What is the FLSA overtime rule?

The Fair Labor Standards Act (FLSA) requires non-exempt employees to be paid at least 1.5× their regular rate for hours exceeding 40 per workweek. Exempt employees (managers, professionals earning above a threshold) are not covered.

How do I calculate time and a half?

Time and a half = regular hourly rate × 1.5. For a $20/hour regular rate: overtime rate = $30/hour. For 10 overtime hours: 10 × $30 = $300 in overtime pay, plus $800 regular pay (40 hours × $20) = $1,100 total gross for the week. To find the hourly rate from annual salary: divide by 2,080 (52 weeks × 40 hours). A $52,000/year salary = $25/hour regular, $37.50/hour overtime.

Is overtime calculated on base salary or total compensation?

Under FLSA, the regular rate for overtime includes most forms of compensation — base salary, shift differentials, and non-discretionary bonuses. Discretionary bonuses, gifts, and expense reimbursements are excluded.

Double time is 2× the regular hourly rate, typically paid for hours beyond 12 in a day or on holidays. California mandates double time for hours over 12 in a workday. It is not required under federal law but is common in union agreements.

Does overtime apply to salaried employees?

Not automatically. Under the FLSA, salaried employees are exempt from overtime only if they meet both a salary threshold ($684/week as of 2024) and a duties test (executive, administrative, or professional role). Salaried employees who do not meet both criteria are non-exempt and must receive 1.5× their effective hourly rate for hours over 40 per week.

Is my data sent to a server?

No. The overtime calculation runs entirely in your browser with JavaScript. No pay figures, hours, or personal data are uploaded, logged, or stored anywhere. You can use this calculator on confidential payroll data without any privacy concern.

Free Overtime Pay Calculator — Time and a Half, Double Time

Overtime pay is additional compensation for hours worked beyond the standard working hours (typically 40 hours per week under FLSA in the US, 48 hours per week under EU Working Time Directive). This calculator computes overtime earnings using any multiplier — 1.5× (time and a half), 2× (double time), or a custom rate.

Free — No SignupRuns in BrowserData Never Uploaded

Calculate overtime pay based on hours worked, regular rate, and overtime policy.

Calculates overtime pay from hourly rate and overtime hours worked
Supports 1.5× time and a half, 2× double time, or any custom multiplier
Shows regular pay, overtime pay, and total gross pay separately
Two overtime tiers for mixed multipliers (e.g. 1.5× after 40h + 2× after 12h/day)
Works with any currency — pure arithmetic, no localisation required
Client-side only — no pay figures are uploaded or stored

Features

Everything you need in one Overtime Pay Calculator

Time and a half calculator

Computes overtime at the standard 1.5× rate — the US FLSA minimum — and shows the overtime hourly rate and total overtime pay.

Double time and custom rates

Switch to 2× double time or enter any custom multiplier for contract, holiday, or union overtime rules.

Two overtime tiers

Handle mixed scenarios — for example time and a half beyond 40 hours plus double time beyond 12 hours in a day — in a single calculation.

Effective hourly rate

Shows the blended effective rate across all hours worked, so you can see what the period actually paid per hour.

How It Works

How to use Overtime Pay Calculator

Enter regular hourly rate

Input the employee's regular hourly wage before overtime.

Enter overtime hours and multiplier

Enter how many overtime hours were worked and select the multiplier (1.5×, 2×, or custom).

See total pay

The calculator shows regular pay, overtime pay, and total gross pay for the pay period.

Format Comparison

Common overtime rates and rules

Term	Multiplier	Typical trigger
Time and a half	1.5×	Hours beyond 40 / week (US FLSA minimum)
Double time	2×	Holidays, or 12+ hours/day in California
Daily overtime (CA)	1.5×	Hours beyond 8 in a single day
Seventh-day premium (CA)	1.5× / 2×	Working a 7th consecutive day
Contract / union rate	Custom	As set by the collective or employment agreement

Troubleshooting

How to fix common syntax errors

Most “invalid JSON” failures come from a small set of mistakes. Paste the failing JSON above, click Validate, and the tool points you at the exact line and column.

Using annual salary without converting to an hourly rate$52,000/year entered as the hourly rate

Convert annual salary to hourly first: divide by 2,080 (52 weeks × 40 hours). A $52,000 salary = $25/hour regular rate, $37.50/hour overtime. Entering $52,000 as the hourly rate produces a wildly inflated figure.

Applying the overtime rate to all hours instead of only the excessTotal pay = 50 hours × $30 (1.5×) overtime rate

Only hours beyond the threshold are paid at the overtime rate. Regular hours (typically the first 40) are paid at the base rate: 40 × $20 + 10 × $30 = $800 + $300 = $1,100. Applying 1.5× to all 50 hours overpays by $200.

Using take-home (net) hourly rate instead of gross as the overtime baseOvertime base = $17/hr net after deductions

Overtime is always calculated on the gross regular rate before tax, National Insurance, or any deductions. Use the gross pre-deduction hourly rate as your input.

Confusing weekly overtime (FLSA) with daily overtime (California)Expecting 1.5× after 8 hours/day under federal law

The FLSA sets no daily overtime threshold — it triggers at 40 hours/week. California additionally requires 1.5× after 8 hours in a single day and 2× after 12 hours. Select the correct jurisdiction rule for your employee.

Omitting non-discretionary bonuses from the regular rateRegular rate = base hourly only, ignoring a $500 production bonus

Under FLSA, non-discretionary bonuses (production bonuses, shift differentials, attendance bonuses) must be included when calculating the regular rate. Add the bonus to total pay for the period, then divide by total hours to get the true regular rate before applying the 1.5× multiplier.

Assuming salaried employees are automatically exempt from overtimeNo overtime calculated because employee is salaried

Salary alone does not determine FLSA exemption. Employees must meet both a salary threshold ($684/week as of 2024) AND a duties test (executive, administrative, professional). Salaried non-exempt employees earn overtime on their effective hourly rate (weekly salary ÷ hours worked).

FAQ

Frequently asked questions

Overtime pay is a higher rate paid for hours worked beyond a defined threshold — typically 40 hours/week in the US (FLSA) or 8 hours/day in some jurisdictions. The US federal minimum is 1.5× regular rate; some states and countries mandate 2×.

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