Whether you are an hourly employee checking your paycheck or an HR manager processing payroll, our overtime calculator gives you instant, accurate results based on 2026 FLSA rules. Enter your hourly rate and hours worked — no signup, no fees.
What Is Overtime Pay?
Overtime pay is additional compensation paid to employees who work beyond their standard scheduled hours. In the United States, the Fair Labor Standards Act (FLSA) — in effect since 1938 — establishes the federal overtime framework that covers approximately 143 million workers.
Under FLSA, non-exempt employees must receive at least 1.5 times their regular hourly rate (commonly called "time and a half") for every hour worked beyond 40 in a single workweek. Some situations, such as California labor law, require double time (2×) for hours beyond 12 in a single day or on the 7th consecutive workday.
The purpose of overtime law is to protect workers from exploitation, ensure fair compensation for extra effort, and incentivize employers to hire additional staff rather than overwork existing employees.
| Pay Type | Multiplier | When It Applies |
|---|---|---|
| Regular Pay | 1× | First 40 hours per workweek |
| Time and a Half | 1.5× | Hours beyond 40/week (federal FLSA) |
| Double Time | 2× | Hours beyond 12/day (California) or 7th consecutive day |
| Custom Rate | Varies | Union contracts, company policy |
Overtime Pay Calculator
An overtime pay calculator is the fastest and most accurate way to compute your extra earnings without manual math errors. To use any overtime pay calculator correctly, you need three key inputs:
- Your regular hourly rate — the base wage per hour before overtime
- Total hours worked in the workweek — all hours including regular and overtime
- Overtime multiplier — 1.5× (standard) or 2× (double time, if applicable)
Once you have these three numbers, an overtime pay calculator produces your regular pay, overtime pay, total weekly gross earnings, and even an annual income projection.
What an Overtime Pay Calculator Shows You
- Regular Pay: Your hourly rate × 40 hours
- Overtime Pay: Your hourly rate × 1.5 × overtime hours
- Total Weekly Gross: Regular pay + overtime pay
- Monthly Estimate: Weekly gross × 4.333
- Annual Estimate: Weekly gross × 52
- Effective Hourly Rate: Total weekly pay ÷ total hours worked
Overtime Pay Rates at Common Wage Levels (2026)
| Regular Hourly Rate | OT Rate (1.5×) | 10 OT Hours Pay | 20 OT Hours Pay |
|---|---|---|---|
| $12.00/hr | $18.00/hr | $180.00 | $360.00 |
| $15.00/hr | $22.50/hr | $225.00 | $450.00 |
| $18.00/hr | $27.00/hr | $270.00 | $540.00 |
| $20.00/hr | $30.00/hr | $300.00 | $600.00 |
| $25.00/hr | $37.50/hr | $375.00 | $750.00 |
| $30.00/hr | $45.00/hr | $450.00 | $900.00 |
| $35.00/hr | $52.50/hr | $525.00 | $1,050.00 |
| $40.00/hr | $60.00/hr | $600.00 | $1,200.00 |
| $50.00/hr | $75.00/hr | $750.00 | $1,500.00 |
How to Calculate Overtime
Knowing how to calculate overtime manually is essential for verifying your paycheck and understanding your earnings. The FLSA overtime formula is straightforward and can be broken into four clear steps.
The Standard FLSA Overtime Formula
Overtime Pay = Regular Hourly Rate × 1.5 × Overtime Hours
Total Weekly Pay = (Regular Rate × 40) + (Regular Rate × 1.5 × OT Hours)
Step-by-Step: How to Calculate Overtime Pay
-
Step 1 — Identify Your Regular Hourly Rate
This is your base wage before any overtime. For hourly employees, this is straightforward. For salaried non-exempt employees, divide your weekly salary by 40 to get the equivalent hourly rate. Example: $700/week ÷ 40 = $17.50/hr. -
Step 2 — Count Your Overtime Hours
Subtract 40 from your total hours worked in the week. Any amount above 40 is overtime. Example: 50 total hours − 40 regular hours = 10 overtime hours. -
Step 3 — Calculate Your Overtime Rate
Multiply your regular hourly rate by 1.5. Example: $20.00 × 1.5 = $30.00/hr overtime rate. -
Step 4 — Multiply Overtime Rate by Overtime Hours
Example: $30.00/hr × 10 hours = $300 in overtime pay. -
Step 5 — Add Regular Pay
Regular pay = $20.00 × 40 = $800. Total weekly gross = $800 + $300 = $1,100.
How to Calculate Overtime for Salaried Employees
Salaried employees below the $58,656/year FLSA exemption threshold (2026) are classified as non-exempt and are entitled to overtime. Here is how to calculate their overtime:
- Divide weekly salary by 40 to find the regular rate. ($800/week ÷ 40 = $20/hr)
- Multiply regular rate by 1.5 for the overtime rate. ($20 × 1.5 = $30/hr)
- Multiply overtime rate by overtime hours. ($30 × 5 OT hours = $150)
- Total weekly pay = base salary + overtime pay. ($800 + $150 = $950)
How to Calculate Double Time Overtime
Double time applies when the overtime multiplier is 2×. This is required by California for hours beyond 12 in a single day and on the 7th consecutive workday. The formula is the same, but with a 2× multiplier instead of 1.5×.
Double Time Pay = Regular Hourly Rate × 2 × Double Time Hours
Example: $25/hr × 2 × 4 double-time hours = $200 in double time pay.
Regular Rate of Pay: What's Included?
The FLSA defines the "regular rate" as total remuneration divided by total hours worked. This means certain bonuses and commissions must be included in your regular rate calculation before computing overtime. The following are typically included:
- Base hourly or salary wages
- Non-discretionary bonuses (production bonuses, attendance bonuses)
- Shift differentials and night pay
- Commissions earned in the workweek
The following are typically excluded from the regular rate:
- Discretionary bonuses (holiday gifts, spot bonuses)
- Overtime premiums already paid
- Expense reimbursements
- Paid time off payouts
OT Calculator — Real-World Examples
Use these OT calculator worked examples to understand how overtime pay changes across different wage levels, hours, and scenarios.
Example 1 — Basic Hourly Employee (Federal FLSA)
- Hourly rate: $20/hr
- Total hours worked: 50 hours
- Overtime hours: 50 − 40 = 10 hours
- Regular pay: $20 × 40 = $800
- Overtime pay: $20 × 1.5 × 10 = $300
- Total weekly gross: $800 + $300 = $1,100
Example 2 — Salaried Non-Exempt Employee
- Weekly salary: $700
- Regular hourly rate: $700 ÷ 40 = $17.50/hr
- Overtime hours: 5 hours
- Overtime pay: $17.50 × 1.5 × 5 = $131.25
- Total weekly pay: $700 + $131.25 = $831.25
Example 3 — California Double Time
- Hourly rate: $25/hr
- Hours worked in one day: 14 hours (8 regular + 4 at 1.5× + 2 at 2×)
- Regular pay (8 hrs): $25 × 8 = $200
- OT pay at 1.5× (4 hrs): $25 × 1.5 × 4 = $150
- Double time pay at 2× (2 hrs): $25 × 2 × 2 = $100
- Total daily gross: $200 + $150 + $100 = $450
Example 4 — High Earner at 60 Hours/Week
- Hourly rate: $40/hr
- Total hours: 60 hours/week
- Overtime hours: 20 hours
- Regular pay: $40 × 40 = $1,600
- Overtime pay: $40 × 1.5 × 20 = $1,200
- Total weekly gross: $1,600 + $1,200 = $2,800
- Annual estimate (52 weeks): $2,800 × 52 = $145,600
FLSA Overtime Rules 2026
The Fair Labor Standards Act (FLSA) is the federal law that governs overtime in the United States. Understanding these rules helps both employees and employers stay compliant.
Key FLSA Overtime Rules for 2026
| Rule | Detail |
|---|---|
| Overtime Threshold | 40 hours per workweek |
| Overtime Rate | Minimum 1.5× regular rate of pay |
| Salary Exemption Threshold (2026) | $58,656/year ($1,128/week) |
| Workweek Definition | Any fixed, recurring 7-day period set by employer |
| Overtime Calculation Period | Per workweek (cannot be averaged across 2 weeks) |
| Weekend/Holiday Overtime | Not required unless total weekly hours exceed 40 |
| Double Time Requirement | Not federally required; mandated by California and some states |
Who Is Covered by FLSA?
FLSA covers most private sector employers and employees, plus federal, state, and local government workers. The law applies when an employer has annual revenues of $500,000 or more, or when employees are engaged in interstate commerce.
FLSA Workweek Rules
A workweek under FLSA is any fixed 7 consecutive 24-hour periods. Importantly, employers set their own workweek — it does not need to run Monday through Sunday. A workweek running Wednesday through Tuesday is fully valid. Overtime is always calculated per workweek and can never be averaged across two or more weeks.
State-Specific Overtime Laws
Many states supplement federal FLSA overtime rules with stricter protections. When state law provides greater benefits than federal law, the state law applies. Here are the most important state-level overtime rules to know in 2026.
| State | Daily OT Trigger | Double Time Rule | Notes |
|---|---|---|---|
| California | After 8 hrs/day (1.5×) | After 12 hrs/day; 7th consecutive day (first 8 hrs 1.5×, beyond 8 hrs 2×) | Most comprehensive overtime rules in the US |
| Colorado | After 12 hrs/day | Not required by state law | Also triggers OT after 12 hrs in a workday |
| Nevada | After 8 hrs/day (if wage < 1.5× minimum wage) | Not required | Daily OT applies only to lower-wage workers |
| Alaska | After 8 hrs/day | Not required | Daily and weekly thresholds both apply |
| All Other States | No daily trigger | Not required | Federal FLSA 40-hour weekly rule applies |
If you work remotely for a company based in another state, overtime rules of the state where you physically perform the work apply — not the state where the company is headquartered. This is an increasingly important consideration in the remote work era.
Overtime Tax Rules 2026 — No Tax on Overtime (OBBBA)
One of the most significant changes for 2026 is the new overtime tax deduction introduced by the One Big Beautiful Bill Act (OBBBA), signed into law in 2025. This law directly benefits millions of hourly workers who earn overtime pay.
What Is the Overtime Tax Deduction?
Under Section 70202 of the OBBBA, FLSA-covered hourly employees can deduct the overtime premium portion of their overtime pay from federal taxable income. The deduction covers the "premium" — meaning only the extra 0.5 above the regular rate, not the full overtime wage.
Overtime Tax Deduction Limits (2025–2028)
| Filing Status | Maximum Deduction | Tax Years Covered |
|---|---|---|
| Single Filers | $12,500/year | 2025–2028 |
| Married Filing Jointly | $25,000/year | 2025–2028 |
Important Notes on the OT Tax Deduction
- Only the overtime premium (the 0.5× portion) is deductible — not the full overtime wages
- Social Security (6.2%) and Medicare (1.45%) taxes on overtime are not affected
- The deduction applies only to FLSA-covered hourly employees
- Employers must begin tracking qualified overtime in preparation for updated Form W-2 reporting (Box 12, Code TT) for 2026
- A high-level estimate: approximately 1/3 of total overtime paid equals the qualified overtime deduction
Is overtime taxed at a higher rate? No. Overtime is taxed as regular income at your marginal rate. However, because overtime often pushes your weekly income into a temporarily higher withholding bracket, your paycheck may look like more was withheld — but this balances out at tax filing time.
Who Qualifies for Overtime Pay?
Not every employee is entitled to overtime pay. The FLSA divides workers into two categories: non-exempt (overtime eligible) and exempt (not overtime eligible).
Non-Exempt Employees (Eligible for OT)
The following workers are typically non-exempt and must receive overtime pay:
- Hourly workers — almost always non-exempt
- Salaried employees earning below $58,656/year ($1,128/week) in 2026
- Part-time employees who work beyond 40 hours in a week
- Non-management retail, manufacturing, service, and healthcare workers
Exempt Employees (Not Eligible for OT)
Employees in the following categories earning above the $58,656/year threshold are generally exempt:
- Executive exemption — managers who regularly direct two or more employees
- Administrative exemption — employees in office roles with significant discretion
- Professional exemption — learned professions (doctors, lawyers, engineers, teachers)
- Outside sales exemption — employees primarily making sales away from the employer's place of business
- Computer professional exemption — IT workers earning above $27.63/hr or $58,656/year
- Highly compensated employees — workers earning above $107,432/year
Common Misconceptions About Overtime Eligibility
| Common Myth | The Fact |
|---|---|
| "I'm salaried so I don't get overtime" | Salaried employees earning below $58,656/year ARE entitled to overtime |
| "Part-time workers don't get overtime" | Part-time non-exempt workers get OT if they exceed 40 hrs/week |
| "My employer can average my hours over 2 weeks" | FLSA prohibits averaging — overtime is calculated per workweek |
| "Overtime on weekends is always required" | Federal law only requires OT after 40 hrs/week, not for weekend work itself |
| "My employer can offer comp time instead of OT pay" | Private sector employers generally cannot substitute comp time for overtime cash pay under FLSA |
Frequently Asked Questions — Overtime Calculator
How do I calculate overtime pay?
Use this formula: Overtime Pay = Regular Hourly Rate × 1.5 × Overtime Hours. Overtime hours are all hours worked beyond 40 in a workweek. For example, at $20/hr working 50 hours: overtime pay = $20 × 1.5 × 10 = $300. Add this to your regular pay of $800 (40 hrs × $20) for a total weekly gross of $1,100.
What is the FLSA overtime threshold in 2026?
Under FLSA 2026, overtime is triggered after 40 hours in a workweek. The salary exemption threshold — below which salaried employees are entitled to overtime — is $58,656 per year ($1,128 per week).
Is overtime pay taxed at a higher rate?
No. Overtime pay is taxed as regular income at your marginal federal and state income tax rates. However, under the OBBBA (2025 law), eligible workers can deduct up to $12,500/year ($25,000 married filing jointly) of their overtime premium from federal taxable income for tax years 2025–2028.
What is double time versus time and a half?
Time and a half (1.5×) is the federal minimum overtime rate required for hours beyond 40 per week. Double time (2×) pays twice the regular rate and is required by California for hours beyond 12 in a single day and on the 7th consecutive workday. Some union contracts and employer policies also provide double time for holiday work.
Can my employer refuse to pay overtime?
Under FLSA, employers cannot legally refuse to pay overtime to non-exempt employees who work more than 40 hours in a workweek. If your employer is withholding overtime pay, you can file a complaint with the U.S. Department of Labor's Wage and Hour Division (WHD) or consult an employment attorney.
How does overtime work for salaried employees?
Salaried employees earning below $58,656/year (2026) are non-exempt and entitled to overtime. Their regular hourly rate is calculated by dividing weekly salary by 40. Overtime is then calculated at 1.5× that hourly rate for all hours worked beyond 40 in the workweek.
Does overtime apply to part-time workers?
Yes. Part-time non-exempt workers are entitled to overtime pay for any hours worked beyond 40 in a workweek. For example, a part-time employee who works 45 hours in a given week is owed 5 hours of overtime pay at the 1.5× rate.
What is an OT calculator used for?
An OT calculator is used to quickly and accurately compute overtime earnings, verify paycheck accuracy, project annual income, compare regular vs overtime schedules, and ensure FLSA compliance. HR managers use OT calculators for payroll processing, while employees use them to double-check their pay stubs.
What is the difference between overtime pay and comp time?
Overtime pay is cash compensation at the 1.5× rate for extra hours worked. Compensatory time (comp time) is paid time off given in lieu of overtime pay. Private sector employers are generally prohibited from offering comp time instead of overtime pay under FLSA. Government employees, however, may receive comp time under certain conditions.
How do bonuses affect overtime calculation?
Non-discretionary bonuses (production bonuses, performance bonuses tied to predetermined criteria) must be included in the regular rate of pay before calculating overtime. This increases the overtime rate because the regular rate is higher. Discretionary bonuses (spontaneous holiday gifts, spot bonuses) do not need to be included.
Summary — Overtime Calculator Key Takeaways
- Federal FLSA requires 1.5× overtime pay for non-exempt employees working more than 40 hours per week
- The 2026 FLSA salary exemption threshold is $58,656/year
- Use the formula: OT Pay = Regular Rate × 1.5 × OT Hours
- California mandates daily overtime (after 8 hrs/day) and double time (after 12 hrs/day)
- Under the OBBBA, eligible workers can deduct up to $12,500/year in overtime premium from federal taxable income (2025–2028)
- Overtime is calculated per workweek — it cannot be averaged across two weeks
- Part-time, salaried non-exempt, and hourly employees all qualify for overtime when they exceed 40 hours/week
- Always include non-discretionary bonuses in the regular rate before computing overtime