FAQ

Answers to the overtime pay questions workers search most.

Straightforward answers to the time and a half questions that come up most — the formula, the law, salary conversion, holiday pay, and common hourly-rate examples. For a number instead of an explanation, jump straight to the calculator.

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These are the questions workers, payroll operators, and search visitors ask most often about time and a half and overtime pay. Each answer gives the rule in one sentence and a worked example where it helps. Where a topic deserves more depth, the answer links to a dedicated guide.

If you just need a number, the homepage calculator turns any of these scenarios into an instant estimate — enter your rate, your overtime hours, and pick time and a half, double time, triple time, or a custom multiplier.

What is time and a half pay?

Time and a half pay is an overtime compensation rate equal to 1.5 times an employee's standard hourly wage. For example, if your regular rate is $20.00 per hour, your time and a half rate is $30.00 per hour. Under the Fair Labor Standards Act (FLSA), most non-exempt employees in the United States are entitled to time and a half pay for all hours worked beyond 40 in a single workweek. Some states add daily overtime rules that trigger time and a half earlier. Time and a half is the federal floor, not the ceiling - employers may always pay more, and many union contracts or company policies set higher overtime rates for weekends, holidays, or extended shifts. Use the calculator on the homepage for an instant estimate.

How do I calculate time and a half?

To calculate time and a half, first take your standard hourly rate and multiply it by 1.5 to get your overtime rate. Then multiply that overtime rate by the number of overtime hours you worked. Finally, add your standard pay (regular rate times regular hours) to your overtime pay to get your total. For a $20/hour worker with 10 overtime hours: the overtime rate is $20 x 1.5 = $30/hour, overtime pay is $30 x 10 = $300, standard pay for 40 hours is $20 x 40 = $800, and the total weekly pay is $800 + $300 = $1,100. The calculator above performs every step instantly as you type. Use the calculator on the homepage for an instant estimate.

Is overtime pay required by law in the US?

Yes. Under the Fair Labor Standards Act (FLSA), covered non-exempt employees must receive overtime pay at not less than one and one-half times their regular rate of pay for all hours worked over 40 in a workweek. There is no federal limit on the number of hours employees 16 and older may work, but every hour past 40 in the workweek must be paid at time and a half unless the worker is exempt. Common exemptions include bona fide executive, administrative, professional, and outside sales employees. State laws can be stricter - for example, California, Alaska, and Nevada require daily overtime after 8 hours in a day in many cases - and where state and federal rules differ, the rule that pays the employee more applies. Use the calculator on the homepage for an instant estimate.

What is the difference between time and a half and double time?

Time and a half is 1.5 times your regular hourly rate, while double time is 2.0 times your regular rate. For a $20/hour employee, time and a half is $30/hour and double time is $40/hour. Time and a half is the federal minimum for overtime over 40 hours in a workweek under the FLSA. Double time is not required by federal law, but several states - notably California - mandate double time in specific situations, such as hours worked beyond 12 in a single day or beyond 8 on the seventh consecutive workday. Many employers also voluntarily offer double time for holidays or extreme shifts. The calculator lets you switch between Time & Half, Double Time, Triple Time, and a custom multiplier. Use the calculator on the homepage for an instant estimate.

How do I calculate overtime for salaried employees?

To calculate overtime for a salaried non-exempt employee, first convert the annual salary to an hourly rate by dividing the salary by 52 weeks and then by the standard weekly hours. For example, a $41,600 salary worked over 40 hours per week gives an hourly rate of $41,600 / 52 / 40 = $20/hour. Once you have the regular hourly rate, apply the 1.5 overtime multiplier to hours worked beyond 40. Note that certain salaried employees are exempt from overtime under the FLSA's executive, administrative, or professional exemptions if they meet both the salary basis and job-duties tests - this calculator is for non-exempt salaried workers. The Salary mode on this calculator performs the annual-to-hourly conversion automatically. Use the calculator on the homepage for an instant estimate.

What states have daily overtime rules?

Several states require daily overtime - overtime triggered by hours worked in a single day rather than (or in addition to) the weekly 40-hour threshold. California requires time and a half after 8 hours in a day and double time after 12 hours in a day, plus double time for hours beyond 8 on the seventh consecutive workday. Alaska and Nevada generally require time and a half after 8 hours in a day for many workers (Nevada's daily rule applies when an employee earns less than 1.5x the minimum wage or works without health benefits). Colorado requires daily overtime after 12 hours. Because these rules change and interact with federal law in complex ways, always confirm the current statute for your state. Use the calculator on the homepage for an instant estimate.

Does time and a half apply to holidays?

There is no federal requirement to pay time and a half simply because a day is a holiday. Under the FLSA, holiday pay is generally a matter of agreement between employer and employee, or of union contract and company policy. However, if working a holiday pushes an employee over 40 hours in the workweek, those excess hours must be paid at time and a half just like any other overtime. Many employers voluntarily offer premium holiday pay - often double time or time and a half - as a benefit, and some state laws or contracts require it. This calculator includes a Holiday Pay toggle so you can label and plan holiday scenarios, but you should confirm what your specific employer or contract provides. Use the calculator on the homepage for an instant estimate.

How much is time and a half for $15/hour?

Time and a half for a $15/hour wage is $22.50 per overtime hour. The calculation is $15 multiplied by 1.5, which equals $22.50. If you work 10 overtime hours at that rate, your overtime pay is $22.50 x 10 = $225. Add your standard pay of $15 x 40 = $600 for a total weekly pay of $825. This assumes you are a non-exempt employee and the overtime hours fall beyond the 40-hour weekly threshold (or an applicable daily threshold in states like California). You can enter $15 as your standard rate in the calculator above to see the full breakdown instantly. Use the calculator on the homepage for an instant estimate.

How much is time and a half for $20/hour?

Time and a half for a $20/hour wage is $30.00 per overtime hour. The calculation is $20 multiplied by 1.5, which equals $30.00. If you work 10 overtime hours at that rate, your overtime pay is $30 x 10 = $300. Add your standard pay of $20 x 40 = $800 for a total weekly pay of $1,100. The $20 rate is the default in this calculator because it is close to the median U.S. hourly wage and produces clean, easy-to-verify numbers. Enter your own rate above to estimate the result for your situation. Use the calculator on the homepage for an instant estimate.

What is the FLSA overtime rule?

The Fair Labor Standards Act (FLSA) overtime rule requires that covered, non-exempt employees receive overtime pay at not less than one and one-half times their regular rate of pay for all hours worked over 40 in a workweek. A workweek is a fixed, recurring period of 168 hours - seven consecutive 24-hour days - and does not have to align with the calendar week. The regular rate of pay includes most compensation, not just the base hourly wage, and certain bonuses and shift differentials may need to be factored in. Employees are exempt from FLSA overtime only if they meet specific salary basis and job-duties tests under the executive, administrative, professional, computer-employee, or outside-sales exemptions. The U.S. Department of Labor enforces the FLSA and periodically updates the salary thresholds for exemption. Use the calculator on the homepage for an instant estimate.