Daily & weekly thresholds
Overtime Calculator
See exactly which hours are regular and which are overtime — with the daily and weekly rules reconciled so no hour is ever counted twice.
More options
Hours. Set to 0 to disable.
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Type it however you like — 9, 930, 9:30p, 1730 or 5pm all work. Arrow keys nudge by 15 minutes, Enter jumps to the next field.
Total hours
0.000m
Gross pay
- Regular
- 0.00hrs
- Overtime
- 0.00hrs
- Double time
- 0.00hrs
The two thresholds
Overtime rules come in two shapes, and many workers are covered by both at once.
- Weekly. The federal FLSA standard: hours past 40 in a seven-day workweek pay at 1.5x. This applies almost everywhere in the United States.
- Daily. Some states add a threshold at 8 or 12 hours in a single day, regardless of the weekly total. California, Alaska, Nevada, and Colorado are the best-known examples, each with their own specifics.
Why double counting matters
Suppose you work six nine-hour days — 54 hours in the week.
| Step | Result |
|---|---|
| Daily rule: 1 hour over 8, six times | 6 hours overtime, 48 hours regular |
| Weekly rule: regular time still exceeds 40 by 8 | 8 more hours move to overtime |
| Correct total | 40 regular, 14 overtime |
A naive calculator that runs both rules independently would report 6 hours of daily overtime plus 14 hours of weekly overtime and claim 20 hours at time and a half. Here the daily overtime is set aside first, and only the remaining regular time is tested against 40 — so the total always adds back up to the 54 hours you actually worked.
Time and a half, in numbers
| Hourly rate | Overtime rate (1.5x) | Double time (2x) |
|---|---|---|
| $15.00 | $22.50 | $30.00 |
| $18.00 | $27.00 | $36.00 |
| $20.00 | $30.00 | $40.00 |
| $25.00 | $37.50 | $50.00 |
| $30.00 | $45.00 | $60.00 |
Who is not eligible
Overtime protection depends on classification, not job title. Employees properly classified as exempt — commonly executive, administrative, professional, outside sales, and certain computer roles meeting both a salary and a duties test — are not owed FLSA overtime. Misclassification is common, and a job title alone does not settle it. Treat these totals as an estimate, not legal advice.
Related calculators
- California overtime calculator — double time and the seventh-day rule.
- Biweekly time card calculator — overtime across two weeks.
- How to calculate hours worked
Frequently asked questions
When does overtime start under federal law?
The Fair Labor Standards Act requires overtime at one and a half times the regular rate for hours worked beyond 40 in a seven-day workweek. There is no federal daily overtime threshold — an eleven-hour day is not federal overtime unless the week passes 40. Several states do impose daily thresholds.
Can the same hour count as both daily and weekly overtime?
No, and a calculator that lets it happen will overstate your pay. When the daily rule is selected, hours already paid as daily overtime are excluded before the weekly 40-hour threshold is tested, so no minute is counted twice.
How do I calculate my OT pay?
Multiply your overtime hours by 1.5 times your regular hourly rate, then add that to your regular pay. At $20 an hour with 46 hours worked in the week: 40 regular hours pay 40 x $20 = $800, and the 6 overtime hours pay 6 x $30 = $180, for $980 gross. Double-time hours, where they apply, are paid at twice the regular rate instead. Enter your rate above and the breakdown separates regular, overtime and double-time pay for you.
How is time and a half calculated?
Multiply your regular hourly rate by 1.5 and apply it to the overtime hours only. At $20 an hour, each overtime hour pays $30. Note that non-discretionary bonuses and shift differentials generally have to be folded into the regular rate first, which pushes the overtime rate above 1.5 times the base wage.
Does paid time off count toward overtime?
Generally no. Federal overtime is owed on hours actually worked, so holiday pay, vacation, and sick leave usually do not push you over the 40-hour threshold even though they appear on your paycheck. Company policy or a union contract can be more generous.
What about a bonus or shift differential?
Non-discretionary bonuses and shift differentials generally have to be folded into the regular rate before overtime is computed, which raises the overtime rate above 1.5 times the base wage. This calculator uses a single hourly rate, so treat its figure as a baseline if extra pay applies.