Employment & Payroll Tools

Overtime Pay Calculator

Calculate your overtime pay at time and a half or double time. Supports federal FLSA rules, California daily OT, and custom settings. Works for hourly, salaried, tipped, and multi-rate employees.

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Overtime Laws by State — Quick Reference

StateDaily OTWeekly OTDouble TimeNotes
Federal (FLSA)None1.5× over 40 hrsNoMinimum standard for all states
California1.5× over 8 hrs/day, 2× over 121.5× over 40 hrsYesStrictest US overtime laws
Alaska1.5× over 8 hrs/day1.5× over 40 hrsNoDaily OT for most industries
Colorado1.5× over 12 hrs/day1.5× over 40 hrsNoDaily OT only above 12 hrs
Nevada1.5× over 8 hrs/day1.5× over 40 hrsNoDaily OT for lower-wage workers
Oregon1.5× over 10 hrs/day (manufacturing)1.5× over 40 hrsNoManufacturing-only daily OT
Puerto Rico1.5× over 8 hrs/day1.5× over 40 hrsYes (2×)Double time after 8 daily OT hrs
New YorkNone1.5× over 40 hrsNoFollows federal FLSA standard
TexasNone1.5× over 40 hrsNoFollows federal FLSA standard
FloridaNone1.5× over 40 hrsNoFollows federal FLSA standard
UK / EUNoneVaries by countryVariesEU: max 48 hrs/week. OT pay varies.
CanadaVaries by province1.5× over 40-44 hrsVariesBC: 1.5× over 8/day + 40/week

Overtime Pay: Complete Guide to Time and a Half, Double Time, and State Laws

Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at 1.5× their regular rate for all hours worked beyond 40 in a single workweek. This "time and a half" rule applies to approximately 80% of US workers. With the average American working 38.7 hours per week, millions of workers earn overtime pay every pay period — and understanding exactly how it is calculated ensures you receive every dollar you are owed.

California Overtime: The Strictest Rules in the US

California goes beyond federal law with daily overtime requirements. Employees earn 1.5× for hours 8–12 in a single day, and double time (2×) for hours beyond 12 in a day. California also requires double time for hours beyond 8 on the 7th consecutive workday. When both daily and weekly overtime apply, employees receive the higher rate — never both stacked. Our California preset handles this calculation automatically.

International Overtime: UK, Canada, and Beyond

In Canada, overtime rules vary by province — British Columbia requires 1.5× over 8 hours/day plus 1.5× over 40/week, while Ontario requires 1.5× over 44 hours/week. The UK and EU limit working hours to 48 per week under the Working Time Directive, with overtime pay rates left to employment contracts. In Australia, overtime rates are set by Modern Awards and Enterprise Agreements — typically 1.5× for the first 2-3 hours and 2× thereafter. Our custom settings mode lets you configure the calculator for any country's rules.

Frequently Asked Questions

Under the Fair Labor Standards Act (FLSA), overtime pay is 1.5× your regular hourly rate for hours worked beyond 40 in a workweek. Formula: Overtime Pay = 1.5 × Regular Rate × Overtime Hours. For example, if you earn $20/hour and work 45 hours: 40 regular hours = $800 + 5 overtime hours × $30 = $150, total = $950.
Time and a half means 1.5× your normal hourly rate. At $15/hour, overtime rate = $22.50/hour. At $25/hour, overtime rate = $37.50/hour. This is the federal minimum overtime rate — some states and union contracts require higher multiplier like double time (2×).
Under FLSA, hourly (non-exempt) employees must receive overtime. Salaried (exempt) employees earning above $35,568/year (2024) in executive, administrative, professional, or computer roles are generally NOT eligible for overtime. However, many salaried workers earning less than this threshold ARE eligible. Always check your classification.
California has the strictest overtime laws: daily overtime at 1.5× for hours over 8 in a day (up to 12 hours), double time (2×) for hours over 12 in a day, 1.5× for the first 8 hours on the 7th consecutive day, and 2× for hours over 8 on the 7th day. California also pays overtime on a weekly basis for hours over 40. The law that gives the employee the higher pay applies.
Federal law (FLSA) uses weekly overtime — hours over 40 per workweek. Several states (California, Alaska, Colorado, Nevada) add daily overtime — hours over 8 or 12 in a single day. Some states calculate both and pay whichever is higher. Our calculator supports all three modes: federal weekly, daily, and California-style combined.
If a salaried non-exempt employee is eligible for overtime, first calculate their regular hourly rate: Annual Salary ÷ 52 weeks ÷ 40 hours. For a $50,000 salary: $50,000 ÷ 52 ÷ 40 = $24.04/hour regular rate. Overtime is then 1.5× $24.04 = $36.06 per overtime hour. Semi-monthly and monthly salaried employees use the same formula.
Double time (2×) is required in California for hours worked beyond 12 in a day or beyond 8 on the 7th consecutive workday. Some union contracts and employer policies also provide double time. At $20/hour regular rate, double time = $40/hour.
Under federal law: No. Overtime is based on hours over 40 in a workweek, regardless of which days you work. Weekends and holidays do not automatically trigger overtime pay. However — many employers voluntarily pay premium rates for holiday work, and some union contracts require it. Some states (Massachusetts, Rhode Island) have holiday pay laws for retail workers.
If you work two jobs for the same employer at different rates, the blended (weighted average) rate applies. Example: 30 hours at $15 and 20 hours at $20 = (30×15 + 20×20) ÷ 50 = $17.00/hour weighted average. Overtime = 1.5 × $17.00 = $25.50/hour for the 10 overtime hours.
The regular rate includes hourly wages, salary, commissions, non-discretionary bonuses, and shift differentials. It does NOT include discretionary bonuses, gifts, paid time off, expense reimbursements, or employer benefit contributions. The regular rate is the basis for overtime calculation — getting this right is crucial for compliance.
The regular rate for tipped employees includes both the cash wage and the tip credit. If the cash wage is $2.13/hour and the tip credit is $5.12/hour, the regular rate is $7.25/hour (federal minimum). Overtime is 1.5 × $7.25 = $10.875/hour, minus the tip credit of $5.12, so the employer must pay at least $5.755/hour for overtime hours.
No. If you are a non-exempt employee who worked more than 40 hours, your employer is legally required to pay overtime under FLSA. Employers cannot ask you to work "off the clock," average hours across two weeks to avoid overtime, or give comp time (in the private sector) instead of overtime pay. Violations can be reported to the Department of Labor Wage and Hour Division.