Overtime pay · time and a half · double time
Overtime Calculator
See exactly which hours are regular and which are overtime, at time-and-a-half or double time — with the daily and weekly rules reconciled so no hour is ever counted twice.
More options
Hours. Set to 0 to disable.
| Day | Clock in Clock out | Break (min) | Hours |
|---|---|---|---|
| Mon | 0.00 | ||
| Tue | 0.00 | ||
| Wed | 0.00 | ||
| Thu | 0.00 | ||
| Fri | 0.00 | ||
| Sat | 0.00 | ||
| Sun | 0.00 |
Type the hour and the minutes jump forward on their own. Minutes default to 00, so a 9 o’clock start is a single keystroke. Arrow keys step a field, Enter moves on, and you can paste a range like 9:00 AM - 5:00 PM straight in.
Total hours
0.000m
Gross pay
- Regular
- 0.00hrs
- Overtime
- 0.00hrs
- Double time
- 0.00hrs
A free overtime pay calculator that works for any state
Enter clock-in and clock-out times for each day of the week, add your hourly rate, and the calculator splits the total into regular hours, overtime at time and a half, and double time. Choose the federal 40-hour rule, a daily 8-hour rule for California-style states, or a fully custom threshold to match your employer's or state's policy.
How to calculate overtime pay
Overtime pay is regular pay plus an overtime premium. The formula:
- Regular pay = regular hours × hourly rate
- Overtime pay = overtime hours × hourly rate × 1.5
- Double-time pay = double-time hours × hourly rate × 2
- Gross pay = regular pay + overtime pay + double-time pay
For a 46-hour week at $20/hr under the federal 40-hour rule: 40 hours × $20 = $800 in regular pay, plus 6 hours × $20 × 1.5 = $180 in overtime, for a $980 gross weekly total. Add double time only if your state's daily or seventh-day rule was triggered.
Time and a half calculator — every common wage
Time and a half means 1.5× the base rate. Applied to overtime hours only, not the whole week. This is the most-searched OT calculation, so here it is precomputed at every dollar step from $10 to $50 per hour.
| Hourly rate | Time and a half (1.5×) | Double time (2×) | 1 OT hour extra | 10 OT hours extra |
|---|---|---|---|---|
| $10.00 | $15.00 | $20.00 | +$15.00 | +$150.00 |
| $12.00 | $18.00 | $24.00 | +$18.00 | +$180.00 |
| $15.00 | $22.50 | $30.00 | +$22.50 | +$225.00 |
| $18.00 | $27.00 | $36.00 | +$27.00 | +$270.00 |
| $20.00 | $30.00 | $40.00 | +$30.00 | +$300.00 |
| $22.00 | $33.00 | $44.00 | +$33.00 | +$330.00 |
| $25.00 | $37.50 | $50.00 | +$37.50 | +$375.00 |
| $28.00 | $42.00 | $56.00 | +$42.00 | +$420.00 |
| $30.00 | $45.00 | $60.00 | +$45.00 | +$450.00 |
| $35.00 | $52.50 | $70.00 | +$52.50 | +$525.00 |
| $40.00 | $60.00 | $80.00 | +$60.00 | +$600.00 |
| $50.00 | $75.00 | $100.00 | +$75.00 | +$750.00 |
Common weekly totals — what does 45 or 50 hours pay?
A quick reference for the totals people search for most. All under the federal 40-hour rule.
| Hours worked | At $15/hr | At $20/hr | At $25/hr | At $30/hr |
|---|---|---|---|---|
| 40 hours (no OT) | $600 | $800 | $1,000 | $1,200 |
| 42 hours (2 OT) | $645 | $860 | $1,075 | $1,290 |
| 45 hours (5 OT) | $712.50 | $950 | $1,187.50 | $1,425 |
| 48 hours (8 OT) | $780 | $1,040 | $1,300 | $1,560 |
| 50 hours (10 OT) | $825 | $1,100 | $1,375 | $1,650 |
| 55 hours (15 OT) | $937.50 | $1,250 | $1,562.50 | $1,875 |
| 60 hours (20 OT) | $1,050 | $1,400 | $1,750 | $2,100 |
| 70 hours (30 OT) | $1,275 | $1,700 | $2,125 | $2,550 |
Overtime rules by state
Federal law sets the floor: 1.5× after 40 hours in a workweek. States may add stricter rules on top, but they cannot subtract from the federal minimum. This is a summary of the most-searched jurisdictions.
| State | Weekly rule | Daily rule | Double time |
|---|---|---|---|
| Federal / most states | 1.5× over 40/wk | None | None |
| California | 1.5× over 40/wk | 1.5× over 8/day | 2× over 12/day + 7th consecutive day |
| Alaska | 1.5× over 40/wk | 1.5× over 8/day | None |
| Colorado | 1.5× over 40/wk | 1.5× over 12/day | None |
| Nevada | 1.5× over 40/wk | 1.5× over 8/day (below 1.5× minimum wage) | None |
| Pennsylvania | 1.5× over 40/wk | None | None |
| New York | 1.5× over 40/wk | None (some industries differ) | None |
| Texas | 1.5× over 40/wk | None | None |
| Florida | 1.5× over 40/wk | None | None |
For a California-specific calculator with the seventh-day and 12-hour double-time rules built in, use theCalifornia overtime calculator.
Why daily and weekly overtime must not double count
Suppose you work six nine-hour days — 54 hours in the week — in a state with both a daily 8-hour rule and the federal 40-hour rule.
| 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.
Who is not eligible for overtime
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 to check a paycheck against, not legal advice.
Related calculators
- California overtime calculator — double time, seventh-day rule, and the 12-hour daily threshold.
- Biweekly time card calculator — overtime scored per seven-day week across a 14-day pay period.
- Time card calculator — a full week of clock-in and clock-out times with breaks and overtime.
- How to calculate hours worked — the method by hand, including overnight shifts and decimal conversion.
- Hours to decimal calculator — convert 7:45 to 7.75 and back.
- Military time converter — 24-hour ↔ 12-hour, with the full military time chart.
Frequently asked questions
How do I calculate my overtime 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 a week: 40 regular hours pay 40 × $20 = $800, and the 6 overtime hours pay 6 × $30 = $180, for $980 gross. Double-time hours, where they apply, are paid at twice the regular rate. 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. 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.
How much is time and a half of $15, $20, $25?
Time and a half at $15/hr is $22.50. At $20/hr it is $30.00. At $25/hr it is $37.50. The formula is base rate × 1.5. For double time, multiply by 2 instead: $30, $40, and $50 respectively. The pay-rate table on this page shows the calculation for every dollar rate from $10 to $50.
When does overtime start under federal law?
The Fair Labor Standards Act (FLSA) 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 impose their own daily thresholds on top of that federal minimum.
Does overtime pay differ by state?
Yes. Federal law sets the floor at 1.5× after 40 hours in a workweek, and states may set stricter rules on top. California pays 1.5× after 8 hours in a day and 2× after 12; Alaska mirrors the daily 8 rule; Nevada applies daily overtime only to employees earning less than 1.5× the minimum wage; Colorado uses a 12-hour daily and 40-hour weekly test. Pennsylvania, New York, Texas, Florida and most other states follow the federal 40-hour rule with no daily test. The calculator supports both weekly and daily rules and can be set to custom thresholds for any state.
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 ever counted twice. The three tiers — regular, overtime, double time — always sum back to the hours you actually worked.
Do salaried employees get overtime?
It depends on how they are classified, not on the fact that they are salaried. Salaried employees properly classified as exempt under the FLSA — most executive, administrative, professional, outside sales, and some computer roles that meet both a salary and a duties test — are not owed federal overtime. Salaried employees who are non-exempt are owed overtime at 1.5× their regular rate for hours over 40. The salary threshold and duties tests are set by the Department of Labor.
How much overtime is 45 hours, 50 hours, or 60 hours in a week?
45 hours is 5 hours of overtime (40 regular + 5 OT). At $20/hr that pays $950 (800 + 150). 50 hours is 10 hours of overtime, paying $1,100 ($800 + $300). 60 hours is 20 hours of overtime, paying $1,400 ($800 + $600). The weekly-scenarios table on this page walks through common totals at $15/$20/$25/$30 hourly rates.
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. A company policy or a collective bargaining agreement can be more generous, so check what your employer says.
Is overtime pay taxed differently?
No. Overtime pay is taxed at the same rate as regular pay. It may look like more tax is withheld because a larger paycheck can push some earnings into a higher withholding bracket temporarily, but at year-end you owe the same rate on it as on any other wages.
What about a bonus or shift differential?
Non-discretionary bonuses and shift differentials generally must be folded into the regular rate before overtime is calculated, which raises the effective overtime rate above 1.5× the base wage. This calculator uses a single hourly rate, so treat its figure as a baseline whenever extra pay applies.
How do I calculate overtime for a biweekly pay period?
Overtime is always tested against a single seven-day workweek, never against a two-week pay period. A biweekly card must be split into two weeks and each week scored separately: 50 hours followed by 20 hours is ten hours of overtime, not zero, because the first week broke 40. Use the biweekly time card calculator to lay out fourteen days and get overtime scored per week.