Calculate compensatory time off earned from overtime hours at the 1.5x rate. Track your comp time balance, usage, and remaining hours for public-sector employees.
Compensatory time (comp time) allows public-sector employees to receive paid time off instead of overtime pay. Under the FLSA, comp time accrues at 1.5 hours for every overtime hour worked — the same multiplier as overtime pay. This means 10 overtime hours become 15 hours of comp time.
This calculator tracks your comp time balance by computing accruals from overtime hours, subtracting time you've already used, and showing your remaining balance. It also checks against the FLSA's 240-hour cap (480 hours for public safety and emergency personnel).
Whether you're a government employee tracking your own comp time or a supervisor managing team balances, this tool provides a clear, accurate picture. Whether you are a beginner or experienced professional, this free online tool provides instant, reliable results without manual computation. By automating the calculation, you save time and reduce the risk of costly errors in your planning and decision-making process. This tool handles all the complex arithmetic so you can focus on interpreting results and making informed decisions based on accurate data.
Comp time math is simple but tracking it across months of varying overtime is tedious. This calculator shows your current balance instantly and flags when you're approaching the FLSA cap, preventing compliance issues. Having a precise figure at your fingertips empowers better planning and more confident decisions. Manual calculations are error-prone and time-consuming; this tool delivers verified results in seconds so you can focus on strategy.
Comp Time Earned = Overtime Hours × 1.5 Available Balance = Comp Time Earned − Hours Used Capped Balance = Min(Available Balance, Cap)
Result: 60 hrs earned, 48 hrs available
40 overtime hours × 1.5 = 60 comp time hours earned. After using 12 hours, the available balance is 60 − 12 = 48 hours. This is well below the 240-hour cap.
The Fair Labor Standards Act permits state and local government employers to offer comp time instead of overtime pay. The arrangement must be established through a collective bargaining agreement, or the employee must agree to it before performing the overtime work.
Accurate record-keeping is essential. Employers must track overtime hours, the 1.5x conversion, usage, and running balances per employee. Many government payroll systems handle this automatically, but periodic audits help ensure accuracy.
Comp time shifts costs from the current budget period to a future one. While it saves immediate cash outlay, it creates a growing liability. When employees separate, all unused comp time must be paid out, often at a rate higher than when it was earned.
Compensatory time (comp time) is paid time off granted to employees in lieu of overtime pay. Under the FLSA, it accrues at 1.5 hours for each overtime hour worked, matching the overtime premium rate.
Generally no. The FLSA requires private-sector employers to pay overtime wages. Comp time is primarily allowed for state and local government employees. Some private employers offer informal flex time, but it doesn't have the same legal framework.
The FLSA caps comp time at 240 hours for most government employees and 480 hours for those in public safety, emergency response, or seasonal activities. Once you hit the cap, overtime must be paid in wages.
Yes. Under the FLSA, unused comp time must be paid at the employee's regular rate of pay (or the average regular rate over the last 3 years, whichever is higher) when the employee separates from service.
Employers can require employees to use accrued comp time, provided they give reasonable notice. However, employees also have the right to use comp time within a reasonable period after requesting it.
The FLSA does not impose an expiration date on comp time. However, some agencies have internal policies requiring usage within a certain period. Unused comp time remains a liability until used or paid out.