Overtime Pay Calculator & U.S. State Rates

Overtime pay is additional monetary compensation paid to covered, non-exempt employees who work hours exceeding standard statutory thresholds. Under the federal Fair Labor Standards Act (FLSA, 29 U.S.C. § 207), covered employees must receive overtime pay for all hours worked over 40 in an established 7-day workweek at a rate of at least 1.5 times (time and a half) their regular hourly rate. Certain states, such as California and Colorado, also mandate daily overtime pay for working beyond daily thresholds.

Under federal FLSA rules, overtime pay is at least 1.5 times (one and one-half times, or "time and a half") your regular hourly rate of pay. For example, if your regular rate is $20.00 per hour, your standard overtime rate is $30.00 per hour ($20.00 × 1.5). In states with daily overtime laws such as California, overtime pay can also reach 2.0 times (double time) your regular rate ($40.00 per hour for a $20.00/hour wage) for daily hours worked beyond 12 or on a 7th consecutive workday.

To calculate standard overtime pay, follow these four steps: 1. Determine your regular hourly rate: Total qualifying earnings divided by total non-overtime hours worked. 2. Calculate your overtime rate: Multiply the regular rate by 1.5 (Overtime Rate = Regular Rate × 1.5). 3. Determine overtime hours: Count all hours worked beyond 40 in the workweek (or daily overtime hours under applicable state law). 4. Multiply overtime hours by the overtime rate: Overtime Pay = Overtime Hours × Overtime Rate. For example, 48 hours worked at $25.00/hr yields 40 regular hours ($1,000.00) plus 8 overtime hours at $37.50/hr ($300.00), resulting in $1,300.00 gross pay.

To figure out overtime pay when you receive non-discretionary bonuses, commissions, or multiple pay rates, you must use the FLSA "regular rate of pay" method under 29 CFR § 778: 1. Sum all remuneration: Add base pay, shift differentials, attendance bonuses, and production incentives earned during the workweek. 2. Divide by total hours: Divide total remuneration by total hours physically worked in that week to determine your true regular rate. 3. Add half-time premium: Because straight-time has already been paid for all hours, multiply the overtime hours by half the regular rate (0.5 × Regular Rate × Overtime Hours) and add this premium to total straight-time wages. For standard hourly pay, you can also use our free Overtime Calculator to model your pay automatically.

Under the federal FLSA and state labor codes, an employee is exempt from overtime pay only if they satisfy BOTH the statutory salary threshold and specific job duty requirements. The primary exemptions are: • Executive Exemption: Primary duty is managing an enterprise or recognized subdivision, regularly directing two or more employees, and possessing hiring/firing input. • Administrative Exemption: Primary duty is non-manual office work directly related to business management or operations, requiring independent judgment on matters of significance. • Professional Exemption: Primary duty requires specialized advanced knowledge (Learned Professional) or recognized artistic/creative originality. • Computer & Outside Sales Exemptions: Specialized statutory exemptions. To qualify, employees must earn at least the statutory salary threshold ($684.00/wk federal enforcement baseline; $1,352.00/wk in California; $1,111.23/wk in Colorado; $1,275.00/wk in New York Downstate). Hourly employees, blue-collar workers, first responders, and manual laborers cannot be classified as exempt.

Under California Labor Code § 510 and IWC Wage Orders, overtime pay rates in California are: • Time and a Half (1.5x): Paid for hours worked beyond 8 up to 12 hours in a single workday, for hours worked beyond 40 in a workweek, and for the first 8 hours worked on the 7th consecutive workday in an established workweek. • Double Time (2.0x): Paid for hours worked beyond 12 hours in a single workday, and for all hours worked beyond 8 on the 7th consecutive workday. For example, an employee earning $25.00/hr who works 14 hours in one day receives 8 regular hours ($200.00), 4 overtime hours at $37.50/hr ($150.00), and 2 double-time hours at $50.00/hr ($100.00), totaling $450.00 daily pay.

Under federal FLSA rules (29 U.S.C. § 207), unworked paid holiday hours do NOT count toward overtime calculations. Overtime pay is strictly based on actual physical hours worked in an established 7-day workweek. For example, if an employee receives 8 hours of holiday pay on Monday and physically works 36 hours Tuesday through Friday (totaling 44 paid hours), no statutory overtime pay is required because physical hours worked did not exceed 40. However, if an employee physically works on a holiday, all hours physically worked count toward the 40-hour weekly overtime threshold.

Yes, overtime earnings are subject to the same income and payroll taxes as regular wages. This includes federal income tax, state and local income taxes, and FICA payroll taxes (6.2% Social Security and 1.45% Medicare). There is no special or higher permanent tax rate for overtime pay. However, because receiving overtime pay increases your gross income on a specific paycheck, automated payroll withholding algorithms may temporarily withhold taxes at a higher marginal bracket for that check. Any excess withholding is refunded or credited when you file your annual income tax return.

Several states require overtime pay based on daily hours worked: California (1.5x after 8 hours/day, 2.0x after 12 hours/day), Alaska (1.5x after 8 hours/day and 40 hours/week), Colorado (1.5x after 12 hours/workday or 12 consecutive hours), and Nevada (1.5x after 8 hours/day for employees earning less than 1.5 times state minimum wage). If state law is more generous than federal law, state law governs. Our calculator currently provides dedicated rule engines for CA, CO, NY, AK, NV, and OR; all other jurisdictions apply the federal FLSA 40-hour workweek baseline as a fallback because state-specific overtime requirements are not yet fully implemented.

Double-time is not required under federal law. However, California law (Labor Code § 510) requires double the regular rate for hours worked in excess of 12 hours in any single workday, and for all hours worked in excess of 8 hours on the 7th consecutive day of work in an established 7-day workweek (under Mendoza v. Nordstrom). Other states require double-time only if explicitly mandated by union collective bargaining agreements or employment contracts.

Under 29 CFR § 778, the regular rate of pay is not merely your base hourly rate. It must include all remuneration for employment, including non-discretionary bonuses, shift differentials, attendance premiums, and commissions. Only specific statutory exclusions (such as truly discretionary holiday gifts, expense reimbursements, and premium pay for prior overtime hours) may be excluded when calculating the regular rate.

No. This website is an independent informational and mathematical utility. It is not affiliated with, endorsed by, or sponsored by the U.S. Department of Labor (DOL), the California Department of Industrial Relations (DIR), or any government agency. Calculations represent mathematical estimates based on published statutory formulas and do not constitute formal legal or payroll advice. Outside our dedicated engines (CA, CO, NY, AK, NV, OR), calculations use the federal FLSA baseline as state rules are not yet fully implemented. Consult an employment attorney or state labor commissioner for binding legal determinations.