Exempt Salary Threshold Checker
Updated November 2026 · Free · No sign-up
Check the exempt salary threshold — being salaried does NOT kill overtime rights: your pay must clear the jurisdiction’s line AND your duties must pass the test. Below either = OT-eligible, often with years of back pay.
Quick answer: Thresholds (verify current): federal FLSA $684/week ($35,568) — litigation froze the 2024 increase; California 2× state minimum (~$68,640); Washington ~2× minimum (~$77k); New York $1,200+/week downstate. Salaried BELOW your line = overtime-eligible regardless of title.
The Two-Part Exemption Test
Overtime exemption requires BOTH: (1) salary above the threshold, paid on a true salary basis; and (2) duties that qualify — executive (manage 2+, hiring authority), administrative (independent judgment on significant matters), professional (advanced knowledge), computer, or outside sales. Fail either and the FLSA’s time-and-a-half applies to every hour past 40 — titles ("manager", "executive assistant") are irrelevant.
The Threshold Landscape
| Jurisdiction | Threshold (verify current) | Notes |
|---|---|---|
| Federal | $684/wk ($35,568) | The 2024 rule raising it to $58,656 was struck down — the old line stands pending appeals/rulemaking |
| California | 2× state minimum, annualized (~$68,640) | Moves every time the minimum does; computer pros have a separate higher rate |
| Washington | ~2× minimum (~$77k, size-phased) | Among the nation’s highest |
| New York | $1,200+/wk downstate (admin/executive) | Regional tiers, annual increases |
| Colorado/Alaska/Maine... | State-specific lines above federal | Always check the state overlay |
Worked Example
$52,000 "salaried manager" in California doing 5 OT hours/week: below the ~$68,640 line → OT-eligible. Regular rate $25 → 5 × $37.50 × 52 = $9,750/year owed — ×3-4 years of lookback in a claim. Title changed nothing; the threshold did everything.
If You’re Below the Line
Document hours quietly for a few weeks, then: ask payroll to reclassify prospectively (many comply instantly — the exposure is theirs), or file with the state agency/DOL for the lookback years (the math, plus liquidated damages federally). Employers: January threshold updates (state lines move with minimum wages) silently de-exempt borderline staff — audit every raise cycle, and remember the duties test fails more "managers" than the salary test does.
Frequently Asked Questions
What is the salary threshold for overtime exemption?
Federal: $684/week ($35,568 — the 2024 increase was vacated; verify current). CA ~$68,640 (2× minimum), WA ~$77k, NY downstate ~$62k — state lines override upward.
I’m salaried — can I still get overtime?
Yes, if your salary is below the threshold OR your duties don’t genuinely qualify (executive/administrative/professional tests) — salaried-nonexempt is a normal, legal status.
Does my job title matter?
Not at all — "manager" with no hiring authority and routine duties fails the test; courts look at actual work, not business cards.
What happens if I’m misclassified?
OT back pay for 2-3 years (plus liquidated damages federally, penalties in states) — document hours first, then reclassify or claim.
Do thresholds change?
State lines tied to minimum wages move every January; the federal line is in rulemaking flux — recheck annually.
✓ Formula verified • Last updated: November 3, 2026