Updated July 1, 2026
Run your own overtime math
Enter a rate and hours to see the overtime premium.
Time and a half means your regular hourly rate multiplied by 1.5. Federal law (FLSA) requires this rate for every hour a nonexempt employee works beyond 40 in a single workweek. Some states have daily overtime rules too, so always check your state's law.
The overtime formula, step by step
- Step 1: Find the regular rate. For hourly workers this is simply the hourly wage. For salaried workers, divide weekly salary by 40.
- Step 2: Calculate the overtime rate. Regular rate x 1.5. At $20/hr the overtime rate is $30/hr.
- Step 3: Count overtime hours. Any hours in the week above 40.
- Step 4: Calculate overtime pay. Overtime rate x overtime hours.
- Step 5: Add to regular pay. (40 x regular rate) + (OT hours x OT rate) = total gross pay.
Worked example: hourly employee
| Item | Calculation | Amount |
|---|---|---|
| Regular rate | $18.00/hr | |
| Overtime rate (1.5x) | $18.00 x 1.5 | $27.00/hr |
| Regular pay (40 hrs) | 40 x $18.00 | $720.00 |
| Overtime pay (6 hrs) | 6 x $27.00 | $162.00 |
| Total gross pay | $882.00 |
What "double time" means
Some employers and some state laws (notably California) require double time, which is the regular rate x 2.0, for hours beyond a certain daily or weekly threshold. Double time is not required under federal law but may be required by your state or your employment contract.
Salaried nonexempt employees
Many salaried workers are still entitled to overtime. Find their effective hourly rate by dividing their weekly salary by 40, then apply the 1.5x formula for any hours over 40. A salaried employee earning $800/week has an effective rate of $20/hr and an overtime rate of $30/hr.
Which employees are exempt?
Executive, administrative, and professional employees who earn more than the salary threshold set by the Department of Labor are typically exempt from overtime. Exempt status depends on both job duties and salary level. When in doubt, check with the Department of Labor or your payroll provider. See how to calculate total hours worked first to know whether overtime applies.
Overtime rate comparison at common wages
Use this table to find your overtime rate without doing the math:
| Regular rate | Time-and-a-half rate | Double-time rate |
|---|---|---|
| $12.00/hr | $18.00/hr | $24.00/hr |
| $15.00/hr | $22.50/hr | $30.00/hr |
| $17.00/hr | $25.50/hr | $34.00/hr |
| $18.00/hr | $27.00/hr | $36.00/hr |
| $20.00/hr | $30.00/hr | $40.00/hr |
| $22.00/hr | $33.00/hr | $44.00/hr |
| $25.00/hr | $37.50/hr | $50.00/hr |
State overtime laws that go beyond federal rules
Federal law sets the floor, but several states require overtime in situations where federal law would not. Key examples:
- California: Overtime is required after 8 hours in a workday (not just 40 hours in a week) and double time after 12 hours in a day or on the seventh consecutive day of work.
- Alaska: Daily overtime kicks in after 8 hours per day.
- Nevada: Daily overtime applies after 8 hours per day for employees earning less than 1.5 times the minimum wage.
- Colorado: Overtime required after 12 hours in a workday under state wage orders.
Always verify your state's current rules with the state labor agency or a qualified employment professional. This information is provided for general educational purposes only and is not legal advice.
How the FLSA workweek definition affects overtime
Overtime under the FLSA is calculated on a workweek basis, not a pay period basis. A workweek is any fixed recurring period of 168 hours, which is seven consecutive 24-hour periods. Employers choose the start day of their workweek (Sunday through Saturday are common choices), and that day is fixed unless there is a legitimate business reason to change it. This matters because a biweekly pay period covering two weeks contains two separate workweeks for overtime purposes. Hours from one week cannot be averaged into the other. If an employee works 36 hours in week one and 44 hours in week two of a biweekly pay period, they are owed overtime for 4 hours in week two even if the two-week average is 40 hours. Use the time card calculator to track each workweek separately and catch overtime before processing payroll.
The regular rate when employees receive bonuses or shift differentials
The "regular rate" used for overtime calculations is not always just the base hourly wage. Under the FLSA, most non-discretionary bonuses (production bonuses, attendance bonuses, and similar incentive pay) must be folded into the regular rate before computing overtime. For example, if an employee earns a $60 non-discretionary bonus in a 50-hour week, divide $60 by 50 to get $1.20 per hour, add that to the base rate, then apply 1.5x to the combined rate for overtime hours. Discretionary bonuses that are not announced in advance are generally excluded from the regular rate. This corner of wage law gets complicated fast; treat this page as a starting point and check the specifics with a payroll provider or employment attorney.
Track the workweek that triggers it
Log daily hours to see exactly when the 40-hour line gets crossed.