Career & HR
Salary, tax & workplace calculators
Overtime Pay Calculator
Add up time-and-a-half and double-time hours under FLSA. Accurate, instant and free — for United States.
What these mean:
$20.00/hr × 40 reg hrs + $20.00 × 1.5× × 5 OT hrs = $950/wk
Weekly pay breakdown
FLSA threshold: 40 hrs/week. Overtime multiplier: 1.5×. All figures are gross (pre-tax). FICA and income tax are not deducted here.
How overtime pay is calculated (FLSA)
The Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5× their regular rate for every hour over 40 in a single workweek. The FLSA workweek is any fixed period of 7 consecutive days — set by the employer. The calculation splits neatly into three steps.
Regular pay
Hours up to the threshold at base rate
e.g. $20/hr × min(45, 40) = $20 × 40 = $800
You earn your base rate for all regular hours — up to the 40-hour FLSA threshold. Hours beyond the threshold are counted separately as overtime.
Overtime pay
OT hours at the multiplied rate
e.g. $20 × max(0, 45−40) × 1.5 = $20 × 5 × 1.5 = $150
The FLSA minimum multiplier is 1.5× (time-and-a-half). Some employers offer 2× (double-time) for specific shifts or days — California requires 2× for daily hours above 12.
Total weekly pay
Regular + overtime
e.g. $800 + $150 = $950/wk for $20/hr, 45 hours, 1.5×
Total weekly gross pay is the sum of regular and overtime portions. This is the figure shown as the headline. All amounts are gross (pre-tax); FICA and income tax are deducted by your employer separately.
Salaried non-exempt → hourly rate
Annual salary mode: derived at 40h/wk, 52wk
e.g. $41,600/yr ÷ 2,080 = $20.00/hr
When you enter an annual salary, the calculator derives your effective hourly rate using the BLS standard 2,080-hour year (40 hrs/wk × 52 wks). This is the DOL method for salaried non-exempt employees whose salary covers a 40-hour workweek.
The 40-hour rule and who it covers
The Fair Labor Standards Act (FLSA) has required overtime pay at ≥ 1.5× since 1938. For 2026 the key figures are:
The FLSA EAP (executive, administrative, professional) exemption exempts salaried workers above $684/wk from OT — but only if they also pass the duties test. The 2026 threshold restores the 2019-era rule (the 2024 rule raising it further was vacated; DOL technical amendment 2026-05-14). Hourly workers are non-exempt regardless of how much they earn.
Time-and-a-half vs. double-time
Time-and-a-half (1.5×) is the FLSA federal minimum for OT hours. Double-time (2×) is required by California for daily hours above 12, and by employer policy in some contracts. Select 2.0× in the multiplier field to calculate double-time scenarios.
$20/hr, 45 hours — the FLSA golden case
Hourly rate $20.00; hours worked 45 hrs; FLSA threshold 40 hrs; multiplier 1.5×.
- 1Regular hours: min(45, 40) = 40 regular hours.
- 2OT hours: max(0, 45 − 40) = 5 OT hours.
- 3Regular pay: $20 × 40 = $800.00.
- 4Overtime pay: $20 × 1.5 × 5 = $30 × 5 = $150.00.
- 5Total weekly pay: $800 + $150 = $950/wk (gross, pre-tax).
Gross figures only — FICA and income tax still apply
Frequently asked questions
Under the federal Fair Labor Standards Act (FLSA), overtime pay is at least 1.5× your regular rate for every hour over 40 in a workweek. Formula: OT Pay = Hourly Rate × 1.5 × OT Hours. Regular Pay = Hourly Rate × min(hours, 40). Total Weekly Pay = Regular Pay + OT Pay. Example: $20/hr, 45 hours → $20×40 = $800 regular + $20×1.5×5 = $150 OT = $950 total.
Time and a half means an overtime rate equal to 1.5× your regular hourly rate. Example: if your regular rate is $20/hr, your time-and-a-half OT rate is $30/hr. The FLSA requires at least 1.5× for all hours worked beyond 40 in a single workweek for non-exempt employees.
Most hourly employees and salaried employees earning less than $684/week ($35,568/yr) are non-exempt and entitled to overtime under the FLSA (2026 federal threshold, restored 2019-era rule). Workers earning above $35,568/yr may qualify for the executive, administrative, or professional (EAP) exemption if they also pass a duties test. Some industries (e.g. certain agriculture, railway, airline workers) have separate rules.
Yes — California adds daily overtime triggers on top of the federal weekly rule. In CA: 1.5× applies after 8 hours in a single day (not just 40 hours/week), and 2× (double-time) applies after 12 hours in a day. The 7th consecutive workday in a week also triggers OT: 1.5× for the first 8 hours and 2× above 8. California minimum wage is $16.90/hr in 2026, making the minimum OT rate $25.35/hr.
Partially, and only at the federal level. The One Big Beautiful Bill Act (P.L. 119-21, signed July 4, 2025) created a federal deduction — effective Jan 1, 2025 through tax year 2028 — for "qualified overtime compensation." Only the premium portion qualifies: i.e. the "half" of time-and-a-half (not the full OT pay). Caps: $12,500 (single) / $25,000 (MFJ). Phase-out begins at $150,000 MAGI (single) / $300,000 (MFJ). FICA still applies to all OT wages. Most states have not conformed — state income tax still applies.
If you are salaried non-exempt (salary below $35,568/yr, or below your state threshold), your regular rate = Weekly Salary ÷ 40 hours. Then OT = Regular Rate × 1.5 × OT hours. Example: $800/wk salary, 50 hours worked → Regular Rate = $800÷40 = $20/hr. OT pay = $20 × 1.5 × 10 = $300. Total = $800 + $300 = $1,100. A nondiscretionary bonus must also be included in the regular rate calculation.
Yes — FICA applies to all wages, including overtime, regardless of the OBBBA deduction. For 2026: Social Security (6.2%) applies up to the $184,500 wage base (max $11,439/yr); Medicare (1.45%) is uncapped; an additional 0.9% Medicare surtax applies above $200,000 (single) / $250,000 (MFJ). Your employer also pays matching 7.65% FICA — this is separate from your employee share.
Method, assumptions & references
Methodology note: Regular pay = hourly rate × min(hours, threshold). OT pay = hourly rate × max(0, hours − threshold) × multiplier. FLSA threshold 40 hrs/wk and 1.5× minimum multiplier are statutory constants (29 USC §207). EAP exempt salary $684/wk ($35,568/yr) is the operative 2026 figure under the DOL technical amendment (2026-05-14) restoring 2019-era EAP regulations. All figures are gross (pre-tax). FICA and income tax are not deducted. OBBBA deduction (2025–2028) is not modeled in this basic calculator — only the premium portion of OT qualifies for that federal deduction.
Gross only — see take-home calculator for net pay
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