California Overtime Laws & Labor Standards
Comprehensive statutory guide to weekly thresholds, daily overtime rules, exempt salary minimums, and employee rights in California.
California Dedicated State Overtime Framework
Dedicated State Engine: California overtime calculations apply California Labor Code § 510, IWC Wage Orders, non-pyramiding statutory principles, and Mendoza v. Nordstrom workweek boundary rules.
Administered by: California Department of Industrial Relations (DIR / DLSE).
Core Overtime Provisions for California
Statutory thresholds governing regular rate calculations, workday limits, and workweek definitions.
1.5× regular rate for hours worked over 40 regular hours in an established workweek (hours already paid as daily overtime or double time do not count toward the 40-hour threshold to prevent illegal pyramiding).
1.5× regular rate for hours worked over 8 up to 12 in any single workday under Cal. Lab. Code § 510.
$1,352.00/week ($70,304/year)
Employee must also satisfy the California strict quantitative duties test, spending more than 50% of work time on exempt executive, administrative, or professional duties.
Determining the Regular Rate of Pay
Overtime is calculated at 1.5× the employee regular rate of pay, not merely their base hourly wage. Under 29 C.F.R. Part 778 and state wage rules, the regular rate must include all remuneration for employment, including:
- Non-discretionary productivity and attendance bonuses
- Shift differentials (e.g., night shift, hazard pay)
- Commissions and piece-rate earnings
- Fair market value of non-cash compensation
Excludable payments include discretionary holiday gifts, reimbursed business expenses, and premium overtime rates already paid.
Overtime Exemptions & Duties Tests
An employee is not exempt from overtime simply because they are paid a salary. To be lawfully classified as exempt, an employee must satisfy BOTH:
- Salary Basis & Threshold Test: Paid a predetermined, non-deductible salary meeting the statutory threshold ($1,352.00/wk).
- Primary Duties Test: Primary job duties must consist of executive (management of enterprise), administrative (exercise of discretion on significant business operations), or professional (advanced knowledge in a specialized field).
Salaried non-exempt workers must be paid overtime for all hours worked over 40 in a workweek.
Authoritative Legal References & Labor Agency
Primary administrative authorities and official citations governing California wage and hour compliance.
California Department of Industrial Relations
Visit Official Website (DIR / DLSE)California Overtime Laws: Legal FAQ
Common legal questions regarding overtime compliance and worker protections in California.
What are California overtime laws under Labor Code § 510?
California Labor Code § 510 establishes daily overtime (1.5× for hours 8–12), daily double time (2.0× for hours 12+), weekly overtime (1.5× over 40 hours), and 7th consecutive workday protections (1.5× for hours 1–8, 2.0× thereafter).
What is the Mendoza v. Nordstrom 7th consecutive day ruling?
In Mendoza v. Nordstrom, the California Supreme Court clarified that the 7th consecutive day rule applies strictly within the employer established 7-day workweek, not across rolling seven-day periods spanning workweek boundaries.
Are salaried employees entitled to overtime in California?
Salaried employees are entitled to overtime unless they meet BOTH the statutory salary threshold ($1,352.00/week; $70,304/year in 2026) and the California strict duties test, spending more than half their working time on exempt tasks.
Can employers require overtime in California?
Yes, California employers can generally require mandatory overtime provided they pay the statutory overtime and double-time rates and comply with meal/rest period mandates.
Calculate Your California Overtime Pay
Use our interactive engine to compute regular wages, overtime pay (1.5×), and statutory double-time with an itemized daily ledger.
Compare Overtime Rules in Other States
Review state-specific labor laws and federal baseline rules across the United States.