Overtime Pay Calculator
Calculate your overtime pay in seconds. Enter your hourly rate and total weekly hours — the calculator splits regular and overtime hours automatically and shows your total gross pay at time-and-a-half, with state and country rules explained below.
Quick answer: Overtime pay = hourly rate × 1.5 × overtime hours. Earning $20/hour and working 47 hours means 7 OT hours: 7 × $30 = $210 overtime, for $1,010 total gross. US federal law (FLSA) requires 1.5x after 40 hours per workweek for non-exempt employees.
How Overtime Pay Works
Overtime is premium pay for hours beyond a legal or contractual threshold. In the US, the Fair Labor Standards Act (FLSA) sets the floor: non-exempt employees earn at least 1.5x their regular rate for hours over 40 in a workweek. The workweek is any fixed, recurring 168-hour period your employer defines — it doesn't have to be Monday–Sunday, but it can't shift around to dodge overtime.
Two details decide most overtime disputes. First, who counts as non-exempt: job duties and salary level determine exemption, not job titles — calling someone "manager" doesn't erase overtime rights. Second, what counts in the regular rate: shift differentials, non-discretionary bonuses, and commissions must be folded into the rate before applying 1.5x, which is why real overtime is often higher than base × 1.5.
Overtime Pay Formula
Overtime Pay = Hourly Rate × Overtime Multiplier × Overtime Hours
Total Pay = (Regular Hours × Rate) + Overtime Pay
Worked Examples
Example 1 — standard week. Marcus earns $20/hour and worked 47 hours:
- Regular pay: 40 × $20 = $800
- Overtime: 7 × $20 × 1.5 = $210
- Total gross: $1,010
Example 2 — with a bonus in the rate. Lena earns $18/hour, worked 45 hours, and received a $90 non-discretionary weekly bonus. Regular rate = (45 × 18 + 90) ÷ 45 = $20. Her 5 OT hours pay the extra half-time on $20, not $18 — a $5 difference employers frequently miss.
Example 3 — California daily OT. Ravi works four 11-hour days (44 hours) in California. Federally only 4 hours are OT, but California pays 1.5x after 8 hours per day: 3 OT hours × 4 days = 12 hours at time-and-a-half.
Overtime Rules: US, UK, India
| Jurisdiction | Rule |
|---|---|
| US — federal (FLSA) | 1.5x after 40 hrs/week for non-exempt employees |
| California | 1.5x after 8 hrs/day or 40/week; 2x after 12 hrs/day and after 8 hrs on 7th consecutive day |
| Alaska, Nevada, Colorado | Daily overtime variants (8 or 12 hrs/day) |
| United Kingdom | No statutory OT rate — contract decides; average pay must stay above National Minimum Wage; 48-hr weekly cap unless opted out |
| India (Factories Act / Shops Acts) | 2x ordinary wages beyond 9 hrs/day or 48 hrs/week for covered workers |
Who Is Exempt From Overtime?
US exemptions cover employees who pass both a salary test and a duties test: executive (manages 2+ people, hiring authority), administrative (independent judgment on significant matters), professional (advanced knowledge — law, medicine, engineering, teaching), computer professionals, and outside sales. Misclassification is one of the most common wage violations — if you're salaried but your actual duties are routine production or clerical work, you may legally be owed overtime going back 2–3 years. Hourly workers are almost never exempt regardless of what they're called.
Common Overtime Mistakes That Cost You Money
- Averaging across weeks. A 50-hour week followed by a 30-hour week is 10 OT hours — employers cannot average the two weeks to zero. Each workweek stands alone.
- "Off the clock" work. Pre-shift setup, post-shift closing, working through lunch, and answering messages at home are compensable hours that count toward 40.
- Comp time instead of cash (private sector). Private employers cannot substitute time off for overtime pay owed to non-exempt staff — see the comp time calculator for the public-sector rules.
- OT computed on base rate only. If you earn shift differentials, your OT rate must include them — check the stacking math in the shift differential calculator.
- Unpaid "voluntary" overtime. If the employer knows or should know you're working, the hours are payable — even if not pre-approved. They can discipline you for unapproved OT, but they must still pay it.
Overtime and Taxes: The Myth
Overtime is not taxed at a higher rate. A bigger paycheck can trigger higher withholding in that period, which creates the illusion, but your annual tax is computed on total income — the same dollar earns the same after-tax amount whether regular or overtime. Everything reconciles at filing time.
Tracking and Proving Your Overtime
Wage claims are won with records. Track exact in/out times with the time card calculator, convert timesheet minutes correctly with the timesheet to decimal converter, and keep copies of schedules and paystubs. US claims go to the Department of Labor Wage and Hour Division or state agencies; the statute of limitations is 2 years (3 for willful violations). Quick sanity checks: your OT rate should equal the time-and-a-half rate, and any double-time hours should match the double time calculator.
Frequently Asked Questions
How much is overtime pay for $20 an hour?
At time-and-a-half, $20 becomes $30 per overtime hour. Ten overtime hours add $300 to the paycheck.
Is overtime after 8 hours a day or 40 hours a week?
US federal law uses 40 hours per week. California, Alaska, Nevada, and Colorado add daily overtime after 8 or 12 hours in a day. India uses 9 hours/day or 48/week for covered workers.
Who is exempt from overtime pay?
US employees passing both the salary test and a duties test — executive, administrative, professional, computer, and outside sales roles. Job titles alone never create exemption; actual duties decide.
Is overtime taxed more?
No. Overtime is taxed at the same rates as regular income. Higher per-check withholding reconciles at annual filing — the rate on each dollar is unchanged.
Do salaried employees get overtime?
Salaried non-exempt employees do — salary alone does not remove overtime rights. Their regular rate is weekly salary ÷ hours the salary covers, with 1.5x beyond 40.
Can my employer average hours across two weeks?
No. Each workweek stands alone under the FLSA. A 50-hour week creates 10 overtime hours even if the next week is 30 hours.
Does unapproved overtime have to be paid?
Yes. If the employer knows or should know the work is happening, the time is compensable — discipline is allowed, withholding pay is not.
Do bonuses affect my overtime rate?
Non-discretionary bonuses, commissions, and shift differentials must be included in the regular rate before applying 1.5x. Purely discretionary gifts are excluded.
Do UK employers have to pay overtime?
Only if the contract says so. UK law sets no overtime premium, but average hourly pay must stay at or above the National Minimum Wage, and the 48-hour average cap applies unless you opt out.
How far back can I claim unpaid overtime?
US federal claims reach back 2 years, or 3 for willful violations; some states allow longer. Keep timesheets, schedules, and paystubs as evidence.
✓ Formula verified • Last updated: July 10, 2026