⏰ Overtime Calculator – Calculate Overtime Pay
Calculate overtime pay and total earnings with our free, comprehensive overtime calculator. Determine time-and-a-half pay, double-time compensation, and total weekly or monthly earnings including overtime hours worked beyond the standard 40-hour workweek. Essential for payroll verification, income planning, understanding your earning potential, ensuring you’re compensated correctly for all hours worked, and maximizing your income through overtime opportunities. Perfect for hourly workers, shift employees, and anyone earning overtime wages who wants to verify paychecks and plan finances accurately.
📋 How to Use the Overtime Calculator
- Enter hourly rate: Type your regular hourly pay rate before any overtime multipliers.
- Enter regular hours: Input standard hours worked (typically 40 for full-time weekly).
- Enter overtime hours: Type the number of hours worked beyond the standard 40-hour week.
- Select overtime rate: Choose time-and-a-half (1.5x), double-time (2x), or custom multiplier.
- Calculate: Click “Calculate Overtime Pay” to see your total earnings and breakdown.
- Verify paycheck: Compare calculated results to your actual paycheck to ensure correct payment.
🔍 Understanding Overtime Pay Regulations
Overtime Hourly Rate = Regular Rate × Overtime Multiplier
Overtime Pay = Overtime Hours × Overtime Hourly Rate
Total Pay = (Regular Hours × Regular Rate) + Overtime Pay
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at one and one-half times their regular hourly rate for hours worked over 40 in a workweek. If you earn $20/hour regularly, your overtime rate is $30/hour ($20 × 1.5). Working 45 hours means 40 hours at $20 ($800) plus 5 overtime hours at $30 ($150) for $950 total weekly pay. Understanding overtime rules ensures you’re compensated correctly and helps you plan your income when overtime opportunities arise.
Time and a Half Explained (1.5x Pay)
Time and a half is the most common overtime rate in the United States, required by federal law for non-exempt employees. It means you earn 1.5 times your regular hourly rate for overtime hours. Calculate your overtime rate by multiplying your regular rate by 1.5: $15/hour regular becomes $22.50/hour overtime, $25/hour becomes $37.50/hour overtime. This 50% premium compensates for working beyond standard hours and discourages employers from requiring excessive overtime instead of hiring additional staff.
When Overtime Kicks In – Federal and State Rules
Federal FLSA requires overtime after 40 hours in a workweek (Sunday-Saturday period, though companies can define workweeks). Some states have additional rules: California requires overtime after 8 hours in a day and double-time after 12 hours daily or for 7th consecutive day worked. Alaska requires overtime after 8 hours daily or 40 weekly. Colorado has daily overtime after 12 hours or 40 weekly. Check your state’s specific overtime laws, as you’re entitled to whichever provides greater benefits – federal or state rules.
Exempt vs Non-Exempt Employee Classification
Not all employees receive overtime. “Exempt” employees (typically salaried professionals, executives, administrators, and some computer employees earning $35,568+ annually in 2025) don’t get overtime regardless of hours worked. “Non-exempt” employees (most hourly workers and some salaried employees) must receive overtime pay. Classification depends on job duties, salary level, and salary basis – not just whether you’re paid hourly or salary. Misclassification is illegal, and if you’re improperly classified as exempt, you may be owed back overtime wages.
Double Time and Premium Overtime Pay
Double time (2x regular pay) isn’t federally required but may be required by state law or company policy for specific circumstances: working holidays, working 7+ consecutive days, exceeding daily hour limits (12+ hours in California), or Sunday work in some jurisdictions. Some union contracts guarantee double-time for specific conditions. If you earn $18/hour regular, double-time is $36/hour. Premium overtime significantly boosts earnings – 10 double-time hours equals 20 regular hours of pay, making holiday and extended shifts financially attractive.
Calculating Overtime for Variable or Fluctuating Schedules
For employees with irregular schedules or multiple pay rates, overtime calculations become complex. If you work different jobs at different rates for the same employer, calculate “weighted average” hourly rate: total weekly earnings ÷ total hours worked = regular rate, then overtime is 1.5× that weighted average. If you work both $15/hour and $20/hour positions in one week (20 hours each, 45 total hours), average is $17.50/hour, making overtime rate $26.25/hour for those 5 overtime hours. Understanding this prevents underpayment when working multiple roles.
📊 Common Overtime Pay Examples
| Hourly Rate | Overtime Hours | OT Rate (1.5x) | OT Pay | Total Pay (40+OT) |
|---|---|---|---|---|
| $15/hr | 5 hrs | $22.50/hr | $112.50 | $712.50 |
| $20/hr | 10 hrs | $30/hr | $300 | $1,100 |
| $25/hr | 8 hrs | $37.50/hr | $300 | $1,300 |
| $18/hr | 12 hrs | $27/hr | $324 | $1,044 |
| $30/hr | 5 hrs | $45/hr | $225 | $1,425 |
| $22/hr | 15 hrs | $33/hr | $495 | $1,375 |
✨ Why Use Our Overtime Calculator?
⚡ Instant Calculations
Calculate total pay including overtime in seconds without complex manual math.
🎯 Verify Paychecks
Ensure your employer pays correct overtime rates and catches payroll errors immediately.
📊 Complete Breakdown
See regular pay and overtime pay separated clearly for transparency and verification.
🔧 Multiple Overtime Rates
Handle time-and-a-half, double-time, or custom overtime multipliers flexibly.
📱 Mobile Friendly
Calculate overtime earnings on-the-go before accepting extra shifts or hours.
🆓 Always Free
No registration, unlimited calculations for all your overtime pay verification needs.
🎯 Practical Overtime Applications
Deciding Whether to Accept Overtime Shifts
Before accepting overtime, calculate actual earnings versus time cost. If your regular rate is $18/hour and you’re offered 10 overtime hours ($27/hour × 10 = $270), that’s $270 for 10 hours of personal time. Compare to your regular 10 hours ($180). The $90 difference ($9/hour premium) is your compensation for giving up leisure time, sleep, or family time. Calculate whether that premium justifies the opportunity cost, especially if overtime becomes regular and impacts work-life balance, health, or relationships.
Maximizing Income During High-Demand Periods
Retail, hospitality, healthcare, and logistics sectors offer substantial overtime during holidays, peak seasons, or understaffing periods. If you earn $20/hour, 20 hours of holiday overtime at double-time ($40/hour) generates $800 – equivalent to 40 regular hours. For workers needing extra income for debt payoff, savings goals, or large purchases, strategic overtime during premium-pay periods maximizes earnings. Calculate your overtime target: need $5,000 extra for emergency fund? That’s 100 hours overtime at $25/hour (if base is $16.67/hour).
Paycheck Verification and Wage Theft Prevention
Wage theft (not paying legally required overtime) affects millions of workers annually. Use this calculator every pay period to verify your paycheck matches hours worked. Track your hours independently (photo of time clock, personal log) and calculate expected pay. If your paycheck is consistently $50-100 short, that’s $2,600-$5,200 annually in stolen wages. Document discrepancies, discuss with payroll, and if unresolved, contact your state’s Department of Labor. Many wage theft cases result in back pay plus penalties for employers.
Comparing Job Offers with Different Overtime Policies
Two similar jobs might pay differently once overtime is factored. Job A offers $22/hour with frequent overtime (average 10 hours weekly). Job B offers $25/hour with no overtime. Job A annual: (40 × $22 + 10 × $33) × 52 = $62,920. Job B annual: 40 × $25 × 52 = $52,000. Despite lower base rate, Job A pays $10,920 more if overtime is consistent. However, consider sustainability: 50-hour weeks long-term cause burnout. Calculate total compensation including realistic overtime, but weight work-life balance heavily in your decision.
Annual Income Planning and Tax Implications
Overtime significantly affects annual income and tax bracket. If your base salary is $45,000 but you consistently work 5 overtime hours weekly, you earn additional $5,850 annually ($45,000 + $5,850 = $50,850 total). This might push you into the next tax bracket, affecting take-home pay percentage. Calculate annual income including typical overtime for realistic budgeting and tax planning. Set aside appropriate tax percentages from overtime checks (which are often taxed at higher rates initially) to avoid owing money at tax time.
❓ Frequently Asked Questions
Is overtime calculated daily or weekly?
Federal law calculates overtime weekly – hours over 40 in a workweek trigger overtime, regardless of daily hours. However, some states (California, Alaska, Nevada, Colorado) also have daily overtime rules requiring premium pay for hours exceeding 8 or 12 per day. Check your state’s specific laws – you’re entitled to whichever rule is more beneficial. If both apply, you don’t get “double” overtime; the more generous rule applies, but you can’t be paid less than federal requirements.
Do salaried employees get overtime pay?
It depends on exempt vs non-exempt classification, not salary vs hourly payment method. “Non-exempt” salaried employees (earning under $35,568 annually in 2025, or whose job duties don’t meet exemption tests) must receive overtime. “Exempt” employees – typically professionals, executives, administrators earning above the threshold with specific duties – don’t get overtime regardless of hours worked. Many salaried employees are misclassified; if you’re salaried but don’t meet both salary AND duties tests, you should be receiving overtime pay.
What is double time and when do I get it?
Double time (2× regular pay rate) isn’t federally mandated but may be required by state law or employer policy. California requires double-time after 12 hours in a workday or 8+ hours on the 7th consecutive workday. Some employers offer double-time voluntarily for holidays, Sundays, or extreme circumstances. Union contracts often guarantee double-time for specific conditions. If your employer offers double-time, it’s usually specified in your employment contract or employee handbook. Double-time significantly boosts earnings: 8 double-time hours equals 16 regular hours of pay.
How much is overtime on $20 per hour?
At time-and-a-half (1.5×), overtime on $20/hour is $30/hour. For a typical 5-hour overtime week: $20 × 40 regular hours = $800, plus $30 × 5 overtime hours = $150, totaling $950 weekly gross pay. That’s $49,400 annually if maintained consistently (52 weeks). At double-time, overtime would be $40/hour instead. Calculate your specific overtime rate by multiplying your base rate by the overtime multiplier (typically 1.5 for time-and-a-half).
Can my employer require mandatory overtime?
Generally yes, employers can require overtime in most industries and states, provided they pay legally required overtime rates. Refusing mandatory overtime can result in discipline or termination in at-will employment states. However, some occupations have maximum hour restrictions (truck drivers, pilots, medical residents) for safety reasons. Nursing and healthcare workers have varying protections by state. Union contracts often limit mandatory overtime. While employers can require it, they must still pay proper overtime rates – “comp time” (time off instead of pay) is illegal for private-sector non-exempt employees.
Does overtime count toward retirement or benefits?
It depends on the benefit type. Overtime is included in gross income for tax purposes and Social Security calculations, potentially increasing future Social Security benefits. For 401k contributions calculated as percentage of gross pay, overtime increases contribution amounts if your employer’s plan includes OT in compensation. However, pension calculations often exclude overtime, using only base salary. Health insurance premiums typically don’t change with overtime. Check your specific benefit plan documents, as policies vary by employer regarding how overtime affects benefits calculations and eligibility.
What if my employer doesn’t pay overtime?
Not paying legally required overtime is wage theft and illegal. First, document all hours worked and missing overtime pay with timesheets, clock-in records, and pay stubs. Discuss the issue with your employer or HR department – it may be an honest payroll error. If unresolved, file a complaint with your state’s Department of Labor or the federal Department of Labor Wage and Hour Division. You can recover up to 3 years of back wages plus penalties, and retaliation for reporting is illegal. Consider consulting an employment attorney for significant amounts; many work on contingency (no upfront costs).