US Overtime Calculator

The Fair Labor Standards Act (FLSA) requires non-exempt employees be paid 1.5x their regular rate for hours worked over 40 in a workweek. A workweek is any fixed 7-day period - it does not have to align with calendar weeks. $20/hour with 5 hours of overtime in a week pays $20 x 40 + $30 x 5 = $950 gross.

Overtime is calculated weekly, not daily, by federal law. Two 50-hour weeks back to back means 20 hours of overtime total - they don't average against a 40-hour week elsewhere in a pay period. Some states have additional daily overtime rules: California pays 1.5x after 8 hours/day and 2x after 12 hours/day, regardless of weekly total.

Exempt employees (no overtime required) typically need three things: paid on a salary basis, salary above the FLSA threshold ($684/week in 2024, rising to $1,128/week in 2025), and primary duties in executive, administrative, professional, computer, or outside sales roles. Misclassification is rampant - many workers labeled 'exempt' actually do not meet the duties test.

Common misclassifications: assistant managers paid $40k who spend 90% of their time doing line work (should be non-exempt), low-paid IT support called 'computer professionals' (most do not meet the test), entry-level admin roles called 'administrative' but doing clerical work. If you suspect misclassification, the Department of Labor accepts complaints and can recover years of back overtime.

Federal law has no double-time requirement - 1.5x is the federal max. California requires 2x after 12 hours/day or after 8 hours on the 7th consecutive workday. Alaska, Nevada, and Colorado have daily overtime triggers. Some union contracts negotiate double-time on Sundays or holidays.

Holiday and weekend pay above standard rate is a benefit, not a legal requirement. Federal law treats Saturday or Sunday work the same as Monday work for overtime purposes - it's only over 40 weekly hours that triggers OT. Many employers voluntarily pay holiday premium rates to attract workers, but it is contractual not statutory.

Overtime pay must be calculated on the 'regular rate' which includes most non-discretionary bonuses and commissions. A worker earning $20/hour with a $200 weekly production bonus has a regular rate of about $25/hour for OT purposes - meaning their overtime rate is $37.50, not $30. Many employers calculate OT only on the base rate, which is a wage-and-hour violation.

Discretionary bonuses (truly unpredictable, year-end gifts) do not have to be included. Most performance bonuses do. Shift differentials, longevity pay, and on-call pay also factor into regular rate. The math is detailed and worth a second look if you regularly work overtime - the difference can be $1,000+/year.