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.
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Calculator information
📋 How to use this calculator
- Choose Weekly Tracker mode: enter start, end, and break times for each of 7 days; the tool computes daily and weekly hours automatically.
- Or use Quick Pay Calc: input total weekly hours and hourly base rate to instantly see regular vs OT pay.
- 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.
- Toggle overnight shifts (shifts crossing midnight) so hours are properly allocated to the day they started.
- Verify exemption status: salaried managers/professionals earning >$58,656/year (2026 federal threshold) may be FLSA-exempt and not eligible for OT.
- 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:- Daily breakdown: Mon-Fri 10 hours each = 8 regular + 2 OT (1.5x) per day
- Regular daily hours (Mon-Fri): 5 x 8 = 40 hours x $25 = $1,000
- Daily OT 1.5x (Mon-Fri): 5 x 2 = 10 hours x $25 x 1.5 = $375
- 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
- Total weekly hours: 52
- Regular pay: $1,000; OT pay: $375 + $75 = $450
- Gross weekly pay: $1,450
- 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).
📚 Sources & references
Last updated: May 11, 2026