Time and a Half Calculator: Calculate Your 1.5x Overtime Pay

A time and a half calculator is a focused pay tool that converts an applicable regular hourly rate into a 1.5x overtime rate. Enter your hourly rate, regular hours, and overtime hours to see regular pay, full overtime pay, the extra half-time premium, total weekly gross pay, and an effective hourly rate. This page also provides a pay-stub preview so you can compare the estimate with common REG and OT 1.5 lines. It is useful for workers, managers, and payroll teams, but it does not decide whether a particular employee is legally covered or replace payroll records.

Multiply the employee's regular hourly rate by 1.5. For example, $20 multiplied by 1.5 equals a $30 time and a half rate. Then multiply that rate by the overtime hours: five hours at $30 equals $150 in overtime pay. Add regular pay for the non-overtime hours to find total weekly gross pay. A quick mental shortcut is to take half of the hourly rate and add it back: half of $20 is $10, so $20 plus $10 equals $30. See the full step-by-step guide for bonus, salary, and multiple-rate examples.

Time and a half for $20 per hour is $30 per overtime hour. Half of $20 is $10, and adding that half back to the regular rate gives $30. If you work five overtime hours, the full overtime pay is $150. The extra premium compared with paying those hours at straight time is $50. With 40 regular hours, regular pay is $800 and estimated total weekly gross pay is $950. This assumes $20 is the applicable regular rate and no shift differential, nondiscretionary bonus, or other includable compensation changes that rate.

Under the Fair Labor Standards Act, most covered, non-exempt employees must receive at least one and one-half times their regular rate for hours worked over 40 in a workweek. Exempt status depends on the law's tests, not only a job title or the fact that someone receives a salary. State law, a union agreement, or employer policy may provide stronger protections. Federal law generally does not require time and a half merely because work occurs at night, on a weekend, or on a holiday. This calculator is educational and cannot determine coverage for a specific workplace.

The federal overtime rule generally uses more than 40 hours in a workweek, not more than eight hours in one day. Some states impose daily overtime rules. California, for example, can require time and a half after eight hours in a workday and double time after longer daily hours, subject to detailed rules and exceptions. Employer policy and collective bargaining agreements can also create daily premiums. Use this page for a standard 1.5x estimate, then check the applicable state rule before treating every hour beyond eight as legally required overtime.

Federal law does not automatically require time and a half simply because an employee works on a holiday. Premium holiday rates are usually created by employer policy, a union contract, or another applicable rule. Holiday hours can still matter to weekly overtime: if actual hours worked push a covered, non-exempt employee beyond 40 in the workweek, the excess hours generally require overtime even when the employer offers no separate holiday premium. Paid holiday hours not worked usually do not count as hours worked for the federal 40-hour test. Check the dedicated holiday calculator for combined scenarios.

Nondiscretionary bonuses usually affect the regular rate because employees know about the bonus in advance and earn it by meeting announced criteria. A production, attendance, safety, or retention bonus may need to be allocated across the workweeks and hours it covers. That allocation can create an additional half-time premium for overtime hours. Discretionary bonuses that are not promised or expected are often excluded, but the legal distinction depends on facts. The advanced option on this page models a single weekly bonus and should be used as a review aid, not a final payroll allocation for multiweek bonuses.

Shift differentials are generally included in the regular rate when they are compensation for working nights, weekends, or another less desirable shift. If the base wage is $20 per hour and the employee receives a $2 hourly night differential, the applicable regular rate is commonly $22. Time and a half would then be $33 per hour, not $30. Healthcare, warehouse, manufacturing, and public-safety payrolls often show the differential on a separate line, so check whether the overtime rate already reflects it before adding anything again. The advanced calculator supports a per-hour differential.

Yes, when a salaried employee is non-exempt or when a contract uses a 1.5x rate. A simple conversion divides annual salary by 52 weeks and then by the hours the salary is intended to cover. A $41,600 salary covering 40 hours per week equals $20 per hour. However, salaried overtime methods can be more complicated when the salary covers more than 40 hours, hours fluctuate, bonuses apply, or another permitted method is used. Salary alone does not establish exemption. Review the salaried overtime guide before relying on a simple hourly conversion for payroll decisions.

Save your own record of dates, start and stop times, unpaid breaks, pay rates, bonuses, and pay statements. Compare the regular rate, overtime hours, and OT amount with this calculator, then ask payroll or HR for a written explanation of any difference. Do not assume the printed base wage is always the complete regular rate. If the issue is not resolved, the U.S. Department of Labor Wage and Hour Division or an appropriate state labor agency can explain enforcement options. Federal law includes anti-retaliation protections, but individual legal advice should come from a qualified professional.