Overtime Calculator: How to Compute Pay

This overtime calculator works out how much an employee should be paid for hours worked beyond the standard workweek. You enter the regular hourly rate, the number of regular hours worked, and the number of overtime hours; the calculator returns the overtime pay, total regular pay, and gross total pay. It applies the standard time-and-a-half rate (1.5×) for overtime hours, which is the most common rule under the Fair Labor Standards Act (FLSA) for non-exempt employees in the U.S.

Formula

The overtime pay formula is:

Overtime Pay = Regular Hourly Rate × 1.5 × Overtime Hours

Where:

• Regular Hourly Rate – the employee’s normal hourly wage (in dollars per hour).
• 1.5 – the overtime multiplier, meaning “time and a half.â€�
• Overtime Hours – hours worked beyond the standard threshold (usually 40 per week).

Total gross pay is then:

Gross Total Pay = (Regular Hourly Rate × Regular Hours) + Overtime Pay

This assumes the employee is non-exempt and the overtime rate is 1.5× the regular rate. Some states or employers may use 2× (double time) for certain situations, but time-and-a-half is the federal minimum.

Worked Example

Using the default values from the calculator above:

• Regular hourly rate = $20.00
• Regular hours = 40
• Overtime hours = 5

Step 1: Calculate overtime pay:

Overtime pay = $20.00 × 1.5 × 5 = $30.00 × 5 = $150.00

Step 2: Calculate regular pay:

Regular pay = $20.00 × 40 = $800.00

Step 3: Add them for gross total:

Gross total = $800.00 + $150.00 = $950.00

This matches the calculator’s output for the default inputs.

How Overtime Works in the U.S.

Under the Fair Labor Standards Act (FLSA), most employees are entitled to overtime pay at a rate of at least 1.5 times their regular rate for all hours worked over 40 in a single workweek. The “workweek� is a fixed, recurring 7-day period (e.g., Sunday to Saturday) that the employer defines; it doesn’t have to match the calendar week. Overtime is calculated weekly, not biweekly or monthly—so if an employee works 50 hours one week and 30 the next, they still get overtime for the 10 extra hours in the first week.

Not everyone qualifies. “Exempt� employees (typically salaried workers in executive, administrative, or professional roles who meet salary and duties tests) are not eligible for overtime. Independent contractors also don’t receive overtime because they aren’t employees. The calculator assumes the worker is non-exempt and eligible for overtime.

What Counts as “Hours Worked�

Not all time at work counts the same. For overtime purposes, “hours worked� generally includes:

• Time actually spent performing job duties
• Time on-call if the employee is required to remain on the premises or is so restricted that they cannot use the time for personal activities
• Short rest breaks (usually 20 minutes or less) – these are paid and count as hours worked
• Training time that is job-related and during normal working hours

What does not count as hours worked:

• Bona fide meal breaks (usually 30 minutes or more) when the employee is completely relieved of duties
• Commuting time to and from work (unless the employee is traveling between job sites during the workday)
• Time when the employee is “off dutyâ€� and can leave the premises

If an employer requires an employee to stay at the workplace during a meal break, that time is generally compensable.

How to Read the Results

The calculator gives you three numbers:

• Overtime pay – the extra earnings from overtime hours only.
• Regular pay – earnings from standard hours at the regular rate.
• Gross total pay – the sum of both, before any deductions like taxes, insurance, or retirement contributions.

This is gross pay, not net pay. Net pay (what the employee actually takes home) will be lower after federal and state income tax, Social Security, Medicare, and other deductions. The calculator is for estimating gross earnings, not for tax advice.

Common Mistakes and Misconceptions

One frequent mistake is calculating overtime on a biweekly or monthly basis. Overtime is strictly per workweek. If an employee works 80 hours in two weeks but 45 in one week and 35 in the other, they are owed 5 hours of overtime for the first week—even if the total is 80.

Another misconception is that salaried employees never get overtime. In reality, some salaried workers are non-exempt and are entitled to overtime if they earn below the salary threshold or don’t meet the duties test. The FLSA salary threshold is updated periodically, so it’s important to check current rules.

Also, beware of “comp time� (compensatory time off) in the private sector. Private employers generally cannot substitute comp time for overtime pay; they must pay cash at 1.5×. Public sector employees may have different rules.

Limits of This Calculator

This calculator uses a flat 1.5× multiplier, which is the federal standard. However, some states have more generous overtime laws. For example, California requires overtime for hours over 8 in a single day (in addition to the 40-hour weekly rule), and double time for hours over 12. This calculator does not handle daily overtime or double time—it only covers the standard weekly time-and-a-half scenario.

It also assumes a single hourly rate. If an employee works at different rates for different jobs (e.g., a worker who does two roles at different pay), the FLSA requires a “blended� or weighted average rate for overtime. That’s more complex and not covered here.

Finally, the calculator doesn’t account for bonuses, commissions, or other forms of compensation that might affect the “regular rate� under FLSA. The regular rate can include certain bonuses, so the actual overtime rate may be higher than the base hourly wage.

Frequently Asked Questions

How do I calculate overtime for a salaried employee?

For a non-exempt salaried employee, first determine the regular hourly rate by dividing the weekly salary by the number of hours the salary is intended to cover (usually 40). Then apply the 1.5 multiplier to that rate for overtime hours. For example, if the weekly salary is $800 for 40 hours, the regular rate is $20/hour, and overtime is $30/hour.

Is overtime calculated on gross or net pay?

Overtime is calculated on gross pay—the total earnings before any deductions. The overtime rate is based on the employee’s regular rate of pay, which is gross, not net. Taxes are then deducted from the total gross amount.

What if I work 50 hours one week and 30 the next?

Overtime is calculated per workweek, so you get 10 hours of overtime in the first week (50-40=10) and no overtime in the second week (30 is under 40). The hours are not averaged over two weeks.

Can my employer pay me comp time instead of overtime?

In the private sector, generally no. The FLSA requires cash overtime pay at 1.5× for non-exempt employees. Comp time is only allowed in the public sector under specific conditions. If you’re private-sector and your employer offers comp time instead of overtime pay, that’s likely a violation.

Does overtime apply to weekends and holidays?

Only if those hours push the total over 40 in the workweek. Working on a weekend or holiday doesn’t automatically trigger overtime; it’s the total hours in the week that matter. Some employers voluntarily pay higher rates for holiday work, but that’s not required by federal law.

What is the difference between overtime and double time?

Overtime is usually 1.5× the regular rate. Double time is 2× the regular rate. Double time is not required by federal law, but some states (like California) mandate it for certain situations, such as working more than 12 hours in a day. This calculator only handles time-and-a-half.

Related

• Add Up Time Calculator: Minutes & Seconds
• Adding Time Calculator: How It Works and When to Use It
• Adding Up Minutes Calculator: Sum Time Fast

in r | Regular hourly rate | $ | 20.00 | 0
in h | Regular hours worked | h | 40 | 0
in o | Overtime hours worked | h | 5 | 0
out ot | Overtime pay | $ | r * 1.5 * o | 2
out reg | Regular pay | $ | r * h | 2
out total | Gross total pay | $ | reg + ot | 2