Overtime Pay Calculator
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How Overtime Pay Works
Under the federal Fair Labor Standards Act (FLSA), most non-exempt hourly employees are entitled to overtime pay of at least 1.5x their regular rate for all hours worked over 40 in a workweek. Some states have stricter rules — California requires overtime after 8 hours in a single day.
Not all workers are covered. Exempt employees (typically salaried workers earning over $684/week with administrative, executive, or professional duties) are not entitled to FLSA overtime. Many states have higher salary thresholds for the exemption.
FLSA Overtime Rules
The Federal Fair Labor Standards Act requires 1.5x pay for hours over 40/week for non-exempt employees. California, Alaska, and Nevada require daily overtime (over 8 hours/day). California also requires 2x pay for over 12 hours/day or over 8 hours on the 7th consecutive day of a workweek.
Exempt vs Non-Exempt
Exempt employees: generally salaried, earning $684+/week ($35,568/year), with executive/administrative/professional duties. Non-exempt: entitled to FLSA overtime regardless of whether paid hourly or salary. The DOL regularly updates the salary threshold — check current rules. Many workers incorrectly classified as exempt.
Overtime on Irregular Pay
Overtime rate must be calculated on all remuneration for employment in the workweek, including commissions, non-discretionary bonuses, and shift differentials. If you earn a $200 production bonus plus your base rate, overtime must be calculated on the 'regular rate of pay' that includes that bonus, not just your hourly rate.
State vs Federal Rules
Federal law is the floor, not the ceiling. Many states have more favorable overtime rules: California: overtime after 8 hrs/day AND 40 hrs/week, with double-time after 12 hrs/day. Colorado: overtime after 12 hours/day. Nevada: overtime after 8 hrs/day for workers earning under 1.5x minimum wage. Always check your state's labor laws.
Overtime calculations assume federal FLSA rules. State laws may provide different or additional protections. Tax estimate uses 25% flat rate — actual taxes depend on total annual income and filing status.
Frequently Asked Questions
What is time and a half?+
Time and a half is 1.5 times your regular hourly rate, paid for overtime hours. If your regular rate is $20/hour, your overtime rate is $30/hour. Under the FLSA, this applies to all hours over 40 worked in a single workweek for non-exempt employees. The workweek doesn't have to be Monday-Sunday — it's any fixed 7-day period defined by the employer.
How is overtime calculated on a salary?+
For non-exempt salaried employees, calculate the regular rate of pay: divide weekly salary by total hours worked. If a $600/week employee works 50 hours: $600/50 = $12/hour regular rate. Overtime premium = $12 × 0.5 × 10 hours = $60. Total pay: $600 + $60 = $660. Under the fluctuating workweek method, only the 0.5 premium is owed for OT hours when hours vary. Consult the FLSA or an attorney for complex situations.
Does overtime apply to part-time workers?+
Yes — FLSA overtime applies to all non-exempt employees who work more than 40 hours in a workweek, regardless of part-time status. A part-time worker scheduled for 20 hours who works 45 hours is entitled to 5 hours of overtime pay. Hours in the workweek are what matter, not employment classification.
Can an employer require overtime?+
Yes. Employers can require overtime and can discipline or terminate employees who refuse (in most states). Refusing overtime is not legally protected. However, they must pay the legal overtime rate for all hours required. California does not allow employers to 'bank' hours or average hours across weeks to avoid overtime — each workweek stands alone.
What is double time?+
Double time is 2× the regular hourly rate. It's required by California law for hours over 12 in a workday or over 8 hours on the 7th consecutive day of a workweek. Some union contracts and employer policies provide double time for holidays or unusual hours, even when not legally required. There is no federal requirement for double time in any circumstance.
How does overtime affect taxes?+
Overtime income is taxed as ordinary income. Withholding may be higher on the overtime paycheck because the higher income pushes estimated annual earnings into higher brackets for withholding calculation purposes. However, actual annual tax liability depends on total annual income. You might get a refund if overtime was temporary. Overtime does not have a separate, higher tax rate — it's all taxed the same as regular income.
What is comp time?+
Comp time (compensatory time off) allows employers to give paid time off instead of overtime pay. In the public sector (government employers), FLSA allows comp time at 1.5 hours off per overtime hour worked. In the private sector, comp time instead of cash overtime pay is generally NOT legal under FLSA. Some states explicitly prohibit private employers from offering comp time in lieu of overtime wages.
What if my employer won't pay overtime?+
Options: 1. Talk to HR or payroll first (may be an error). 2. File a complaint with the U.S. Department of Labor Wage and Hour Division (free, anonymous option). 3. Consult an employment attorney — many take wage theft cases on contingency. 4. File with your state labor board if state law provides better protections. FLSA allows recovery of unpaid wages plus an equal amount in liquidated damages plus attorney fees. The statute of limitations is 2 years (3 years for willful violations).
Is overtime worth it financially?+
The marginal tax rate on overtime is the same as regular income — no overtime penalty tax. Financially, overtime almost always pays. But consider: fatigue effects on safety and health, impact on work-life balance, whether employer matches retirement contributions (overtime pay usually counts), and whether overtime is truly voluntary. For goal-based situations (emergency fund, debt payoff), a temporary overtime sprint can dramatically accelerate timelines.
How much overtime is too much?+
Research consistently shows productivity per hour drops sharply after 50 hours/week, with cognitive performance declining. After 8 weeks of 60+ hour weeks, cumulative output can be no more than 40 hours of work. Mandatory sustained overtime (60+ hours) has been linked to increased errors, accidents, turnover, and health problems. From a purely financial standpoint, overtime pays well — but health, family time, and long-term productivity have real value too.