Overtime Calculator: Calculate Your Overtime Pay, Time and a Half & Weekly Earnings

An overtime calculator is a planning and payroll-checking tool that separates straight-time wages from the premium owed for overtime hours. This page estimates regular pay, time and a half, double time, holiday premiums, bonus adjustments, shift differentials, and total weekly earnings from the information you enter. It is useful before a shift, when reviewing a pay stub, or when explaining a payroll question to HR. The result is an estimate, not legal advice and not a substitute for your employer's time records, collective bargaining agreement, or a state-law review. Start with the Hourly Worker tab when your pay is based on a stated hourly rate, then use the other tabs when salary, California daily rules, or additional compensation changes the regular rate.

For a covered, non-exempt hourly worker under the federal baseline, first identify actual hours worked in one fixed workweek. The first 40 hours are normally paid at the regular rate. Hours over 40 are overtime hours, and the overtime rate is the regular rate multiplied by 1.5. At $20 per hour for 45 hours, regular pay is 40 x $20 = $800, overtime pay is 5 x ($20 x 1.5) = $150, and estimated weekly pay is $950. A nondiscretionary bonus or shift differential can increase the legal regular rate, while a qualifying holiday premium can receive credit against the additional half-time premium instead of being counted twice. Keep the unrounded rate through the calculation, then round the displayed pay to the precision used by payroll.

The federal Fair Labor Standards Act generally uses a fixed workweek: seven consecutive 24-hour days, or 168 hours. Hours are not averaged across two weeks, so 50 hours in one week and 30 in the next can still create 10 overtime hours in the first week. Some states add daily rules. California generally pays overtime after eight hours in a day and double time after 12, with a separate seventh consecutive day rule. Colorado, Nevada, and Alaska also have state-specific protections that may be more favorable than the federal baseline. Use the California tab only with daily timecard totals, and verify another state's current rule before using a federal estimate for a legal claim. The employer's workweek may begin on any day, so do not assume it matches Sunday through Saturday.

Time and a half means one and one-half times the regular rate of pay. A $20 regular rate becomes a $30 overtime rate, a $15 rate becomes $22.50, and a $25 rate becomes $37.50. Under the FLSA, a covered non-exempt employee must generally receive at least this rate for hours worked over 40 in a workweek. Time and a half is not the same as a holiday policy: federal law does not require a premium simply because a shift falls on a holiday. Your regular rate may also be higher than the number printed next to your job title when a nondiscretionary bonus, night differential, or other includable compensation is present. Read the full definition in our time and a half guide.

Paid holiday hours that you did not work usually do not count as hours worked for federal overtime. They can increase the paycheck without moving you past the 40-hour trigger. Actual hours worked on a holiday do count, and a company policy or union agreement may be more generous by counting paid time off or stacking a holiday premium with overtime. In this calculator, the Advanced mode treats worked holiday hours as part of total hours, applies the selected holiday multiplier, and by default credits the premium against the required federal half-time premium so the same hours are not paid twice. Turn on stacking only when your written policy, contract, or state rule requires it. Check whether the pay stub separates paid holiday leave from the hours you actually worked that day.

Many nondiscretionary bonuses must be included in the regular rate used to calculate overtime. Examples include a promised production bonus, attendance bonus, shift-completion bonus, or incentive payment announced in advance. The usual approach is to allocate the bonus across the hours worked, calculate an adjusted regular rate, and add the additional half-time premium for overtime hours when straight-time wages were already paid. A truly discretionary gift may be treated differently, and commissions or special plans can require payroll-specific analysis. Advanced mode shows the regular rate after the weekly bonus is spread across hours, keeps the bonus visible, and labels the result as an estimate so you can compare it with the bonus and overtime lines on your pay stub. A bonus covering several weeks may need to be allocated back across each affected workweek.

A shift differential is often part of the regular rate rather than a separate amount that disappears when overtime begins. If your base rate is $20 and you receive a $2 night differential, the regular rate used for overtime may be $22 and the time-and-a-half rate may be $33. The exact treatment depends on the type of differential and the applicable rule, so keep the policy or pay agreement available. Advanced mode adds the differential to the base rate before it allocates any nondiscretionary bonus. The result then shows the regular rate, overtime rate, and effective hourly rate separately. If you work two different jobs for one employer, use a weighted-rate review rather than simply choosing the higher or lower job rate.

Yes, if the salaried employee is non-exempt. Salary describes how an employee is paid; it does not automatically remove overtime rights. The fixed-workweek estimate divides annual salary by 52, divides weekly salary by the normal covered hours, and adds the overtime amount for hours over 40. The fluctuating-workweek comparison uses the actual hours to calculate a half-time premium, but it has strict prerequisites and should not be assumed from a paycheck format alone. Exemption status also depends on salary basis and actual job duties, with special rules for some occupations. Use the salary tab for a planning estimate, then read the dedicated salaried overtime guide before treating the result as a legal conclusion. Job titles alone do not decide exemption, and state salary thresholds can exceed the federal floor.

When one employer pays two rates for the same workweek, the overtime rate may be based on a weighted average of the straight-time wages, not on whichever rate feels most relevant. For example, 24 hours at $16 and 20 hours at $20 produces a weighted regular rate of about $17.82 before the 1.5 multiplier. Different employers generally do not combine hours, although joint-employer or special industry rules can change that analysis. This hub keeps the common case visible through the advanced regular-rate explanation and links to a future multiple-pay-rate calculator. Save both timecards, rate notices, and any premium or bonus detail before asking payroll to reconcile a mixed-rate week. The additional overtime line is normally a half-time premium when straight time was already paid for every hour.

Start by identifying the employer's fixed workweek and rebuilding actual hours worked from schedules, clock records, and messages. Separate paid time off from hours actually worked, then check whether your regular rate includes a shift differential, nondiscretionary bonus, commission, or holiday premium credit. Compare the estimate with the pay stub lines marked REG, OT, DT, HOL, SHIFT DIFF, or BONUS. Ask payroll or HR in writing for the timecard and rate calculation, and keep a copy of the response. If the issue remains unresolved, the U.S. Department of Labor Wage and Hour Division is an authoritative next step. Retaliation for asking about wages or overtime is prohibited, but a personal legal claim may require an attorney or state agency review.