Overtime Calculator

Overtime (OT) pay is the regular rate times 1.5 for each hour over 40 in the workweek, and the OT calculator above does it week by week. Multiply the regular rate by 1.5 for each hour over 40 in the workweek. At $20 an hour, 48 hours pays 40 × $20 plus 8 × $30, or $1,040. Some states also count overtime by the day.

One and a half times the employee's regular rate of pay: the overtime rate. At $18 an hour, time and a half is $27 and double time is $36. As an overtime pay calculator, a time and a half calculator and a double time calculator, the tool works out both rates from any regular rate, bonuses included.

Yes, when they are promised: production, attendance and other non-discretionary bonuses, commissions and shift differentials go into the regular rate. A $90 bonus in a 45-hour week at $20 raises the regular rate to $22 and the overtime pay to $33 an hour (DOL Fact Sheet 56A).

No. Each workweek stands on its own under federal law (29 CFR 778.104). 45 hours one week and 35 the next is 5 hours of overtime, even though the two weeks total 80.

Paid time off and paid holidays not worked do not: they are paid, but they are not hours worked, so they do not count toward the 40 hours (DOL). An employer may count them by policy. Hours worked on a holiday do count, like any other day. A holiday premium of 1.5 times the rate or more stays out of the regular rate and is credited toward the overtime due that week (29 U.S.C. 207(e)(6), (h)(2)). Mark the day as a holiday or time off in the calculator.

Yes. Pick California and it applies the daily rules on top of the weekly one: time and a half after 8 hours in a day, double time after 12, and the 7th consecutive day of work in the week at time and a half for the first 8 hours and double time after.

California (after 8 hours, double time after 12), Alaska (after 8 hours at employers with 4 or more employees), Colorado (after 12 hours) and Nevada (after 8 hours for pay under $18 an hour). Kentucky pays time and a half for a 7th workday in the week.

Non-exempt salaried employees do. Divide the weekly salary by the hours it is meant to cover to get the regular rate, then pay 1.5 times that rate for hours over 40. A $900 salary for 40 hours and a 50-hour week pays $1,237.50.

Overtime is based on the full minimum wage, not the cash wage. Under federal rules, with a $2.13 cash wage and a $5.12 tip credit, the employer pays $5.76 in cash for each overtime hour: 1.5 × $7.25 minus the tip credit.

Only a public agency can: a state, a county, a city or another public agency may give 1.5 hours of comp time for each overtime hour, up to 240 hours (480 for public safety, emergency response and seasonal work), and pays cash past the cap (29 U.S.C. 207(o)). A private employer owes overtime pay in cash.

From 2025 to 2028, employees can deduct qualified overtime on their tax return: the premium part of overtime the FLSA requires, half the regular rate for each hour over 40. Employers report it on the W-2; for 2026 it is code TT.