Overtime Calculator
Calculate overtime pay and hours
Pay Summary
Pro Tip
Your overtime rate is $30.00/hour. Federal law requires time-and-a-half for hours over 40/week!
Privacy & Security
Your pay and hours information is completely private and secure. All calculations are performed locally in your browser without sending any data to external servers. Your earnings details remain confidential.
What is an Overtime Calculator?
An overtime calculator is a specialized payroll tool that calculates additional compensation earned for working beyond standard hours, typically beyond 40 hours per week in the United States. Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at a rate of at least one and one-half times their regular hourly rate for hours worked beyond 40 in a workweek. This "time-and-a-half" rate means if you normally earn $20 per hour, your overtime rate is $30 per hour. Some employers also provide double-time pay for specific situations like holidays or working beyond a certain number of overtime hours. Understanding your overtime compensation is essential for accurate budgeting, verifying paycheck accuracy, and making informed decisions about taking on extra hours. The calculator helps you determine not just your overtime rate, but your total earnings for a pay period combining regular and overtime hours. This is particularly valuable for workers with variable schedules, those considering extra shifts, or anyone wanting to maximize their earning potential. Many workers don't fully understand how overtime is calculated or realize the significant earning boost that overtime provides. For example, working just 5 overtime hours per week at a $20/hour base rate adds an extra $150 weekly ($7,800 annually) in overtime pay alone. This calculator removes the complexity from overtime calculations, providing instant, accurate results that help you understand your true earning potential when working extended hours. Whether you're evaluating whether extra shifts are worth your time, planning your finances based on expected overtime, or simply verifying your employer is paying you correctly, this tool provides the transparency and accuracy you need.
Key Features
Time-and-a-Half Calculation
Automatically calculates overtime at 1.5x your regular hourly rate
Double-Time Support
Includes calculations for double-time pay on holidays or extended overtime
Total Earnings Breakdown
See separate totals for regular pay, overtime pay, and combined earnings
Weekly and Biweekly Views
Calculate overtime for different pay period schedules
Custom Overtime Thresholds
Adjust the hours threshold when overtime starts (default 40 hours)
Multiple Overtime Rates
Handle different overtime rates for various hour thresholds
Annual Projection
Estimate annual earnings based on your overtime pattern
Instant Calculations
Real-time results as you adjust hours and rates
How to Use the Overtime Calculator
Enter Your Regular Hourly Rate
Input your standard hourly pay rate before overtime. This is the base rate you earn for the first 40 hours (or your company's overtime threshold) of work each week.
Input Regular Hours Worked
Enter the number of regular hours worked during the pay period. This is typically 40 hours per week for full-time employees, or whatever your company considers regular time.
Add Overtime Hours
Enter the number of overtime hours you worked. These are hours beyond your regular schedule that qualify for time-and-a-half pay (typically hours beyond 40 per week).
Include Double-Time Hours (Optional)
If applicable, enter any double-time hours worked. These might include holiday hours, or hours beyond a certain overtime threshold that your employer pays at 2x your regular rate.
Review Your Total Earnings
See your overtime rate, regular pay, overtime pay, double-time pay (if applicable), and total earnings for the period. Verify these match your expectations and paycheck.
Overtime Pay Tips
- Track Your Hours Accurately: Keep detailed personal records of hours worked each day, including start and end times, to ensure your paycheck matches actual overtime hours.
- Understand Your Classification: Verify whether you're correctly classified as exempt or non-exempt. Being salaried doesn't automatically mean you're exempt from overtime.
- Calculate Before Accepting Extra Shifts: Use the calculator before accepting additional shifts to see exactly how much extra you'll earn and decide if it's worth your time.
- Review State Laws: Check if your state has daily overtime requirements or other rules beyond federal law that might entitle you to additional overtime pay.
- Verify Paycheck Accuracy: Calculate your expected overtime pay and compare it to your actual paycheck. Report discrepancies to payroll immediately.
- Consider the True Value: Factor in the impact on work-life balance, fatigue, and personal time when deciding whether overtime is worth the extra money.
Frequently Asked Questions
How is overtime pay calculated?
Overtime pay is calculated by multiplying your overtime hours by your overtime rate, which is typically 1.5 times your regular hourly rate. First, determine your regular hourly rate by dividing your salary by standard working hours if you're salaried, or use your stated hourly rate if you're paid hourly. Next, multiply this regular rate by 1.5 to get your overtime rate. For example, if your regular rate is $20/hour, your overtime rate is $30/hour ($20 x 1.5). Then, multiply your overtime rate by the number of overtime hours worked. If you worked 5 overtime hours, you'd earn $150 in overtime pay ($30 x 5). Your total pay for the period is your regular pay plus overtime pay. In this example, if you worked 40 regular hours and 5 overtime hours, your total pay would be $800 regular pay ($20 x 40) plus $150 overtime pay, equaling $950 total. It's important to note that overtime is calculated weekly in the U.S., not by pay period. Even if you're paid biweekly, overtime is determined separately for each workweek. Some states have additional overtime rules, such as daily overtime (California requires overtime for hours beyond 8 in a day), so check your state's requirements.
Who is eligible for overtime pay?
Under federal law (FLSA), most hourly workers and some salaried employees are eligible for overtime pay, but exemptions exist based on job duties and salary level. Non-exempt employees must receive overtime pay, while exempt employees are not entitled to overtime. To be classified as exempt, employees generally must meet three tests: they must be paid on a salary basis, earn above a minimum salary threshold (currently $684 per week or $35,568 annually as of 2024), and perform exempt job duties primarily involving executive, administrative, or professional work. Common exempt positions include managers with hiring/firing authority, professionals like doctors and lawyers, administrative employees with significant decision-making authority, and outside salespeople. However, job title alone doesn't determine exemption status - actual job duties matter most. Many workers assume they're exempt simply because they're salaried, but this isn't always correct. If you're salaried but don't meet all exemption criteria, you should receive overtime pay. Additionally, some industries have specific overtime rules, such as hospital workers, police, firefighters, and truck drivers. If you're unsure about your status, consult your HR department or a labor attorney. Being misclassified as exempt when you should be non-exempt means you're potentially losing significant overtime compensation you're legally entitled to receive.
What's the difference between time-and-a-half and double-time?
Time-and-a-half and double-time refer to different overtime pay rates, with time-and-a-half being the standard federal requirement and double-time being an enhanced rate some employers offer for specific circumstances. Time-and-a-half means you earn 1.5 times your regular hourly rate for overtime hours - if you normally earn $20/hour, time-and-a-half is $30/hour. This is the minimum rate required by federal law for non-exempt employees working over 40 hours in a workweek. Double-time means you earn 2 times your regular hourly rate - the $20/hour example becomes $40/hour. Federal law doesn't require double-time, but some employers voluntarily provide it for working holidays, weekends, or after accumulating a certain number of overtime hours. Additionally, some states mandate double-time in specific situations. For example, California requires double-time for hours worked beyond 12 in a single day or beyond 8 hours on the seventh consecutive workday in a week. Union contracts often include double-time provisions for holidays or other premium situations. Some employers use double-time as an incentive to fill difficult-to-staff shifts. When calculating your pay, it's crucial to know which hours qualify for which rate. Always review your company's overtime policy and your state's laws to understand what rates you should receive for different types of overtime hours.
Is overtime calculated daily or weekly?
Under federal law, overtime is calculated on a weekly basis, meaning you receive overtime pay for hours worked beyond 40 in a workweek, regardless of how those hours are distributed across days. A workweek is defined as a fixed, regularly recurring period of 168 hours (seven consecutive 24-hour periods) and doesn't have to align with a calendar week. For example, if you work 10 hours Monday through Thursday (40 hours total), then don't work Friday, you haven't earned overtime under federal law because you didn't exceed 40 hours for the week. However, several states have daily overtime laws that go beyond federal requirements. California, Alaska, Colorado, and Nevada require overtime pay for hours worked beyond a certain number in a single day, typically 8 or 12 hours, regardless of weekly hours. In California, hours beyond 8 in a day are paid at time-and-a-half, and hours beyond 12 in a day are paid at double-time. This means you could earn overtime even in a week where you work fewer than 40 total hours. The more stringent rule applies, so in states with daily overtime, you're entitled to whichever calculation gives you more overtime pay. Additionally, some union contracts specify daily overtime even in states without such requirements. Understanding whether your overtime is calculated daily, weekly, or both is essential for ensuring you're paid correctly.
Can my employer require me to work overtime?
Yes, in most cases employers can require non-exempt employees to work overtime, with some exceptions and limitations. Federal law doesn't limit the number of hours an adult employee can be required to work in a week, as long as they're properly compensated with overtime pay for hours over 40. An employer can mandate overtime, change your schedule to include overtime, or discipline you for refusing to work required overtime, even without advance notice. However, several important limitations and exceptions exist. First, while employers can require overtime, they must pay proper overtime rates for all qualifying hours. Second, some union contracts or employment agreements limit mandatory overtime. Third, certain states have restrictions - for example, some states limit mandatory overtime for healthcare workers to prevent fatigue-related errors. Fourth, employers must provide reasonable accommodations for disabilities, which might include overtime exemptions. Fifth, refusing overtime that conflicts with protected leave (like FMLA) or religious practices may be protected. Additionally, some professions like truck drivers have federal hours-of-service regulations limiting work hours for safety reasons. While mandatory overtime is legal, consistently excessive overtime requirements can contribute to hostile work environment claims or indicate understaffing issues. If you're concerned about mandatory overtime, review your employment contract, union agreement if applicable, and consider discussing workload concerns with management or HR. Refusing mandatory overtime without protection could result in discipline or termination, so understand your rights and company policies before declining.
How does overtime affect my taxes?
Overtime pay is taxed exactly the same as regular income - there's no special tax rate for overtime - but it often appears to be taxed more heavily due to how paycheck withholding works. Your overtime doesn't get taxed at a higher rate; rather, the additional income may push your paycheck into a higher withholding bracket for that pay period, making it seem like overtime is taxed more. Here's how it works: when your employer calculates withholding, they project your annual income based on that paycheck and withhold accordingly. A paycheck with significant overtime looks like a higher annual income, triggering more withholding. For example, if your normal biweekly paycheck is $2,000 and you earn an extra $500 in overtime, your employer withholds as if you earn $65,000 annually ($2,500 x 26 pay periods) instead of your actual $52,000 ($2,000 x 26), resulting in higher withholding. However, when you file your tax return, you pay tax on your actual annual income, not the projected amount from your highest paycheck. If too much was withheld due to overtime pay periods, you'll receive a refund. Your effective tax rate is based on total annual income, and overtime is simply part of that total. The important thing to remember is that every dollar of overtime increases your take-home pay, even if the percentage withheld for taxes is higher than usual for that particular paycheck. Overtime is always financially beneficial despite the temporary higher withholding, and you'll settle up any overwithholding when you file your annual tax return.
What if my employer doesn't pay me overtime?
If your employer fails to pay overtime wages you're legally entitled to receive, you have several options to recover those wages and protect your rights. First, document everything: keep records of hours worked, pay stubs, time cards, schedules, and any communications about overtime. Detailed records are crucial for proving your case. Next, raise the issue internally - sometimes overtime violations result from payroll errors or misunderstandings rather than intentional wage theft. Speak with your supervisor, HR department, or payroll administrator, presenting your documentation and explaining the discrepancy. Many issues are resolved at this stage. If internal resolution fails, you can file a complaint with your state's labor department or the U.S. Department of Labor's Wage and Hour Division. These agencies investigate wage violations and can require employers to pay back wages plus penalties. This process is free and doesn't require an attorney. You can also pursue a private lawsuit to recover unpaid overtime, often including double damages (twice the unpaid amount) plus attorney fees under the FLSA. Wage and hour attorneys often work on contingency, meaning they only get paid if you recover wages. Be aware that retaliation for asserting wage rights is illegal - employers cannot fire, demote, or punish you for requesting proper overtime pay or filing a complaint. The statute of limitations for overtime claims is typically two years (three years for willful violations), so act promptly. Don't let fear of retaliation prevent you from claiming wages you've earned and are legally entitled to receive.
Does overtime count toward retirement contributions?
Yes, overtime pay generally counts as compensation for retirement plan contribution purposes, which can significantly boost your retirement savings both through your contributions and employer matching. For 401(k) plans, overtime income is included in your eligible compensation, meaning if you contribute a percentage of your pay, that percentage applies to your total earnings including overtime. For example, if you contribute 6% and earn $50,000 in regular pay plus $5,000 in overtime, you'll contribute 6% of the full $55,000. Additionally, if your employer matches contributions, overtime income typically counts toward the match. If your employer matches 50% of contributions up to 6% of pay, they'll match based on your total compensation including overtime, not just base salary. This makes overtime particularly valuable for retirement savings. However, there are important nuances. Some employers calculate matching only on base salary, excluding overtime, bonuses, and commissions, though this is less common. Check your plan document to confirm. Additionally, the annual 401(k) contribution limit ($23,000 for 2024, or $30,500 if you're 50 or older) applies to your total contributions regardless of whether they come from overtime or regular pay. For defined benefit pension plans, whether overtime counts toward your pension calculation varies by plan. Some plans calculate pensions based on highest-earning years or average career earnings, and may or may not include overtime. Union workers should check their collective bargaining agreement. Understanding how overtime affects your retirement benefits is important for long-term financial planning, as consistent overtime can substantially increase retirement savings over a career.
Why Use Our Overtime Calculator?
Accurate overtime calculations are essential for verifying fair pay and making informed decisions about working extra hours. Our overtime calculator provides instant, precise calculations for time-and-a-half and double-time scenarios, helping you understand exactly what you should earn. Whether you're checking your paycheck accuracy, deciding whether to accept additional shifts, or planning your finances based on expected overtime, this tool gives you the clarity and confidence you need. With support for various pay periods and overtime structures, you get calculations that match your actual work situation.