Overtime Pay Calculator
Enter your hourly rate. Watch your overtime pay appear as you type - no signup, no ads, no waiting.
No signup · < 0.3s recalculation · FLSA-based
Overtime rate
$30.00/hr
27% of weekly pay is overtime · +$10.00/hr over standard
Calculator
Search, sort, and compare the rates workers check most often.
| $7.25 | $10.88 | $14.50 | $21.75 |
| $10.00 | $15.00 | $20.00 | $30.00 |
| $12.00 | $18.00 | $24.00 | $36.00 |
| $12.50 | $18.75 | $25.00 | $37.50 |
| $14.00 | $21.00 | $28.00 | $42.00 |
| $15.00 | $22.50 | $30.00 | $45.00 |
| $16.00 | $24.00 | $32.00 | $48.00 |
| $17.50 | $26.25 | $35.00 | $52.50 |
| $18.00 | $27.00 | $36.00 | $54.00 |
| $20.00 | $30.00 | $40.00 | $60.00 |
| $22.00 | $33.00 | $44.00 | $66.00 |
| $24.00 | $36.00 | $48.00 | $72.00 |
| $25.00 | $37.50 | $50.00 | $75.00 |
| $28.00 | $42.00 | $56.00 | $84.00 |
| $30.00 | $45.00 | $60.00 | $90.00 |
| $35.00 | $52.50 | $70.00 | $105.00 |
| $40.00 | $60.00 | $80.00 | $120.00 |
| $50.00 | $75.00 | $100.00 | $150.00 |
| $75.00 | $112.50 | $150.00 | $225.00 |
| $100.00 | $150.00 | $200.00 | $300.00 |
“Built for workers, not signups.”
Type your standard hourly wage, or switch to Salary mode and we'll convert your annual compensation to an hourly base automatically by dividing by 52 weeks and your standard weekly hours.
Example: $20.00/hr or $41,600/year
Enter the extra hours worked beyond your standard week. Supports decimals, so 7.5 hours or a 15-minute partial hour both calculate correctly.
Example: 10 overtime hours
Select Time & Half (x1.5) - required by the FLSA for 40+ hour weeks - or Double Time and Triple Time for holiday and special shift rates. A custom multiplier is available for non-standard contracts.
Example: x1.5 = $30.00/hr
See your overtime rate, weekly total, a visual pay breakdown, a rate-comparison chart, and a common-rates table. Copy, print to PDF, or share a link to your exact calculation.
Example: $1,100.00 total weekly
| Multiplier | Formula | Examples | Where it applies |
|---|---|---|---|
| Time & Half | Rate x 1.5 | $20 -> $30.00 · $15 -> $22.50 | FLSA required for >40 hrs/week |
| Double Time | Rate x 2.0 | $20 -> $40.00 · $15 -> $30.00 | CA, AK, NV in some cases; >8 hrs/day |
| Triple Time | Rate x 3.0 | $20 -> $60.00 · $15 -> $45.00 | Holiday shifts (varies by employer) |
Five scenarios with the math fully worked out - the same numbers the calculator above uses. Find the one closest to your situation, type the rate and hours in, and the result panel shows the same total.
Twelve overtime hours at time and a half add $324 to the week - a 45% bump over the $720 base, earned entirely from the premium on hours past 40.
Salary alone does not make a worker exempt. A non-exempt salaried employee still earns overtime - first convert the annual pay to an hourly base, then apply 1.5x to hours over 40.
California triggers overtime by the day, not just the week. Hours 9 through 11 are paid at time and a half even if the weekly total is under 40. Double time would kick in past 12 hours.
Federal law doesn't require holiday double time, but many employers offer it. The calculator's multiplier selector and Holiday Pay toggle handle these scenarios - the math is the same, only the rate changes.
Working a sixth day doesn't trigger federal overtime unless the weekly total crosses 40 hours. In daily-overtime states like California, the same hours could still earn a daily premium - location changes the answer.
These errors show up on real pay stubs. Each one pairs a common shortcut with the FLSA-correct approach - use them as a payroll checklist, or as a way to audit your own check.
Error 01 · Regular rate
WrongMultiplying overtime hours by the base rate x 1.5
CorrectThe FLSA regular rate includes nearly all remuneration - non-discretionary bonuses, shift differentials, and commissions fold in. Add them to weekly earnings, divide by total hours to find the true regular rate, then apply 1.5x.
Error 02 · Salary test
WrongTreating every salaried employee as exempt
CorrectSalary alone proves nothing. A non-exempt salaried worker still earns overtime - convert the salary to an hourly rate and pay 1.5x on hours over 40. Exemption requires both a salary basis and a specific duties test.
Error 03 · Workweek
WrongAveraging hours across two workweeks
CorrectEach workweek stands alone under the FLSA. A 30-hour week followed by a 50-hour week owes 10 hours of overtime for the second week - the low week cannot offset it.
Error 04 · Daily OT
WrongIgnoring daily overtime in California, Alaska, or Nevada
CorrectDaily thresholds are tracked separately from the weekly 40. A 10-hour day can owe daily overtime even at 30 weekly hours. Where state and federal rules differ, the rule that pays the employee more always wins.
Error 05 · Hours worked
WrongCounting paid time off as hours worked
CorrectOnly hours actually worked count toward the 40-hour trigger. Vacation, sick leave, and holiday pay are compensation, not hours worked - they don't push a worker into overtime.
Error 06 · Tip credit
WrongApplying 1.5x to the tipped cash wage only
CorrectFor tipped employees, the 1.5 multiplier applies to the full regular rate (including the tip credit that brings them to minimum wage), not the reduced cash wage. Overtime on tips is one of the most underpaid line items in hospitality.
Exemption is a two-part test: a guaranteed salary above the DOL threshold and a specific duties test. Job title proves nothing. When in doubt, assume non-exempt - the employer carries the burden of proving an exemption applies.
These workers are non-exempt by default - they earn time and a half for hours over 40 in a workweek (and daily premiums where state law applies).
Hourly workers
Paid by the hour for any role - the most clearly non-exempt category.
Non-exempt salaried staff
Salaried workers who don't meet a white-collar duties test still earn overtime.
Blue-collar and manual labor
Production, construction, warehouse, and maintenance work is almost never exempt.
First-line service workers
Servers, retail associates, drivers, and call-center staff are typically non-exempt.
An exemption requires both a guaranteed salary above the DOL threshold (verify the current figure - it has changed recently) and a specific duties test. Job title alone never decides it.
Executive
Manages an enterprise or department, directs 2+ employees, and has hire/fire authority.
Administrative
Performs office work tied to management and exercises discretion on significant matters.
Professional
Requires advanced knowledge in a field of science or learning, usually from specialized study.
Computer employee
Employed as a systems analyst, programmer, or software engineer at the required salary.
Outside sales
Customarily works away from the employer's premises making sales or taking orders.
Ten terms that decide whether you get paid correctly. Most overtime disputes come down to one of these definitions - the “regular rate” in particular is almost never what workers assume.
Time and a half pay is an overtime compensation rate equal to 1.5 times an employee's standard hourly wage. For example, if your regular rate is $20.00 per hour, your time and a half rate is $30.00 per hour. Under the Fair Labor Standards Act (FLSA), most non-exempt employees in the United States are entitled to time and a half pay for all hours worked beyond 40 in a single workweek. Some states add daily overtime rules that trigger time and a half earlier. Time and a half is the federal floor, not the ceiling - employers may always pay more, and many union contracts or company policies set higher overtime rates for weekends, holidays, or extended shifts.
Time and a Half Rate = Standard Rate x 1.5