Calculate your overtime earnings under FLSA rules — time-and-a-half, double time, or a custom multiplier.
💼 Your Pay Details
⚖️ Overtime Rule
📊 Weekly Pay Breakdown
| Type | Hours | Rate | Earnings |
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ℹ️ How Overtime Pay Works
Under the federal Fair Labor Standards Act (FLSA), most non-exempt employees must be paid at least 1.5× their regular rate for every hour worked beyond 40 in a workweek.
- Time and a half (1.5×): The federal standard — applies in most states for hours over 40/week.
- Double time (2×): Required in California for hours over 12 in a single day, or for the 7th consecutive day of work.
- California daily OT: 1.5× kicks in after 8 hrs/day; 2× after 12 hrs/day — regardless of weekly total.
- Salaried workers: May still qualify for OT depending on salary level and job duties — check FLSA exemption rules.
This calculator covers hourly workers. Results are estimates for planning purposes — consult your employer or a labor attorney for your specific situation.
How to use the Overtime Pay Calculator
This calculator computes your regular, overtime, and double-time earnings for any pay period — and shows the after-tax value of working extra hours. Here’s how to use it:
- Enter your regular hourly rate. This is your base pay before any overtime multiplier. If you’re a salaried employee calculating overtime, divide your weekly salary by your normal hours to get your regular rate.
- Enter your hours worked. Input your regular hours (typically 40), overtime hours (time-and-a-half), and any double-time hours separately. The calculator applies the correct multiplier to each tier automatically.
- Select your pay period. Choose weekly, bi-weekly, semi-monthly, or monthly to see how overtime affects your full paycheck amount.
- Add your filing status and state tax rate. Overtime is taxed as ordinary income — the calculator shows your after-tax overtime earnings so you know what you’ll actually take home.
- Click Calculate to see a full breakdown of regular pay, overtime pay, total gross earnings, and net take-home for the pay period.
How overtime pay works
The Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5 times their regular rate of pay for all hours worked over 40 in a single workweek. This is commonly called “time and a half.” Some employers and some state laws go further, requiring double time (2× the regular rate) for hours beyond a daily threshold or on certain days.
The regular rate of pay
The FLSA’s “regular rate” is broader than just your hourly wage. It includes shift differentials, production bonuses, and most non-discretionary bonuses paid during the workweek. Non-discretionary bonuses (those promised in advance as an incentive) must be included in the regular rate calculation, which can increase your effective overtime rate. Discretionary bonuses and gifts are excluded.
FLSA exemptions
Not all employees are entitled to overtime. “Exempt” employees — those who meet specific tests for executive, administrative, professional, computer, or outside sales roles, and who earn at least $684 per week ($35,568 annually) — are not covered by FLSA overtime requirements. Whether you’re truly exempt is determined by your job duties, not just your job title. Many employers incorrectly classify employees as exempt, which can result in significant unpaid overtime liability.
Overtime pay rates at a glance
| Rate type | Multiplier | Example at $20/hr | When it applies |
|---|---|---|---|
| Regular time | 1.0× | $20.00/hr | First 40 hrs/week |
| Overtime (time-and-a-half) | 1.5× | $30.00/hr | Over 40 hrs/week (federal) |
| Double time | 2.0× | $40.00/hr | State law or employer policy |
| CA daily overtime | 1.5× | $30.00/hr | Over 8 hrs in a day (CA) |
| CA double time | 2.0× | $40.00/hr | Over 12 hrs in a day (CA) |
How overtime is taxed
Overtime pay is taxed the same way as regular wages — there is no special overtime tax rate. Federal income tax, Social Security, and Medicare are all withheld from overtime pay at the same rates that apply to your regular earnings. However, because overtime increases your income for that pay period, your employer may withhold more federal income tax on that check, since withholding is calculated as if you earned that elevated amount every pay period. This often results in slight over-withholding that comes back as a refund at tax time.
Frequently asked questions
Can my employer require me to work overtime?
In most U.S. states, yes — employers can require overtime as a condition of employment for non-exempt employees. There is no federal law limiting how many hours an adult can be required to work, though some states and industries have specific restrictions. Refusing mandatory overtime can be grounds for discipline or termination in most jurisdictions. However, certain protections apply: employers cannot require overtime as punishment or retaliation, and specific industries (healthcare, transportation) have federally mandated hour limits for safety reasons.
How is overtime calculated for salaried employees?
Non-exempt salaried employees are entitled to overtime based on their “regular rate,” which is calculated by dividing their weekly salary by the number of hours the salary is intended to cover (typically 40). If a non-exempt employee earns $800 per week for 40 hours, their regular rate is $20/hour and their overtime rate is $30/hour for any hours beyond 40. Some employers use the “fluctuating workweek” method for salaried non-exempt employees, which can reduce the overtime premium — but this method has specific requirements and limitations.
Does overtime count toward my annual salary for tax purposes?
Yes. All wages — including overtime pay — are included in your annual gross income for federal and state income tax purposes. Overtime earnings are reported on your W-2 along with regular wages, and your total combined income is used to calculate your tax liability when you file. If overtime significantly increases your annual income, it may push you into a higher federal tax bracket for the portion above each threshold. Use the Tax Bracket Calculator to see how additional overtime income affects your overall tax picture.
What is the difference between overtime and comp time?
Comp time (compensatory time off) is paid time off given in lieu of overtime pay. For private sector employees, comp time is generally not permitted under the FLSA — employers must pay cash overtime to non-exempt employees. However, state and local government employers are allowed to offer comp time to non-exempt employees under certain conditions, at a rate of at least 1.5 hours of comp time for each overtime hour worked. Some employers in the private sector offer comp time informally, but this is technically non-compliant with federal law for non-exempt workers.
Does working on a holiday guarantee overtime pay?
Not under federal law. The FLSA does not require extra pay for working on holidays — only for hours over 40 in a workweek. Holiday premium pay (time-and-a-half or double time for holiday work) is a matter of employer policy or employment contract, not federal law. Many employers do offer holiday premiums as a benefit, but it’s not legally required unless specified in your employment agreement or collective bargaining agreement.
What should I do if my employer isn’t paying overtime I’m owed?
If you believe you’re owed unpaid overtime, you have several options. First, raise the issue with your HR department or payroll — errors are sometimes unintentional. If that doesn’t resolve it, you can file a complaint with the U.S. Department of Labor’s Wage and Hour Division (dol.gov/agencies/whd), which investigates FLSA violations at no cost to you. You can also consult an employment attorney — many take wage theft cases on contingency. The statute of limitations for FLSA overtime claims is typically 2 years (3 years for willful violations), so act promptly.
Tips for overtime workers
- Track your own hours independently. Keep a personal record of your start time, end time, and any breaks each workday. Compare this to your pay stub. Discrepancies — even small ones — add up significantly over time.
- Understand your classification. Ask your employer whether you’re classified as exempt or non-exempt under the FLSA. If you earn less than $35,568 annually, you’re non-exempt regardless of job title and are entitled to overtime for hours over 40.
- Don’t let overtime become your baseline. If you regularly work overtime to cover living expenses, you’re exposed to significant financial risk if overtime is reduced or eliminated. Use overtime earnings to build savings, pay down debt, or invest — not to fund recurring expenses.
- Consider the after-tax value before committing. An extra 5 hours of overtime per week sounds appealing, but after federal taxes, FICA, and state taxes, the net is often 60–70 cents per dollar. Make sure the time trade-off is worth it for your situation.
- Maximize tax-advantaged contributions during high-overtime periods. If you’re earning significantly more during periods of heavy overtime, consider temporarily increasing your 401(k) contribution to reduce your taxable income and keep more of the overtime earnings long-term.