Overtime Pay Calculator

Work out your overtime pay in one second, free — enter your hourly rate and hours and see your time-and-a-half pay, double time and total gross pay.

How to Use This Overtime Pay Calculator

1. Type your regular hourly rate in the first box. Dollar signs and commas are fine, so $20 and 20 both work. If you only know your salary, convert it first with our Salary to Hourly Calculator.
2. Add your regular hours for the pay period, usually 40 for one week, then add the overtime hours you worked past your normal schedule.
3. Set the overtime multiplier. Use 1.5 for time and a half, the standard rate, or 2 for double time. Leave it blank and 1.5 applies automatically.
4. Press the big Calculate Overtime Pay button. Your result appears in the panel under the button, and this over time calculator also updates live as you type, so you can change any number and press Calculate again. No sign-up, no waiting.
5. Read the full breakdown: total pay first, then your overtime pay on its own, your regular pay, your overtime hourly rate, and the overtime premium you can later use for the no tax on overtime deduction.

Why Use This Overtime Calculator?

• It answers how much is overtime pay for your exact wage. Generic articles quote national averages. This overtime pay calculator prices your rate, your hours and your multiplier, down to the cent.
• It splits the paycheck open. You see regular pay, overtime pay, the overtime rate per hour and the premium portion separately, so you can check every line of a pay stub in seconds.
• It handles time and a half and double time in one place. Change one number, the multiplier, and the same tool prices a standard overtime week, a holiday double-time shift or a custom company rate such as 1.25x or 3x.
• It feeds your tax estimate. The premium line isolates the exact part of overtime pay that the 2025–2028 federal deduction covers, so you can carry it straight into a no tax on overtime calculator.
• It works like a paycheck calculator with overtime built in. Regular hours plus overtime hours give you the full gross paycheck for the week, not just the extra hours.
• It is free, instant and private. No account, no email, no download. The math runs in your browser and nothing you type leaves the page.

Who Is This Overtime Pay Calculator For?

Hourly employees checking a paycheck. You worked past 40 hours and the stub looks light. Enter your rate and hours and compare the total gross pay line with your stub before you ask payroll about it.

Shift, warehouse, retail, healthcare and construction workers. Rotating schedules, weekend shifts and holiday cover make overtime irregular. This pay calculator with overtime prices one week at a time, exactly the way the FLSA counts it.

Workers deciding whether extra hours pay off. Ten overtime hours at $20 an hour add $300, not $200. Run the numbers before you volunteer for the long shift, and you know the real value of the extra time.

Salaried non-exempt staff. A salary does not remove overtime rights. Work out your regular rate from your salary, then use this tool to price the overtime your employer owes.

Managers, small employers and payroll staff. Price a busy week before you approve the schedule, quote overtime cost for a project accurately, and stay on the right side of wage-and-hour law.

Gig and multi-job workers. Overtime law counts hours per employer, not across jobs, but your own budget counts everything. Total each job separately here and add the results for your true weekly picture.

What Is Overtime Pay?

Overtime pay is the extra pay an employee earns for work beyond the standard schedule, paid at a higher rate than the normal hourly wage. The word overtime names both the extra hours themselves and the money those hours earn. In the United States, the federal Fair Labor Standards Act of 1938 (FLSA) sets the floor: covered, non-exempt employees must receive at least one and a half times their regular rate of pay for every hour they work over 40 in a single workweek.

That premium exists for two reasons. It compensates you for the personal cost of a longer week, because energy and focus fall as hours stretch. It also makes long weeks expensive for employers, which spreads work across more people instead of overloading a few. Construction crews, nurses, plant staff, delivery drivers and IT support teams all meet overtime regularly, and for many households the overtime line is a serious share of monthly income.

The 40-Hour Workweek Rule

The FLSA counts overtime by the workweek, a fixed, repeating block of 168 hours (seven 24-hour days) that your employer defines. Hours over 40 inside that block trigger the premium. Hours never average across two weeks: a 50-hour week followed by a 30-hour week still earns 10 overtime hours, even though the average sits at 40. A workweek also differs from a pay period, so a biweekly paycheck can contain one overtime week and one straight-time week.

Regular Rate of Pay: The Number Everything Builds On

The law multiplies your regular rate, not always your sticker hourly wage. The regular rate includes almost all pay you receive for the week: hourly wages, most bonuses, shift differentials and commissions, divided by the total hours you actually worked. A $40 weekly bonus on a 50-hour week lifts the regular rate by $0.80 an hour, which lifts every overtime hour too. If your pay mixes several elements, total the week’s pay first, divide by total hours, and enter that rate above.

How to Calculate Overtime Pay

You calculate overtime pay in three steps. First, find your overtime rate by multiplying your regular hourly rate by the multiplier. Second, multiply that overtime rate by your overtime hours. Third, add your regular pay to get your total. This overtime calculator runs all three steps for you, but the formulas below let you check any paycheck by hand.

The Overtime Pay Formulas

Overtime rate = Regular hourly rate x Multiplier. At time and a half, a $20 rate gives a $30 overtime rate. Overtime pay = Overtime rate x Overtime hours. Ten overtime hours at $30 pay $300. Total pay = (Regular rate x Regular hours) + Overtime pay. Forty regular hours at $20 pay $800, so the full week pays $800 + $300 = $1,100 gross. Overtime premium = Regular rate x (Multiplier − 1) x Overtime hours. At 1.5x, the premium is the extra half: $20 x 0.5 x 10 = $100. Keep the premium figure, because the federal tax deduction for overtime uses exactly that part.

Step-by-Step Example: A 50-Hour Week at $20 an Hour

Say you earn $20 an hour and work 50 hours in one week. Your regular hours are 40 and your overtime hours are 10. Your overtime rate is $20 x 1.5 = $30. Your regular pay is 40 x $20 = $800. Your overtime pay is 10 x $30 = $300. Your total gross pay is $1,100 for the week, an effective blended rate of $22 an hour across all 50 hours. Run the same steps at any wage: the chart below shows the most common rates already worked out.

Time and a Half Explained

Time and a half is the standard overtime rate: one and a half times your regular pay, a 50% premium on every overtime hour. The name describes the math directly. One hour of overtime pays the value of one and a half regular hours. Federal law sets 1.5x as the minimum for FLSA-covered overtime, and most employers apply it to weekly overtime, while some apply it to daily hours past eight as company policy or state law.

What Is Overtime for $15 an Hour? The 22.50 Time and a Half Answer

The most searched overtime question in America has a clean answer. At $15 an hour, time and a half pays $22.50 per overtime hour, because $15 x 1.5 = $22.50. That single 22.50 time and a half figure anchors the whole scale: $10 becomes $15, $20 becomes $30, $25 becomes $37.50 and $30 becomes $45. If you earn $15 and work 10 overtime hours, you collect $225 in overtime pay alone. Tap the $15 row in the chart below to load the full week into the calculator.

Time and a Half Chart: Overtime Rates by Hourly Wage

This chart prices one standard week, 40 regular hours plus 10 overtime hours, at every common wage. Tap any row and that hourly rate loads into the overtime pay calculator at the top of this page.

Worked Overtime Pay Examples

Real weeks rarely stop at round numbers, so use these mixed examples to sanity-check your own stub. Every row follows the same formula the calculator uses.

Double Time Pay

Double time pays twice your regular rate: a $20 wage becomes $40 an hour, and a $12 wage becomes $24. Federal law never requires double time, which makes it a matter of state law, union contracts and employer policy. Employers commonly pay double time for work on federal holidays, for Sundays, or for hours far beyond the normal shift. California law goes furthest: it requires double time after 12 hours in a single workday and after 8 hours on the seventh consecutive day of work in a week. To price a double-time shift in this tool, set the multiplier to 2 and enter the double-time hours as your overtime hours.

Daily Overtime and State Rules

The federal rule is weekly, but several states layer a daily rule on top, and you always receive whichever calculation pays you more for the same hours, never both stacked on one hour.

• California: 1.5x after 8 hours in a day and after 40 in a week, 2x after 12 hours in a day, and 1.5x for the first 8 hours on the seventh consecutive workday, then 2x after that.
• Alaska: 1.5x after 8 hours in a day or 40 in a week at larger employers.
• Nevada: daily overtime after 8 hours applies to many lower-wage employees, on top of the weekly 40-hour rule.
• Colorado: 1.5x after 12 hours in a day, 12 consecutive hours, or 40 in a week.
• Oregon: daily overtime after 10 hours applies in manufacturing, alongside special rules for mills and canneries.
• Everywhere else: the weekly FLSA rule alone sets the floor, though many employers voluntarily pay daily premiums.

Nights, weekends and holidays carry no federal premium on their own. A Saturday shift only earns overtime rates if it pushes your week past 40 hours or a daily state threshold, unless your contract or company policy promises more.

Exempt vs Non-Exempt Employees

Overtime law divides workers into two groups. Non-exempt employees hold full overtime rights. Exempt employees hold none, and the employer owes them the same salary regardless of hours. An exemption must pass two tests at once. The salary test requires pay of at least $684 per week on a salary basis under current federal rules. The duties test requires a primary duty that matches an exempt category, such as managing a department and directing at least two employees (executive), performing office work tied to business operations with independent judgment (administrative), or working in a recognized learned or creative profession (professional). Computer employees and outside sales staff have their own categories.

Examples of Commonly Exempt and Non-Exempt Jobs

Department managers with real hiring input, many senior administrators, lawyers, doctors, teachers and senior software engineers commonly qualify as exempt. Retail associates, warehouse pickers, call-center agents, line cooks, delivery drivers, construction laborers and most hourly-paid roles stay non-exempt and keep overtime rights, whatever their job title says. Job titles never decide exemption; actual duties do. Some workers sit outside FLSA overtime entirely under separate rules, including many railway and airline staff, seafarers, taxi drivers and certain agricultural workers. If your classification looks wrong, the US Department of Labor Wage and Hour Division publishes free guidance and takes confidential complaints.

Overtime Pay for Salaried Employees

A salary does not cancel overtime by itself. Salaried non-exempt employees earn overtime too; the salary simply converts into a regular rate first. Divide the weekly salary by the hours the salary is meant to cover. A $1,000 weekly salary for a 40-hour week gives a $25 regular rate, so each overtime hour pays $37.50. If the salary covers all hours worked, however many that is, the regular rate falls as hours rise, and the employer may owe only the extra half premium per overtime hour under the fluctuating workweek method. Convert any salary with our Salary to Hourly Calculator, then price the overtime here.

Overtime and Taxes: The No Tax on Overtime Deduction

Overtime pay is ordinary wages for tax purposes. Your employer withholds federal and state income tax and the 7.65% FICA tax (Social Security and Medicare) from overtime exactly as from regular pay. One change matters now: for tax years 2025 through 2028, the One Big Beautiful Bill Act added IRC Section 225, a federal deduction for qualified overtime compensation that workers across America know as no tax on overtime.

How to Calculate Overtime for Taxes

Only the premium counts, never the full overtime wage. At time and a half, the deductible part of each overtime hour is the extra half, $10 on a $20 rate. This calculator prints that premium in your result, and you multiply it by your annual overtime hours to estimate the deduction. The deduction caps at $12,500 for single filers and $25,000 for joint filers, and it phases out by $100 for each $1,000 of modified adjusted gross income above $150,000 ($300,000 joint). Married filing separately does not qualify, FICA tax still applies in full, and you claim the deduction on the new Schedule 1-A when you file, whether or not you itemize.

Credit or Refund? Clearing Up the Search Terms

Thousands of workers search for an overtime tax credit calculator or an overtime tax refund calculator, and both searches point at this same deduction. It is not a tax credit, so it does not reduce your tax dollar for dollar. It reduces your taxable income, and the saving reaches you as a bigger refund or a smaller balance due at filing time. For the exact deduction, phase-out and tax saving on your own income, use our dedicated No Tax on Overtime Calculator, and read your premium total here as the starting number.

Tips to Check Your Overtime Paycheck

• Track your own hours. Keep a simple daily log or use your phone. Your own record settles most disputes, and labor law lets you rely on it when employer records fail.
• Find the regular rate first. Most underpayments start here. Bonuses, differentials and commissions belong inside the rate before the 1.5x multiplier touches it.
• Check the week, not the pay period. A fair-looking biweekly total can hide an unpaid overtime week balanced by a short one, which the FLSA forbids.
• Never accept comp time in place of overtime pay in private-sector jobs. Federal law reserves that swap for public-sector employers.
• Watch for off-the-clock work. Time spent booting systems, donning required gear, travelling between sites or finishing closing tasks usually counts as paid hours and can push you past 40.
• Recalculate after every raise. Your overtime rate rises with your base rate. Compare your new rate with our Pay Raise Calculator and rerun your typical week here.

Frequently Asked Questions

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