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Overtime Pay Calculator

Track weekly hours and compute regular, overtime (1.5x), and double-time pay under US FLSA and state daily-OT rules.

FINANCE

Track weekly hours and compute regular pay, overtime (1.5x), and double-time (2x) under US FLSA and state daily-overtime rules.

Two modes: a 7-day weekly tracker with start/end/break per day (handles overnight shifts) or a quick pay calculator for total hours. Applies daily double-time first (for example, California >12 hours/day), then weekly OT above the 40-hour FLSA threshold. Outputs gross pay broken down by regular, OT, and double-time.

Disclaimer: FLSA federal standard applies; some states (California, Alaska, Nevada) have stricter daily OT rules. Salaried exempt employees ($684/week threshold) may not qualify for OT.

Hours and Overtime Pay Calculator

Track your work week hour by hour, or run a quick overtime estimate. Built around US FLSA rules (40 hr/week threshold, 1.5x time-and-a-half) with optional daily double-time for states like California.

Enter start time, end time, and unpaid break minutes for each day. The calculator handles overnight shifts (end before start) automatically and applies weekly overtime above 40 hours, plus optional daily double-time.

StartEndBreak (min)hrs
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Settings
2026 US federal minimum is $7.25/hr; many states are $15-$20+. Use your gross pre-tax rate.
US FLSA standard is 40. Some union/state contracts use 35 or 37.5.
Federal FLSA: 1.5x (time-and-a-half). Some employers pay 2.0x for holidays.

Enter at least one day with start and end time to see results.

Understanding US Overtime Rules

FLSA Federal Standard

The Fair Labor Standards Act requires non-exempt employees to be paid at least 1.5x their regular rate for hours worked beyond 40 in a workweek. There is no federal daily overtime threshold.

State Exceptions

California, Alaska, Nevada, Puerto Rico, and others require daily overtime. California pays 1.5x after 8 hr/day and 2.0x after 12 hr/day. Alaska pays 1.5x after 8 hr/day. Always check your state law.

Exempt vs Non-Exempt

Salaried executive, professional, and administrative employees earning at least $684/week ($35,568/year as of 2026 thresholds) may be exempt from overtime. Most hourly workers are non-exempt and entitled to OT.

What Counts as Hours Worked

Includes time on the clock, short rest breaks under 20 minutes, mandatory training, and on-call time when restricted to the workplace. Does NOT include unpaid meal breaks of 30+ minutes when fully relieved of duty.

Salaried vs Hourly

Salaried non-exempt workers still get overtime, calculated by dividing weekly salary by 40 to find the hourly rate. Salaried exempt workers do not, regardless of hours worked.

This calculator uses simplified US FLSA assumptions. State laws, union contracts, holiday pay, shift differentials, and bonuses may change your actual pay. For official figures, check your employer pay stub or consult the US Department of Labor at dol.gov.

Calculator information

How to use this calculator

  1. Choose Weekly Tracker mode: enter start, end, and break times for each of 7 days; the tool computes daily and weekly hours automatically.
  2. Or use Quick Pay Calc: input total weekly hours and hourly base rate to instantly see regular vs OT pay.
  3. Set the state for daily-OT rules - California requires 1.5x after 8 hours/day and 2x after 12 hours/day; most federal-only states use 40 hours/week threshold.
  4. Toggle overnight shifts (shifts crossing midnight) so hours are properly allocated to the day they started.
  5. Verify exemption status: salaried managers/professionals earning >$58,656/year (2026 federal threshold) may be FLSA-exempt and not eligible for OT.
  6. Tip: Track unpaid breaks (30+ minutes meal breaks) - they don't count toward hours worked under federal law.

FLSA Overtime Pay (29 U.S.C. § 207)

OT_pay = Hours_over_40 x Base_rate x 1.5; Total_pay = (40 x Base_rate) + OT_pay + Double_time_pay
  • Hours_over_40: weekly hours exceeding 40 (federal threshold)
  • Base_rate: regular hourly rate (must be at or above federal/state minimum wage)
  • 1.5: federal OT multiplier; some states/contracts require 2x for double-time
  • California daily OT: 1.5x for hours 8-12/day, 2x above 12/day
  • California 7th consecutive day: 1.5x first 8 hours, 2x beyond

FLSA OT exemptions: executive, administrative, professional, outside sales, computer ($684/week minimum salary threshold in 2026). Misclassification is a major employer liability.

Worked example: California Construction Worker 52-Hour Week

Given:
  • Base rate: $25/hour
  • Schedule: Mon-Fri 10 hours/day = 50 hours, Sat 2 hours = 52 hours total
  • State: California (daily-OT rules apply)
  • Non-exempt hourly employee
Steps:
  1. Daily breakdown: Mon-Fri 10 hours each = 8 regular + 2 OT (1.5x) per day
  2. Regular daily hours (Mon-Fri): 5 x 8 = 40 hours x $25 = $1,000
  3. Daily OT 1.5x (Mon-Fri): 5 x 2 = 10 hours x $25 x 1.5 = $375
  4. Saturday 2 hours: also OT because >40 weekly (Sat is 7th day in some interpretations, but Mon-Sat is 6 days - so OT 1.5x): 2 x $25 x 1.5 = $75
  5. Total weekly hours: 52
  6. Regular pay: $1,000; OT pay: $375 + $75 = $450
  7. Gross weekly pay: $1,450
  8. Compare to federal-only (40 weekly threshold): would be $1,000 reg + $450 OT (12 hours x 1.5x) = $1,450 (same total in this case)

Result: Gross weekly pay $1,450, including $450 overtime premium. California rules produce same total here, but daily-OT triggers earlier in shorter weeks.

Frequently asked questions

What is the federal overtime threshold?
Federal FLSA (Fair Labor Standards Act) requires 1.5x regular rate for hours worked beyond 40 in a single workweek for non-exempt employees. There is no federal daily-OT requirement. The workweek is a fixed 168-hour period (any 7 consecutive 24-hour days) established by the employer. Hours from multiple weeks cannot be averaged. Some states (California, Alaska, Nevada, Colorado) impose stricter daily-OT requirements.
Who is exempt from overtime?
FLSA exemptions cover 'white collar' workers meeting three tests: (1) Salary basis - paid fixed salary regardless of hours; (2) Salary level - minimum $684/week ($35,568/year) federal, higher in some states (CA $66,560 in 2024); (3) Duties test - executive, administrative, professional, outside sales, or computer employee. Highly compensated employees ($107,432+) have a relaxed duties test. Job title alone does not determine exemption - duties matter.
How does California daily overtime work?
California requires 1.5x pay for hours 8-12 in a workday AND beyond 40 in a workweek. Hours over 12 in a day = 2x (double-time). The 7th consecutive workday in a week: first 8 hours = 1.5x, beyond 8 hours = 2x. Important: employers cannot avoid OT by averaging hours across days. Some other daily-OT states: Alaska (>8 hrs/day = 1.5x), Nevada (if pay <1.5x min wage), Colorado (>12 hrs/day or 12 consecutive hours = 1.5x).
Do I get overtime for working on holidays or weekends?
Federal law does not require premium pay for holidays or weekends per se. OT is triggered only by exceeding 40 hours/week (or state daily thresholds). However, many union contracts and employer policies provide 1.5x or 2x for holidays/Sundays voluntarily. Massachusetts and Rhode Island previously required Sunday/holiday premium for retail workers (Massachusetts phased out by 2023). Always check your specific state law and employment contract.
Are unpaid breaks counted as hours worked?
Bona fide meal breaks (typically 30+ minutes) where the employee is completely relieved of duties are not compensable and not counted toward hours worked. Shorter breaks (5-20 minutes) are compensable under federal law as 'rest periods'. If an employee must remain on-call or respond during a meal break, the time IS compensable. Most states require meal breaks for shifts over 5-6 hours (e.g., California 30-min unpaid meal break for shifts >5 hours).

Last updated: May 11, 2026

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