U.S. Overtime Pay Calculator & Rate Engine
Estimate regular wages, 1.5x overtime rates, and 2.0x double-time earnings under 2026 federal FLSA and U.S. state labor codes.
How Your Overtime Calculation is Structured
From validated inputs to statutory precedence resolution, itemized pay ledger, and deterministic audit verification.
State & Jurisdiction
Select from 50 states + DC to load applicable state-level overtime statutes, daily thresholds, and wage orders.
Job & Classification
Specify job category and exemption status (hourly non-exempt, salaried non-exempt, or exempt).
Pay Type & Base Rate
Enter hourly wage or salary. The engine normalizes salary under 29 C.F.R. § 778 to derive regular rate.
Work Schedule
Log hours for each workday so jurisdictions with daily overtime (CA, CO) or spread-of-hours (NY) calculate accurately.
Itemized Legal Breakdown
Receive regular wages, overtime pay (1.5x), double-time (2.0x), and citations to labor codes.
1. Select Work Jurisdiction
Delineating dedicated state statutory engines (CA, CO, NY) from federal FLSA baseline coverage.
California: Dedicated CA Engine (Daily 8h/12h + 2.0x)
Dedicated State Engine: 1.5x after 8 hrs/day or 40 hrs/week; 2.0x after 12 hrs/day and after 8 hrs on 7th consecutive workday (Cal. Lab. Code § 510; IWC Orders).
2. Select Occupation & Industry
Specialized wage orders or alternative work schedules (e.g., Healthcare 8/80, Hospitality spread-of-hours) apply to specific roles.
General Non-Exempt Employee
Hourly or non-exempt salaried employees entitled to statutory overtime under federal and state rules.
Statutory Precision & Date-Versioned Rules Architecture
Our calculation engine operates on strict deterministic rules matching published statutes and wage orders. This includes California Labor Code § 510, Colorado COMPS Order #40, New York 12 NYCRR Part 142/146, and federal FLSA Section 7 (29 U.S.C. § 207). All calculations produce itemized daily ledgers with statutory citations and deterministic audit verification hashes.
Independent utility: not affiliated with, endorsed by, or sponsored by the U.S. Department of Labor or any state government labor agency.
No Double-Counting
Daily and weekly overtime hours are classified harmoniously to prevent illegal duplication of overtime premiums under federal and state stacking rules.
Salary Normalization
Salaried non-exempt earnings are converted to regular hourly rates using strict 29 C.F.R. § 778 methods rather than simplified weekly divisions.
Fail-Closed Reliability
If an incomplete work period is submitted for specialized agreements (such as a 14-day 8/80 healthcare schedule), the engine fails closed instead of guessing.
How to Calculate Your Overtime Pay Rate in the United States
Follow the standard statutory steps under the federal Fair Labor Standards Act (FLSA) and state labor codes.
Calculate Regular Hourly Rate
Under 29 CFR § 778, divide total non-overtime compensation (hourly wages plus non-discretionary bonuses and differentials) by total hours worked.
Apply 1.5× Overtime Rate
Multiply the regular rate by 1.5 for all hours worked over 40 in a workweek, or over 8 hours in states with daily overtime laws like California.
Sum Regular and Overtime Pay
Add regular hours pay, 1.5x overtime hours pay, and any applicable double-time (2.0x) hours pay to get total estimated gross wages.
Frequently Asked Questions About Overtime Pay
How to calculate overtime pay?
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.
How to figure out overtime 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.
How much is overtime pay?
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.
Who is exempt from overtime pay?
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.
How much is overtime pay in California?
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.
Does holiday pay count towards overtime?
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.
Do you pay taxes on overtime?
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.
Which U.S. states have daily overtime pay laws?
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.
What is the Healthcare 8/80 hospital overtime rule?
Under 29 U.S.C. § 207(j), hospitals and residential care establishments can enter into a mutual agreement with employees to calculate overtime based on a 14-consecutive-day work period rather than a 7-day workweek. Overtime is paid for hours over 8 per day and over 80 across the 14-day period.
State-Specific Overtime Calculators & Legal Guides
Jump directly to dedicated state-law engines and federal FLSA baseline estimators.