Overtime Calculator
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Calculate overtime pay, regular pay, and total gross earnings per pay period, for any hourly rate and overtime multiplier.
Quick answer: Under the FLSA, overtime pay equals your regular hourly rate × 1.5, multiplied by every hour worked beyond 40 in a workweek. An employee earning $18/hour working 48 hours in a week earns $720 regular pay plus $216 overtime pay: $936 total (US Department of Labor).
Gross pay before taxes. To see after-tax overtime, use the Overtime Tax Calculator.
📐 Overtime Pay Formula
Overtime Pay = Overtime Rate × Overtime Hours
Total Weekly Gross = (Regular Rate × Regular Hours) + Overtime Pay
How to Use the Overtime Calculator
Enter your hourly rate
Input your base hourly wage. If you are paid a salary, divide your weekly salary by scheduled hours (usually 40) to get your hourly equivalent.
Set regular and overtime hours
Enter your regular weekly hours (typically 40) and your overtime hours worked beyond that threshold.
Adjust the OT multiplier or pick your state
Standard FLSA rate is 1.5×. Some employers pay double-time (2×) for certain shifts. Change the multiplier to match your actual rate. Or select California, Alaska, Nevada, Colorado, or Oregon under "Overtime Rule" to apply that state's daily-overtime thresholds automatically instead.
Choose your pay period
Select weekly, bi-weekly, semi-monthly, or monthly to see period-specific gross pay alongside annual totals.
How to Calculate Overtime Pay
The Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5 times their regular rate for every hour worked beyond 40 in a single workweek.
Example: An employee at $18/hour working 48 hours in a week. Regular pay: $18 × 40 = $720. Overtime: $18 × 1.5 × 8 = $216. Total: $936.
How to Calculate Overtime for Salaried Employees
For non-exempt salaried employees, calculate the regular hourly rate first: divide the weekly salary by the scheduled hours (usually 40). Then apply 1.5× to hours beyond 40. A $700/week salary = $17.50/hour. Overtime rate: $26.25/hour. Working 45 hours earns an additional $131.25.
Overtime Pay Rules by State
California Overtime Rules
California requires overtime for: hours over 8 in a single day, hours over 40 in a workweek, and double-time (2×) for hours over 12 in a day or for the seventh consecutive day of work in a week.
Alaska
Alaska requires overtime for hours worked beyond 8 hours in a day, in addition to the standard 40-hour weekly threshold, with no exceptions based on pay rate.
Nevada
Nevada's daily overtime rule is conditional on pay rate: it applies only to employees earning less than 1.5× the state minimum wage (minimum wage is $12.00/hour in 2026, so the daily rule covers anyone earning under $18.00/hour). Employees at or above that rate only get overtime under the standard 40-hour weekly threshold. A written, voluntary 4-day/10-hour schedule agreement can also exempt those four days from the daily rule.
Colorado
Colorado's COMPS Order requires overtime at 1.5× whenever any one of three triggers is met: hours over 40 in a workweek, hours over 12 in a workday, or over 12 consecutive hours worked regardless of when the shift started, whichever calculation pays the employee more. Colorado does not allow averaging hours across weeks or substituting comp time for overtime pay, and has no double-time tier. This calculator computes the daily and weekly triggers; the 12-consecutive-hour test (relevant mainly to shifts that cross midnight) is a separate legal check this tool does not model.
Oregon (Manufacturing Only)
Oregon's daily overtime rule applies narrowly: only to employees in mills, factories, and manufacturing establishments (any workplace using machinery to make goods from raw or prepared materials). Those employees earn 1.5× for hours over 10 in a day or over 40 in a week, whichever pays more. All other Oregon employees, outside manufacturing, follow the standard federal 40-hour weekly threshold only.
Full State-by-State Reference Table
Only 5 states plus one US territory require daily overtime at all; every other state and Washington DC follows the federal FLSA standard of overtime after 40 hours in a workweek, with no separate daily trigger:
| State/territory | Daily overtime rule |
|---|---|
| California | 1.5× over 8 hrs/day, 2× over 12 hrs/day |
| Alaska | 1.5× over 8 hrs/day |
| Nevada | 1.5× over 8 hrs/day (only under 1.5× state minimum wage) |
| Colorado | 1.5× over 12 hrs/day (or 12 consecutive hours) |
| Oregon | 1.5× over 10 hrs/day (manufacturing employees only) |
| Puerto Rico | 1.5× over 8 hrs/day |
| All other 45 states + DC (incl. Texas, Florida, New York, North Carolina, Pennsylvania, Michigan, Ohio, New Jersey, Arizona) | Federal standard only: 1.5× over 40 hrs/week, no daily trigger |
FLSA Overtime Exemptions
The FLSA exempts certain categories from overtime: executive (manages the business, directs 2+ employees, authority to hire/fire), administrative (non-manual work related to management, exercises independent judgment), and professional (learned professions requiring advanced knowledge: doctors, lawyers, engineers). All exemptions require a salary of at least $684/week (a 2024 DOL rule would have raised this substantially, but that rule was vacated in court and formally rescinded in 2026, leaving the $684 threshold in effect).
How Overtime Affects Annual Income
Even modest overtime significantly boosts annual earnings. Just 5 hours of overtime per week at $20/hour ($30 OT rate) generates an extra $7,800/year gross. After taxes in the 22% bracket plus FICA, the after-tax value is roughly $5,200, still a meaningful increase. Want to know exactly what you keep? Use our Overtime Tax Calculator.
Overtime also got a federal tax break starting with tax year 2025: the "no tax on overtime" deduction lets many non-exempt employees deduct the FLSA overtime premium (up to $12,500 for single/head of household or $25,000 for married filing jointly) from taxable income, phasing out above $150,000/$300,000 in modified adjusted gross income (One Big Beautiful Bill Act, tax years 2025–2028; source: IRS.gov). It doesn't reduce FICA or state tax. The Overtime Tax Calculator models this deduction directly in your take-home estimate.
Overtime rules differ significantly outside the US. South African employees are protected under the Basic Conditions of Employment Act (BCEA), which caps ordinary hours at 45 per week and requires overtime pay at 1.5× for the first 10 hours per week (and 2× on Sundays and public holidays). If you're calculating SA overtime, PAYE deductions, or take-home pay under South African law, PayTools, our South African salary and payroll calculator hub, has dedicated BCEA-compliant overtime and net pay tools.
How to Calculate Overtime Pay by Hand: Worked Example
Under the federal FLSA, overtime is 1.5× the regular rate for hours over 40 in a workweek. At a $22/hour rate working 48 hours: regular pay = 40 × $22 = $880; overtime pay = 8 × $22 × 1.5 = 8 × $33 = $264; total = $1,144 for the week.
How is overtime calculated when pay rates change during the week?
The FLSA requires a weighted average rate when hours are split across different pay rates. Suppose 30 hours at $20/hour and 18 hours at $25/hour in one 48-hour week. Total straight-time pay = (30 × $20) + (18 × $25) = $600 + $450 = $1,050. Divide by total hours: $1,050 ÷ 48 = $21.875 weighted average rate. Overtime premium owed = 8 hours × $21.875 × 0.5 = $87.50 (only the extra half, since the straight-time portion is already included in the $1,050). Total pay = $1,050 + $87.50 = $1,137.50.
Which Overtime Rules Vary by State?
How is California's daily overtime rule different?
California requires overtime after 8 hours in a single day, not just after 40 in a week, plus double time after 12 hours in a day. A worker doing four 12-hour shifts (48 hours total, under the federal 40-hour weekly trigger for the first 40) still earns overtime under California's daily rule for every hour past 8 each day, meaning California employees can owe overtime in a week where the federal FLSA test alone would show none.
Do salaried employees ever qualify for overtime?
Yes. Job duties and salary level determine exemption, not job title. Employees classified "exempt" (commonly certain executive, administrative, or professional roles above a federal salary threshold) do not receive overtime; "non-exempt" salaried employees do, using their salary converted to an hourly rate (annual salary ÷ 52 ÷ standard hours) as the base for the 1.5× calculation.
Do Alaska and Nevada differ from the federal standard?
Alaska applies daily overtime after 8 hours similarly to California. Nevada requires daily overtime after 8 hours only for employees earning below a set multiple of the state minimum wage; above that threshold, the standard 40-hour weekly rule applies instead.
Do Colorado and Oregon differ from the federal standard?
Colorado requires overtime after 12 hours in a day, after 40 in a week, or after 12 consecutive hours worked, whichever pays more. Oregon's daily rule is narrower still: it applies only to employees in mills, factories, and manufacturing establishments, after 10 hours in a day; every other Oregon employee follows the standard 40-hour weekly rule.
Frequently Asked Questions
Sources & Methodology
Calculations are based on the most current publicly available data from authoritative government and industry sources: