Overtime Pay Calculator
Calculate regular and overtime pay under the Fair Labor Standards Act (FLSA). Enter your hourly rate and total hours worked in a week, and the calculator multiplies the first 40 hours at your base rate, then any hours over 40 at 1.5 times your rate (or a higher multiplier if you specify, for state-specific daily overtime rules like California). The tool shows the breakdown between regular pay, overtime pay, overtime premium, and total gross for the week, plus an annualized overtime estimate. The default 1.5x multiplier reflects the federal FLSA minimum, but you can adjust for state rules: California requires overtime after 8 hours in a day or 40 in a week (whichever yields more), plus double time after 12 hours, and some states have their own daily overtime thresholds. FICA taxes (Social Security and Medicare) are not calculated here; use the paycheck calculator for that. FAQs clarify who is covered by FLSA (non-exempt employees), why federal law does not mandate daily overtime, what qualifies as the regular rate, whether salaried employees are entitled to overtime, and the rules around compensatory time off. The calculator helps non-exempt workers verify they are being paid correctly and assists in understanding state-specific overtime rules beyond the federal floor.
At $22.00/hr for 48 total hours: regular pay is --, overtime pay is --, total gross pay is --.
Pay breakdown
| Hours | Rate | Pay |
|---|---|---|
| 40 regular | $22.00 | $880.00 |
| 8 overtime | $33.00 (1.5x) | $264.00 |
| 48 total | $1,144.00 |
How federal FLSA overtime is calculated
The Fair Labor Standards Act, administered by the US Department of Labor Wage and Hour Division, requires that most employees in the private sector receive overtime compensation at not less than one and one-half times their regular rate of pay for all hours worked over 40 in a workweek (29 CFR Part 778). A workweek is a fixed, regularly recurring period of seven consecutive 24-hour days; it does not have to coincide with the calendar week and does not have to begin on Sunday.
Regular hours = min(total hours, 40)
Overtime hours = max(0, total hours - 40)
Regular pay = regular hours x hourly rate
Overtime pay = overtime hours x hourly rate x multiplier (minimum 1.5 under FLSA)
Total gross pay = regular pay + overtime pay
Overtime premium = overtime hours x hourly rate x (multiplier - 1)
Worked example
$22.00/hr, 48 hours worked in one workweek, 1.5x multiplier:
- Regular hours = min(48, 40) = 40 hours
- Overtime hours = 48 - 40 = 8 hours
- Regular pay = 40 x $22.00 = $880.00
- Overtime rate = $22.00 x 1.5 = $33.00/hr
- Overtime pay = 8 x $33.00 = $264.00
- Total gross pay = $880.00 + $264.00 = $1,144.00
- Overtime premium (the extra above straight time) = 8 x $22.00 x 0.5 = $88.00
The premium represents only the additional half-time amount on top of what would have been earned at straight time for those 8 hours. It is useful for employers tracking the true incremental cost of overtime above base labour cost.
FLSA overtime: key rules and exceptions
Exempt vs. non-exempt status is the first question in any overtime analysis. The FLSA white-collar exemptions (executive, administrative, professional) require both a salary of at least $684 per week (as of January 1, 2020, per 29 CFR Part 541) and that the employee primarily performs duties meeting the relevant duties test. If either prong fails, the employee is non-exempt and overtime applies regardless of title or job description.
The regular rate is broader than the base wage. Under 29 CFR 778.108, the regular rate is total remuneration for employment divided by total hours actually worked. Non-discretionary bonuses, shift differentials, on-call premiums, and commissions must all be folded into the regular rate before computing the overtime premium. Employers who omit these may owe back-pay plus liquidated damages under FLSA section 16(b).
State law may be more generous. California requires overtime after 8 hours in a day, double time after 12 hours in a day, and double time for the first 8 hours on the seventh consecutive day of work (California Labor Code section 510). Alaska requires overtime after 8 hours in a day or 40 in a week. Nevada requires overtime after 8 hours in a day for employees earning below 1.5 times the state minimum wage. Always check your state labor department for local rules.
Annualized overtime shown in the results assumes you work the same number of overtime hours every week of the year. This is illustrative only; actual overtime varies week to week. The pay period selector in this calculator affects only the annualized figure; the weekly FLSA computation is always based on the 40-hour workweek threshold.
Overtime calculator: frequently asked questions
Who is covered by FLSA overtime?
The Fair Labor Standards Act covers most private-sector employees and many government employees. Non-exempt employees must receive overtime pay at 1.5 times their regular rate for hours worked over 40 in a workweek. Exempt employees (executive, administrative, professional, outside sales, and certain computer employees) earning at least $684 per week on a salary basis are not entitled to FLSA overtime. Whether you are exempt depends on your job duties and pay, not just your job title. See DOL Fact Sheet #17A for the duties tests.
Does federal law require daily overtime?
No. The FLSA requires overtime only for hours over 40 in a workweek; there is no federal daily overtime requirement. However, several states impose daily overtime thresholds. California requires overtime after 8 hours in a day or 40 hours in a week, whichever produces more pay, plus double time after 12 hours in a day. Alaska and Nevada also have daily overtime rules. If you work in one of these states, your state law may entitle you to more overtime than the federal floor.
What counts as the regular rate for overtime?
Under 29 CFR Part 778, the regular rate must include all remuneration for employment paid to or on behalf of the employee. This includes hourly wages, salary, commissions, and non-discretionary bonuses (bonuses promised in advance or tied to performance). The following are excluded: gifts, vacation and holiday pay, reimbursed expenses, overtime premiums already paid at 1.5x, and truly discretionary bonuses. Divide total remuneration by total hours worked in the week to get the regular rate.
Do overtime rules apply to salaried employees?
Yes, if the salaried employee is non-exempt. Being paid a salary does not automatically make you exempt. For a non-exempt salaried employee, divide the weekly salary by the total hours worked in the week to determine the regular rate, then pay an additional 0.5 times the regular rate for each overtime hour. This is the standard salary method (not the fluctuating workweek method, which has different rules under 29 CFR 778.114).
What is the current federal minimum wage relevant to overtime?
The federal minimum wage is $7.25 per hour, set by the FLSA and unchanged since July 24, 2009 (29 U.S.C. 206). The overtime rate for a minimum-wage worker is therefore at least $10.875 per hour. Many states and localities have higher minimum wages; the overtime calculation must use whichever minimum rate is higher. Always check your state labor department for the current minimum.
Can my employer give me comp time instead of overtime pay?
Private-sector employers generally cannot substitute compensatory time off for overtime cash pay under the FLSA. State and local government employers have more flexibility: under FLSA section 7(o), they may provide comp time at 1.5 hours of leave per overtime hour worked, subject to accrual caps and conditions. Some states have their own comp-time rules for private employers, but the federal baseline is cash payment at 1.5x for overtime hours.
Official sources
- FLSA overtime rules: DOL Wage and Hour Division, Fact Sheet #23: Overtime Pay Requirements of the FLSA.
- Regulatory detail on the regular rate of pay: 29 CFR Part 778, Overtime Compensation, eCFR.
- White-collar exemptions salary threshold: 29 CFR Part 541, eCFR.
- Regular rate overview: DOL Fact Sheet #56A: Overview of the Regular Rate of Pay under the FLSA.
Reviewed by the CalculatorHub team, edited by James Graham, 12 June 2026. See our methodology. General information only, not legal or employment advice.