Calculate overtime pay at 1.5x for hours worked beyond 40 per week. Supports regular and weighted average overtime rates.
Under the Fair Labor Standards Act (FLSA) 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. Accurate estimation helps you plan ahead, compare scenarios, and optimize outcomes for better overall results in your specific situation., non-exempt employees must receive overtime pay at one and one-half times their regular rate for all hours worked beyond 40 in a workweek. This Overtime Pay Calculator helps both employees and employers quickly determine overtime earnings for any given week.
Simply enter your regular hourly rate and total hours worked. The calculator separates regular hours (up to 40) from overtime hours, applies the 1.5x multiplier, and shows your total weekly earnings. It also supports weighted average rate calculations for employees who work at different pay rates during the same week.
Accurate overtime calculation is critical for FLSA compliance, payroll processing, labor budgeting, and employee compensation transparency. Miscalculating overtime is one of the most common wage-and-hour violations, resulting in significant back-pay liability and penalties for employers.
Overtime miscalculations are the number one source of wage and hour lawsuits in the United States. This calculator ensures accurate computation of overtime pay at the federally mandated 1.5x rate and helps identify the exact split between regular and overtime earnings. It's indispensable for payroll departments, small business owners, and employees verifying their paychecks.
Regular Pay = min(Hours, 40) × Rate; Overtime Pay = max(Hours − 40, 0) × Rate × 1.5; Total = Regular + Overtime
Result: $1,040 total weekly pay
Regular: 40 hours × $20 = $800. Overtime: 8 hours × $20 × 1.5 = $240. Total: $800 + $240 = $1,040. The 8 overtime hours earn $30/hour instead of the regular $20.
The Fair Labor Standards Act requires employers to pay non-exempt employees at least 1.5 times their regular rate of pay for all hours worked over 40 in a workweek. The workweek is defined as any fixed, recurring 168-hour period and does not need to align with the calendar week.
The most frequent employer errors include not including shift differentials and non-discretionary bonuses in the regular rate, misclassifying employees as exempt, averaging hours across two workweeks, and failing to pay overtime on non-cash compensation like meals or lodging.
California, Alaska, Nevada, and Colorado have daily overtime requirements (over 8 hours/day). California also mandates double-time for hours over 12 per day and over 8 on the seventh consecutive workday. Always verify both federal and state requirements.
Non-exempt employees under the FLSA are eligible. Exemption depends on salary level (minimum $35,568/year) and job duties (executive, administrative, professional, computer, or outside sales). Hourly workers are almost always non-exempt.
Under federal law, overtime is 1.5x the regular rate for hours over 40. Some union contracts, company policies, or state laws may provide double-time (2x) for certain hours, such as beyond 12 hours per day or on holidays, but 1.5x is the legal minimum.
When an employee works at two or more pay rates in the same week, overtime is calculated on a weighted average rate: total straight-time earnings divided by total hours. The OT premium is then 0.5x this average rate for each overtime hour.
It depends. Salaried non-exempt employees must receive overtime. Salaried exempt employees (meeting FLSA salary and duties tests) do not. The salary threshold for exemption is $35,568 per year ($684 per week) as of 2024.
No. Overtime pay under the FLSA cannot be waived by the employee, even with a written agreement. Any agreement to work for less than the legally required overtime rate is unenforceable. Employers who allow off-the-clock work are still liable for overtime.
Under the FLSA, employees can recover unpaid overtime for up to 2 years (3 years for willful violations). State laws may allow longer lookback periods. Liquidated (double) damages may also apply.