Enter your hourly rate and hours worked. Get a full pay breakdown — regular time, time-and-a-half, and double-time — in seconds.
✓ FLSA federal rules✓ California daily OT✓ Custom overtime rules✓ Double-time support✓ No signup required
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Total gross pay
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Effective hourly rate$0.00/hr
How to calculate overtime pay
Under the Fair Labor Standards Act (FLSA), any non-exempt employee who works more than 40 hours in a workweek must be paid overtime at a rate of at least 1.5× their regular rate. This is often called "time and a half."
# Overtime pay (hours over 40)
OT pay = Hourly rate × 1.5 × (Total hours − 40)
# Total gross pay
Total = Regular pay + OT pay
For example, if you earn $18/hour and work 47 hours in a week: regular pay is $720 (40 × $18), overtime pay is $189 (7 × $27), and your total gross pay is $909.
California overtime rules (daily overtime)
California has stricter rules than federal law. Daily overtime kicks in after 8 hours in a single day at 1.5×, and double-time (2×) applies after 12 hours in a day. Weekly overtime (over 40 hours) is also 1.5×, and the first 8 hours on the 7th consecutive day of work are paid at 1.5× with double-time after that.
What is double-time pay?
Double-time means you earn 2× your regular hourly rate. Under California law this is required after 12 hours in a day. Some employers also offer double-time on holidays or the 7th day of a workweek — always check your employment contract.
Frequently asked questions
Yes. Under FLSA, overtime is calculated on a workweek basis — a fixed, regularly recurring period of 168 hours (seven consecutive 24-hour periods). Hours don't carry over from one week to the next.
FLSA overtime is based on hours worked, not hours paid. Paid leave (vacation, sick time) generally does not count toward the 40-hour threshold unless your employer's policy specifically includes it.
Generally no. Employers cannot average hours over two or more weeks to avoid paying overtime, even for bi-weekly pay periods. Each individual workweek stands on its own under federal law.
If you're a non-exempt employee and your employer withholds legally owed overtime, you can file a complaint with the U.S. Department of Labor's Wage and Hour Division (dol.gov/agencies/whd). You may be entitled to back pay plus penalties.
It depends on their classification. Salaried employees who earn less than $684/week ($35,568/year) are generally non-exempt and must receive overtime. Higher-paid salaried employees may be "exempt" from overtime under the executive, administrative, or professional exemptions.
No — this calculator shows your gross overtime pay before taxes and deductions. Your actual take-home pay will be lower after federal income tax, FICA (Social Security + Medicare), and any state taxes are withheld.