Overtime Pay Calculator

Quick summary

The Overtime Pay Calculator handles federal FLSA overtime (1.5× over 40 hrs/week) PLUS the four states with mandatory daily overtime: California (1.5× over 8/day, 2× over 12/day or 7th consecutive day after 8 hrs), Colorado (1.5× over 12 hrs/day), Nevada (1.5× over 8/day for low-wage), and Alaska (1.5× over 8/day or 40/week).

It also flags exempt employees — executive, administrative, professional, computer, and outside sales workers who meet the FLSA salary basis ($684/week, ~$35,568/yr) AND duties test are NOT entitled to overtime. The DOL's 2024 attempt to raise the threshold to $58K was blocked by federal court in November 2024.

Use it to verify your paycheck, calculate disputed overtime claims, plan upcoming busy seasons, and compare states for OT-eligible careers.

Hourly rate

$ /hr

Regular hours (≤40)

hrs/wk

Weekly OT hours (over 40)

×1.5

FLSA: 1.5× over 40 hrs/wk.

Daily OT hours

×1.5

CA/CO/NV/AK only — over 8 hrs/day.

Double-time hours

×2.0

CA only: over 12 hrs/day or 7th day.

State

For state OT law context.

FLSA exempt status?

Exempt: salaried executive/admin/professional ≥ $684/wk threshold. Non-exempt: hourly + most under-threshold workers.

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How to use

1 Enter your regular hourly rate (W-2 employees), or salary ÷ 2,080 if exempt-but-classified-as-non-exempt.
2 Enter regular hours (capped at 40/week per FLSA). California also caps regular at 8/day.
3 Enter weekly overtime hours (over 40 in workweek). FLSA pays 1.5×.
4 Enter daily OT hours if in CA/CO/NV/AK over 8 hrs/day (1.5×). Enter double-time hours if in CA over 12 hrs/day or 7th consecutive day after 8 hrs (2×).
5 Toggle Exempt if classified as executive/admin/professional with salary basis. Click Calculate to see regular pay, all OT/DT components, and total weekly gross.

FLSA Federal Overtime Rules (29 U.S.C. §207)

Rule	Trigger	Rate
Federal Weekly OT	Over 40 hrs/workweek	1.5× regular rate
Workweek defined	Fixed 168-hour period	Set by employer (any 7 consecutive days)
Salary Basis Threshold	$684/week ($35,568/yr)	Below = automatically non-exempt
Highly Compensated Employees	$107,432/yr	Limited duties test
Tipped Employees	OT calculated on FULL minimum, not tipped cash	1.5× of full minimum

States With Daily Overtime Laws

State	Daily OT Trigger	Rate	Double-Time?
California	Over 8 hrs/day	1.5×	YES — 2× over 12/day or 7th day after 8 hrs
Colorado	Over 12 hrs/day OR 12 consecutive hrs	1.5×	No
Nevada	Over 8 hrs/day (workers earning < 1.5× state min)	1.5×	No
Alaska	Over 8 hrs/day OR 40/week	1.5×	No
Other 46 states	Federal-only (40 hrs/week)	1.5×	No

FLSA Exempt Employee Tests

To be exempt from overtime, employee must meet BOTH tests:

Test 1: Salary Basis	Test 2: Duties
Earn at least $684/week ($35,568/yr) — fixed salary regardless of hours/quality	Primary duty must be executive (managing 2+ FTE), administrative (office work + discretion), professional (advanced learned/creative), computer ($684/wk OR $27.63/hr), or outside sales
2024 DOL bump to $58K BLOCKED by Texas court Nov 2024	Specific tests in 29 CFR 541
Highly Compensated Employee: $107,432/yr	Reduced duties test for HCEs

California Overtime Math Example

Scenario: CA non-exempt at $20/hr works 14 hrs in one day, totaling 50 hrs that week.

Hours	Type	Rate	Pay
8 hrs	Regular (first 8/day)	$20	$160
4 hrs	Daily OT (8-12 hrs)	$30 (1.5×)	$120
2 hrs	Daily Double-Time (>12 hrs)	$40 (2×)	$80
32 hrs (other days regular)	Regular	$20	$640
4 hrs (50 - 46)	Weekly OT (>40)	$30	$120
Total			$1,120 (vs $1,000 federal-only)

Common Overtime Disputes

(1) Misclassification: Employer wrongly classifies as exempt. Statute of limitations: 2 yrs federal, 3 yrs willful violation, up to 4 yrs in some states. Damages: back OT + 100% liquidated damages + attorney fees. (2) Off-the-clock work: Pre-shift prep, post-shift cleanup, meal interruptions, travel between sites. (3) Comp time: Private sector CANNOT trade OT for comp time (only public sector can). (4) Bonuses: Non-discretionary bonuses must be included in regular rate calculation for OT — common employer mistake.

FAQ

Q How is overtime calculated under FLSA?

Federal FLSA: 1.5× regular hourly rate for all hours over 40 in a workweek. Workweek = fixed 168-hour period (any 7 consecutive days, set by employer). Cannot average across weeks. Some states (CA, CO, NV, AK) add daily overtime over 8/day.

Q When does California double-time apply?

CA Labor Code §510: 2× regular rate when working over 12 hours in a single day OR after 8 hours on the 7th consecutive workday. So a CA worker doing 14 hrs gets: 8 reg + 4 OT (1.5×) + 2 double-time (2×). Most generous overtime law in the US.

Q Who is exempt from overtime in 2026?

Workers meeting BOTH (1) salary basis $684/wk ($35,568/yr; 2024 DOL bump to $58K blocked by court) AND (2) primary duty in executive/administrative/professional/computer/outside sales role. Highly Compensated Employees ($107,432/yr) get reduced duties test.

Q Can my employer give me comp time instead of overtime?

PRIVATE sector: NO. Comp time in lieu of OT is illegal for non-exempt employees in private sector. Public sector (government): YES, comp time at 1.5× allowed. Some employers misuse this — file complaint with DOL Wage and Hour Division if private employer gives comp time.

Q Are bonuses included in overtime calculation?

NON-DISCRETIONARY bonuses (production, attendance, longevity) MUST be included in regular rate for OT calc. DISCRETIONARY bonuses (Christmas, holiday, surprise) are excluded. Calculation: total earnings ÷ total hours = regular rate; OT premium = 0.5× × OT hours.

Q What is the 7-minute rule for time tracking?

Employer can round time to nearest 15 minutes (7-minute rule), but rounding must be neutral over time — no systematic bias toward employer. If always rounding down, that's wage theft. Document any pattern; statute of limitations 2-3 years federal, longer in some states.

Q Do salaried employees get overtime?

Only if NON-EXEMPT (don't meet salary basis OR duties test). Many "salaried" employees are misclassified as exempt. The TRUE test is the duties test, not the title. Sales associates, customer service reps, junior IT, and lower-level office workers are often misclassified.

Q How do I file an unpaid overtime claim?

File complaint with US DOL Wage and Hour Division (online or local office) — they investigate free. Or hire a wage-and-hour attorney (typical contingency fee 33%; attorney fees may shift to employer if you win under FLSA fee-shifting). Statute of limitations: 2-3 years federal; up to 4 yrs CA/some states.