Overtime pay calculator using the FLSA regular rate: time and a half, double time, bonuses, two rates, day rates and state daily overtime.
Nondiscretionary pay earned this week — a production or attendance bonus, a shift differential, a commission. It is added to total earnings before the regular rate is worked out, so it raises your overtime rate too. A discretionary or holiday gift is not included.
Most hourly employees are non-exempt and must be paid overtime. A salaried employee can only be exempt under the executive, administrative or professional test if the salary is at least $684 a week ($35,568 a year) and the job duties genuinely fit — a title alone never makes someone exempt. A separate, lighter duties test applies above $107,432 of total annual compensation.
29 CFR 541.600 and 541.601, as restored by 91 FR 27833 (May 15, 2026) after the courts vacated the 2024 rule.
Overtime pay per hour at 1.5× (time and a half) and 2× (double time). These assume the base wage is the whole of your pay — a bonus or shift differential raises both figures.
Reference: overtime pay per hour by base wage.
| Wage | Time and a half | Double time |
|---|---|---|
| $12.00 | $18.00 | $24.00 |
| $15.00 | $22.50 | $30.00 |
| $18.00 | $27.00 | $36.00 |
| $20.00 | $30.00 | $40.00 |
| $25.00 | $37.50 | $50.00 |
| $30.00 | $45.00 | $60.00 |
| $40.00 | $60.00 | $80.00 |
An estimate for educational purposes, before tax. Overtime rules also come from union contracts, city ordinances and industry exemptions this tool does not model, and the Nevada threshold shown ($18 an hour) moves with the state minimum wage. Confirm your entitlement with your employer or your state labor department.
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Overtime is not your hourly wage times 1.5. Federal law pays it on your regular rate — every dollar you earned that week divided by every hour you worked — so a bonus, a shift differential, a commission or a second pay rate all raise it. This calculator works that figure out first, then applies the overtime rules of your state, including the daily overtime that turns a 40-hour week in California into eight overtime hours.
Under the Fair Labor Standards Act, a non-exempt employee earns at least one and a half times the regular rate for hours over 40 in a workweek. The regular rate is defined by regulation as total pay for the week divided by hours worked, which is why it is often higher than the wage printed on your offer letter. Four states go further: California pays after 8 hours in a day and double time after 12, Alaska after 8 hours in a day, Nevada after 8 for lower-paid workers, and Colorado after 12 hours in a day or 12 consecutive hours. Overtime is always measured one workweek at a time and never averaged across two.
Overtime Pay Formula
Work out what you were owed, band by band, and compare it with what landed.
See how a production or attendance bonus lifts the regular rate and therefore the overtime rate.
Four ten-hour days look like a normal week until a daily overtime rule is applied.
Oilfield, film and construction day rates still owe extra half-time past 40 hours.
Different rates in the same week are averaged, not cherry-picked.
See what a 12-hour day or a seventh consecutive day is actually worth before you agree to it.
Overtime is owed on the regular rate, not your base wage. A bonus, differential or commission raises it, and this is the only common calculator that includes them.
A California 4×10 week is 40 hours with 8 hours of overtime inside it. Enter your days and the state rule is applied for you.
Compare the total here with what you were actually paid, band by band, and see exactly which hours were underpaid.
Paid a flat day rate, or two different rates in one week? Both have their own federal method, and both are built in.
See what a Saturday shift or a 12-hour day is worth after the premium, and what it adds over a month or a year.
The salary threshold that decides whether a salaried job can be exempt is stated on the page, with the regulation and its 2026 date.
Time and a half on a $20 base wage is $30 an hour, so ten overtime hours add $300 to the week. That holds only if the $20 is all you earn — a bonus or shift differential in the same week raises the regular rate and therefore the overtime rate above $30.
It is your total pay for the workweek divided by the hours you actually worked, and it is the figure overtime is calculated on. 29 CFR 778.109 defines it. Nondiscretionary bonuses, commissions and shift differentials go into it; discretionary bonuses, gifts and expense reimbursements do not.
Yes, if it is nondiscretionary — promised for production, attendance, quality or hitting a target. Add it to the week's earnings, divide by hours worked to get the regular rate, then pay an extra half of that rate for each overtime hour. A holiday gift or a genuinely discretionary bonus is excluded.
Federal law requires it after 40 hours in a workweek. California and Alaska also require it after 8 hours in a workday, Nevada after 8 hours for employees paid under 1.5 times the state minimum wage, and Colorado after 12 hours in a workday or 12 consecutive hours.
Yes, unless the employer adopted a valid alternative workweek schedule by employee vote. Four ten-hour days is 40 weekly hours, so there is no weekly overtime, but each day carries two hours over the eight-hour threshold — eight overtime hours in the week.
Double time is not required by federal law. California requires it after 12 hours in a workday and after 8 hours on the seventh consecutive day of a workweek. Anywhere else it comes from a contract or a union agreement rather than a statute.
Add up the day rates paid for the week and divide by the hours actually worked to get the regular rate. Because the day rate already covered straight time for every hour, only an extra half of that rate is owed for each hour over 40. $200 a day for five days over 50 hours is a $20 regular rate and $100 of extra half-time — $1,100 in total.
The regular rate is the weighted average of the two. Thirty hours at $20 and fifteen at $25 is $975 over 45 hours, a regular rate of $21.67, and the five overtime hours earn an extra half of that. Your employer cannot simply use the lower rate.
No. Overtime is taxed like the rest of your wages. A bigger paycheck can push more into withholding for that period, but the rate on your income is unchanged. A separate 2025–2028 federal deduction may let you deduct part of the overtime premium.
Most hourly employees are. A salaried employee can only be exempt if paid at least $684 a week ($35,568 a year) and the job duties fit the executive, administrative or professional test. That threshold was restored on May 15, 2026 after the courts vacated a 2024 rule that would have raised it.
No. The workweek is the unit — a fixed, recurring period of 168 hours. Fifty hours one week and thirty the next is ten overtime hours, not zero. Colorado states the same prohibition in its own rule.
Time and a half on $27 is $40.50 an hour and double time is $54. A 50-hour week at $27 comes to $1,485: $1,080 of straight time plus $405 for ten overtime hours.
In California, yes: the first eight hours on the seventh consecutive day of a workweek are time and a half and everything beyond eight is double time. Federal law has no seventh-day rule — it counts only your total weekly hours.
Divide the week's total pay by the hours you worked. A $25 base wage over 50 hours yields $1,375, an effective rate of $27.50 — useful when you are comparing a job with heavy overtime against one that pays a higher wage for 40 hours.