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📊 Overtime Rate Reference — $20/hr Example
How to Calculate Overtime Pay
Overtime pay is additional compensation paid to employees who work beyond their standard scheduled hours. In the United States the Fair Labor Standards Act (FLSA) requires most employers to pay non-exempt employees at least 1.5 times their regular hourly rate for all hours worked beyond 40 in a workweek.
US Overtime Laws — Key Facts
- Federal law requires overtime pay after 40 hours per workweek for non-exempt employees
- Some states have daily overtime rules — California requires overtime after 8 hours in a day
- Time and a half (1.5x) is the federal minimum — employers can offer more
- Salaried employees classified as exempt are generally not entitled to overtime
- Some states require double time for holidays or hours beyond 12 per day
Who Is Entitled To Overtime?
Non-exempt employees under the FLSA are entitled to overtime. Most hourly workers qualify. Salaried employees earning less than $684 per week also qualify. Exempt employees — typically executives, administrators and professionals earning above the threshold — generally do not receive overtime pay.
Overtime Calculator — How Overtime Pay Is Calculated
Overtime pay compensates employees for hours worked beyond standard hours at a premium rate. In the United States, the Fair Labor Standards Act (FLSA) mandates overtime pay at 1.5 times the regular rate for non-exempt employees working more than 40 hours in a workweek. Understanding how overtime is calculated, who qualifies and what your rights are helps you verify your pay is correct and plan your income accurately.
Overtime Pay Formula — Regular, Time-and-a-Half and Double Time
Regular overtime (time-and-a-half): Overtime Rate = Regular Rate × 1.5. For 10 overtime hours at $22/hour regular pay: Overtime Rate = $33/hour. Overtime Pay = 10 × $33 = $330. Total Weekly Pay = (40 × $22) + $330 = $880 + $330 = $1,210. Double time (2× rate, required in California after 12 hours): Overtime Rate = $22 × 2 = $44/hour. To calculate your effective hourly rate when mixing regular and overtime hours, divide total weekly pay by total hours worked. Use our paycheck calculator to see your take-home pay after taxes on any overtime earnings and our salary calculator to compare salaried vs hourly total compensation.
| Hourly Rate | Time & Half Rate | 10 OT Hours Pay | 40+10 Total Week |
|---|---|---|---|
| $15.00 | $22.50 | $225 | $825 |
| $20.00 | $30.00 | $300 | $1,100 |
| $25.00 | $37.50 | $375 | $1,375 |
| $35.00 | $52.50 | $525 | $1,925 |
Who Is Exempt from Overtime — FLSA Exemptions
Not all employees are entitled to overtime. The FLSA exempts certain categories when both salary threshold and duties tests are met. Executive exemption: manages a department, directs two or more employees, has authority over hiring/firing. Administrative exemption: office or non-manual work directly related to management, exercises discretion and independent judgment. Professional exemption: advanced knowledge in a field of science or learning (doctors, lawyers, engineers, accountants). Computer employee exemption: systems analysts, programmers, software engineers earning above threshold. Outside sales exemption: primarily makes sales away from the employer's place of business. These are the primary white-collar exemptions — the salary threshold for 2024-2025 is $684/week ($35,568/year).
| Exemption Type | Salary Min | Key Duties Test | OT Eligibility |
|---|---|---|---|
| Hourly non-exempt | Any | N/A | ✅ OT required |
| Salaried below threshold | Under $684/wk | N/A | ✅ OT required |
| Executive exempt | $684+/wk | Manages dept, supervises 2+ | ❌ No OT |
| Professional exempt | $684+/wk | Advanced professional knowledge | ❌ No OT |
State Overtime Laws — Where Rules Are Stricter Than Federal
While the FLSA sets the federal floor, many states have more generous overtime rules. California is the most notable: overtime is required after 8 hours in a single day (not just 40 hours in a week), and double-time applies after 12 hours in a day and for all hours on the seventh consecutive day in a workweek. Alaska requires daily overtime after 8 hours. Colorado and Nevada have similar daily overtime provisions. Some states have higher salary exemption thresholds than the federal minimum. Always apply the rule most beneficial to the employee — if state law provides more overtime protection than federal law, state law governs. Employees working in multiple states should understand which state's laws apply.
Regular Rate of Pay — What Is Included in Overtime Calculations
The overtime rate is calculated from the "regular rate of pay" which is not simply the base hourly rate — it includes most forms of compensation. The regular rate includes: base hourly pay, non-discretionary bonuses (production bonuses, attendance bonuses, safety bonuses), shift differentials, on-call pay, piece-rate earnings, commissions and most other forms of regular compensation. It excludes: discretionary bonuses, gifts, vacation pay, holiday pay and overtime premiums already paid. For employees with variable pay, the regular rate for a week is calculated as total compensation for the week divided by total hours worked, and overtime is then calculated on that average rate. This means production bonuses can increase the effective overtime rate owed.
Overtime Pay and Annual Earnings
Regular overtime significantly increases annual income. A worker earning $20/hour working 50 hours every week: regular pay = 40 × $20 × 52 = $41,600; overtime pay = 10 × $30 × 52 = $15,600; total = $57,200 — 37.5% more than the base salary. However, consistently working overtime has real costs: fatigue, reduced recovery time and potential health impacts mean the financial value should be weighed against personal wellbeing. Many employers offer comp time (compensatory time off in lieu of overtime pay) for exempt employees, though for non-exempt employees, comp time cannot replace cash overtime pay under federal law — only state and local government employers may use comp time for public sector employees. Whether you are calculating a single week's overtime earnings, projecting how much extra income a consistent overtime schedule will generate annually, or verifying that your employer has paid the correct overtime amount on your paycheck, our overtime calculator gives you the precise figure in seconds. Enter your regular hourly rate, regular hours and overtime hours worked — or select time-and-a-half versus double-time depending on your state's rules and your employment situation — and see your complete pay breakdown instantly including gross weekly earnings and the additional premium you earned above straight time for your extra hours.
Tracking Overtime — Protecting Your Rights
Keeping accurate records of hours worked is the most effective way to ensure you are paid correctly for overtime. Note your start and end times daily, including any hours worked through lunch or from home. Employers are required by the FLSA to maintain accurate records of hours worked, but employees who track their own hours independently have stronger evidence if a wage dispute arises. If you believe you have been underpaid for overtime, first raise it with your employer or HR department. Unresolved wage claims can be filed with the US Department of Labor's Wage and Hour Division or pursued through a private lawsuit — successful plaintiffs are typically entitled to back wages plus an equal amount in liquidated damages, plus attorney fees. The statute of limitations is two years for unintentional violations and three years for willful violations. Our overtime calculator helps you independently calculate what you should have been paid so you can compare it to your actual paycheck and identify any discrepancies immediately.