states have daily overtime rules?
California is the strictest: over 8 hours in a day earns 1.5×, over 12 hours earns 2×, and the seventh consecutive workday has its own premium rules. Alaska, Nevada, and Colorado also apply daily overtime in certain situations. Where state and federal rules differ, the employee receives whichever is more protective.
Is overtime taxed at a higher rate?
No. Overtime earnings are ordinary wages taxed at your normal marginal rates. Withholding on a large check can be higher temporarily because payroll systems annualize each pay period, but this reconciles at tax filing. Extra income can cross into a higher bracket, yet only the dollars above the threshold are taxed at the higher rate.
Can my employer require mandatory overtime?
In most US states, yes, employers may require overtime and discipline refusals, as long as all overtime is paid correctly. Limits exist in specific sectors, such as nursing in some states, and in union contracts, which often restrict forced overtime or set premium rates above the legal minimum.
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