Overtime Pay Calculator
Work out what a week with overtime actually pays — at time and a half, double time, or whatever your agreement sets — and what the extra hours are worth above straight time.
The address carries whatever you changed, so anyone opening it sees these numbers. Nothing is saved on our side.
Gross pay for the week
$1,375.00
40 regular hours plus 10 overtime hours at 1.5× the regular rate. Before tax and deductions.
- Regular pay73%$1,000
- Overtime pay27%$375
- Gross pay for the week$1,375
- $1,000.00
- 40 hours
- $375.00
- 10 hours
- $125.00
- above straight time
- $27.50
- per hour worked
- $71,500
- 52 weeks like this one
- 27%
- of the week's pay
How this calculator works
Hours below the threshold are paid straight; hours above it carry a multiplier.
(regular hours × rate) + (overtime hours × rate × multiplier)
Under the Fair Labor Standards Act, 29 U.S.C. § 207(a)(1), a covered non-exempt employee must be paid at least one and a half times their regular rate for hours worked beyond forty in a workweek. That is a floor, not a ceiling — a contract or a state rule can be more generous, and several states set daily thresholds federal law does not.
The premium, separately
The result shows the overtime premium as well as the overtime pay. The premium is the part you would not have earned at straight time — at time and a half it is half the regular rate for each overtime hour. It is the honest measure of what staying late is worth, because the rest of that money is simply payment for hours you worked.
A worked example
Fifty hours at $25 an hour, with time and a half beyond forty.
| Regular rate | $25.00 |
|---|---|
| Hours worked | 50 |
| Regular hours | 40 |
| Overtime hours | 10 |
| Regular pay | $1,000.00 |
| Overtime pay | $375.00 |
| Overtime premium | $125.00 |
| Effective rate | $27.50 |
| Gross pay for the week | $1,375.00 |
Fifty-two weeks like that come to $71,500 — against $52,000 for the same rate at forty hours. The ten extra hours a week are worth $19,500 a year, of which $6,500 is premium.
Questions people ask
Covered non-exempt employees, under the Fair Labor Standards Act. Exempt employees — broadly, certain salaried executive, administrative, professional, outside sales and computer roles that meet both a duties test and a salary threshold — are not owed it. Job title alone never decides this; the duties and the pay basis do. If you are unsure, the Department of Labor's Wage and Hour Division is the authority.
Per workweek. A workweek is a fixed, recurring period of 168 hours, and hours cannot be averaged across two weeks of a biweekly pay period. Forty-five hours one week and thirty-five the next is five hours of overtime, not none.
It is not always your base hourly wage. Under the FLSA the regular rate includes non-discretionary bonuses, shift differentials, and commissions — anything paid for the work itself — divided across the hours worked. Genuinely discretionary gifts and most benefit contributions are excluded. Where your pay is a flat hourly wage with nothing else, the base rate is the regular rate.
Federal law only sets a weekly threshold, but several states go further. California, for example, requires overtime beyond eight hours in a day and double time beyond twelve, and Alaska, Nevada and Colorado have daily rules of their own. This calculator works on a weekly threshold, which you can change; for a daily rule, calculate the qualifying hours separately.
Not automatically. Federal law requires the premium for hours beyond forty in a workweek, not for particular days. Weekend and holiday premiums are common, but they come from an employer's policy or a union contract rather than the FLSA.
It assumes fifty-two weeks exactly like this one. Overtime is rarely that steady, so it is useful for seeing what a sustained pattern would be worth, and misleading if used to qualify for a loan or set a budget.
Related calculators
This calculator is an estimate for planning purposes, not legal advice on your entitlement. Whether overtime is owed depends on your exemption status and on state rules that can be stricter than federal law.