Calculate overtime pay including time-and-a-half, double-time, and other overtime rates. Plan your earnings with regular and overtime hours.
Sarah earns $30 per hour and works 40 regular hours plus 8 overtime hours at time-and-a-half (1.5×).
Regular Pay: 40 × $30 = $1,200.00
Overtime Pay: 8 × ($30 × 1.5) = 8 × $45 = $360.00
Total Pay: $1,200 + $360 = $1,560.00
Effective hourly rate: $1,560 ÷ 48 = $32.50/hour.
Mike works $22 per hour on a public holiday. He works 6 hours at double time (2.0×).
Overtime Pay Rate: $22 × 2.0 = $44.00/hour
Overtime Pay: 6 × $44 = $264.00
Total Pay (no regular hours): $264.00
Double time is common for public holidays, weekends, and emergency call-outs.
A factory worker earns $18 per hour for 40 regular hours and 12 overtime hours at a custom rate of 1.75×.
Regular Pay: 40 × $18 = $720.00
Overtime Pay Rate: $18 × 1.75 = $31.50/hour
Overtime Pay: 12 × $31.50 = $378.00
Total Pay: $720 + $378 = $1,098.00
Some union agreements specify custom overtime multipliers beyond standard 1.5×.
Jordan earns $35 per hour with a standard 32-hour workweek (4 × 8-hour days). He works 10 extra hours at time-and-a-half.
Regular Pay: 32 × $35 = $1,120.00
Overtime Pay: 10 × ($35 × 1.5) = 10 × $52.50 = $525.00
Total Pay: $1,120 + $525 = $1,645.00
Total hours: 42, effective rate: $39.17/hour. Compressed workweeks still qualify for overtime.
Overtime pay is additional compensation for hours worked beyond the standard workweek (typically 40 hours in the US under the FLSA). Employees covered by overtime laws are entitled to at least 1.5× (time-and-a-half) their regular hourly rate for overtime hours.
The standard overtime rate required by the FLSA. Applies to hours worked beyond 40 in a workweek for most non-exempt employees.
Common for holidays, Sundays, or after a certain number of consecutive overtime hours. Some states mandate double-time for certain conditions.
Union contracts, company policies, or individual agreements may specify unique multipliers like 1.75×, 2.5×, or even 3.0× for extreme circumstances.
If you work multiple jobs at different rates for the same employer, overtime is calculated using a blended (weighted average) rate.
Overtime pay is the additional compensation employees receive for working more than the standard number of hours in a workweek. In the United States, the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5 times their regular hourly rate for all hours worked beyond 40 in a single workweek.
Overtime calculations depend on several factors: your hourly rate, the number of regular hours in your workweek, the number of overtime hours worked, and the applicable overtime multiplier. Different states, industries, and collective bargaining agreements may specify different overtime rules, multipliers, and thresholds.
Understanding overtime is crucial for both employees and employers. For employees, knowing how overtime is calculated helps you negotiate fair pay and plan your finances. For employers, accurate overtime calculations ensure compliance with labor laws and avoid costly penalties.
Calculating overtime pay is straightforward once you understand the basic formula. Here's a step-by-step guide with examples:
Step 1: Identify your hourly rate. This is your base pay per hour before any overtime calculations. For example, $25.00/hour.
Step 2: Determine your regular hours. This is the number of hours in your standard workweek, usually 40 hours. Multiply regular hours by your hourly rate to get regular pay: 40 × $25.00 = $1,000.00.
Step 3: Find your overtime rate. Multiply your hourly rate by the overtime multiplier. For time-and-a-half (1.5×): $25.00 × 1.5 = $37.50/hour.
Step 4: Calculate overtime pay. Multiply your overtime hours by the overtime rate. If you worked 10 overtime hours: 10 × $37.50 = $375.00.
Step 5: Add regular pay and overtime pay for total pay: $1,000.00 + $375.00 = $1,375.00.
Your effective hourly rate — the blended rate across all hours — is $1,375.00 ÷ 50 hours = $27.50/hour.
While time-and-a-half (1.5×) is the most common overtime multiplier, you may encounter others:
Overtime laws vary by country, state, and industry. Understanding the rules that apply to your situation is essential for ensuring you receive fair compensation.
Non-exempt employees must receive 1.5× their regular rate for hours worked beyond 40 in a workweek. Some states have additional protections and higher thresholds.
Some states like California require overtime for hours worked beyond 8 in a single day, regardless of weekly totals. Double time kicks in after 12 hours in a day.
Not all employees qualify for overtime. Exempt employees (typically salaried professionals earning above $684/week) are not entitled to overtime under the FLSA.
Employers must keep accurate records of hours worked and pay rates. The FLSA requires records to be maintained for at least three years.
⚠️ Important Note: This Overtime Calculator is for informational and estimation purposes only. Overtime laws vary by jurisdiction, industry, and employment classification. While every effort has been made to ensure accuracy, results should be verified against your specific employment agreement and applicable labor laws. Always consult with your employer's HR department or a qualified employment attorney for authoritative guidance on overtime pay.