# Overtime Calculator Last updated October 17, 2026FreeNo signupFormula shown Enter an hourly rate and the hours you worked, and this overtime calculator works out time and a half on every hour over 40, any bonus that raises the rate, and California's daily overtime and double time. Overtime rules FederalCalifornia The FLSA rule: overtime after 40 hours in the workweek. Hourly rate (USD) Hours worked this workweek All hours in your fixed seven-day workweek. Long single days do not count on their own. Extra pay this week (USD, optional) A nondiscretionary bonus, shift differential or commission earned this week. It raises the regular rate. Total pay for the week $950.00 $150.00 of overtime · 5 hours at $30.00 Hours this week 40 regular5 at 1.5x teampredict.ai/tools/overtime-calculator Your week, before tax Regular rate $20.00 an hour Overtime rate $30.00 an hour 1.5 × the regular rate Regular pay $800.00 40 hours × $20.00 Overtime pay $150.00 5 hours × $30.00 Total before tax $950.00 How the regular rate is set ($20.00 × 45 h + $0.00) ÷ 45 h = $20.00 an hour The week's straight-time pay divided by every hour worked. Each hour over 40 then earns half that rate again. Copy resultsCopy link ## Overtime pay is one and a half times the regular rate for every hour over 40. Overtime pay = hours over 40 × regular rate × 1.5 Under the federal Fair Labor Standards Act, a covered employee who is not exempt must be paid “at a rate not less than time and one-half their regular rates of pay” for hours worked over 40 in a workweek, as the Department of Labor's [Fact Sheet #23](https://www.dol.gov/agencies/whd/fact-sheets/23-flsa-overtime-pay) puts it. The workweek is “a fixed and regularly recurring period of 168 hours”, seven consecutive 24-hour periods, and it can start on any day and at any hour. Each workweek stands alone. Averaging hours over two or more weeks is not permitted, so 50 hours one week and 30 the next still owes 10 hours of overtime for the first week. The federal rule counts the week, not the day. A 12-hour Monday inside a 38-hour week earns no federal premium, and the law does not require overtime pay for work on Saturdays, Sundays or holidays as such. California adds daily rules on top, and they are built into the calculator's second mode. ## Forty-five hours at $20 an hour comes to $950 before tax. Those are the numbers the calculator opens with, for an invented warehouse shift lead paid $20 an hour. - Regular pay: 40 × $20.00 = $800.00 - Overtime rate: $20.00 × 1.5 = $30.00 an hour, which is all “time and a half” means - Overtime pay: 5 × $30.00 = $150.00 - Total: $800.00 + $150.00 = $950.00 for the week, before tax _Figure: The overtime formula on the worked example. 40 regular hours at $20.00 is $800.00. The 5 hours over 40 are paid at time and a half, $30.00 an hour, which is $150.00. The week comes to $950.00 before tax._ The regulation writes the same sum another way: straight time on every hour, plus half the rate again on each overtime hour. That is 45 × $20 = $900, plus 5 × $10 = $50, which is the same $950. To get the 45 in the first place, add up the week on the [time card calculator](https://www.teampredict.ai/tools/time-card-calculator), which turns clock-in and clock-out times into hours, or time one shift with the [hours calculator](https://www.teampredict.ai/tools/hours-calculator). ## A bonus raises the regular rate, and the overtime rate with it. The regular rate is not always the hourly rate. Fact Sheet #23 says it “includes all remuneration for employment except certain payments excluded by the Act itself”, and [Fact Sheet #56A](https://www.dol.gov/agencies/whd/fact-sheets/56a-regular-rate) divides the week's total pay, less those exclusions, by the hours actually worked. The exclusions include expense reimbursements, discretionary bonuses, gifts and pay for time off. A production bonus counts, and [29 CFR 778.207](https://www.ecfr.gov/current/title-29/section-778.207) adds night shift differentials and premiums for hazardous, arduous or dirty work. The regulation that sets out the method, [29 CFR 778.110](https://www.ecfr.gov/current/title-29/section-778.110), gives its own example. An employee paid $12 an hour works 46 hours and earns a $46 production bonus. Straight time is 46 × $12 = $552, or $598 with the bonus. Divided by 46 hours, that is a regular rate of $13. The 6 overtime hours then add half of $13, or $6.50 each, for $39, and the week pays $637. Enter $12, 46 hours and $46 of extra pay in the calculator and it returns the same $637. _Figure: The bonus example from 29 CFR 778.110(b). An employee paid $12 an hour works 46 hours and earns a $46 production bonus. Straight time is $552 plus $46, or $598. Divided by 46 hours that is a regular rate of $13. The 6 hours over 40 add half of $13, $6.50 each, or $39, for a week of $637. Leaving the bonus out of the overtime rate would pay $634, $3 short._ A payroll that pays the bonus but keeps overtime at $18, one and a half times the plain $12, pays $634, which is $3 short. A fixed salary has the same trap: Fact Sheet #23 says a salary for a regular workweek longer than 40 hours does not discharge the overtime obligation, and in its example a $405 salary for 45 hours is a $9.00 regular rate, with 5 × $4.50 = $22.50 still owed. ## California adds daily overtime and double time to the weekly rule. The California Department of Industrial Relations sets out the general rule on its [overtime FAQ](https://www.dir.ca.gov/dlse/faq_overtime.htm). For a nonexempt employee, the employer owes: - One and one-half times the regular rate for hours over 8, up to and including 12, in any workday. - Double the regular rate for hours over 12 in any workday. - One and one-half times for the first 8 hours on the seventh consecutive day of work in a workweek, and double time for the hours over 8 on that day. - One and one-half times for hours over 40 in the workweek. The calculator pays each hour once, at the highest rate that applies, so an hour already paid as daily overtime does not count again toward the weekly 40. Its California example is an invented week at $20 an hour: 10, 13, 8, 8 and 9 hours, with two days off. _Figure: Stacked bar chart of the California example week. Day 1, 10 hours: 8 straight and 2 at time and a half. Day 2, 13 hours: 8 straight, 4 at time and a half and 1 at double time. Days 3 and 4, 8 hours each, all straight time. Day 5, 9 hours: 8 straight and 1 at time and a half. Days 6 and 7 off. In total 40 straight hours, 7 at time and a half and 1 at double time, $1,050 for 48 hours._ Rules from the California Department of Industrial Relations overtime FAQ: over 8 hours a day at 1.5x, over 12 at 2x. Day 1 has 2 hours over 8 and day 5 has 1. Day 2 runs 13 hours, so hours 9 to 12 are time and a half and the 13th is double time. That makes 40 straight hours at $20 ($800), 7 at $30 ($210) and 1 at $40 ($40), or $1,050 for 48 hours. The federal weekly rule alone pays $1,040 for the same 48 hours, 40 at $20 and 8 at $30, so the long day is worth $10 more in California. _Figure: Bar chart comparing pay at $20 an hour under the federal weekly rule and under California's rules. The example week of 48 hours pays $1,040 federally and $1,050 in California, because of the 13-hour day. Six 8-hour days pay $1,040 under both. Six 8-hour days plus a 10-hour seventh day, 58 hours, pay $1,340 federally and $1,360 in California, because the seventh day's hours over 8 are double time._ ## The seventh-day rule only applies when all seven days fall in one workweek. Six 8-hour days come to 48 hours. No single day is over 8, so the weekly rule does the work: 40 straight hours and 8 at time and a half, or $1,040, the same as the federal figure. Add a seventh day of 10 hours inside the same workweek and its first 8 hours are paid at 1.5x and the last 2 at 2x, for $1,360 against $1,340 federally. The calculator applies the seventh-day rule only when all seven day boxes have hours. Consecutive is counted inside the workweek, not across two. The Labor Commissioner's [enforcement manual](https://www.dir.ca.gov/dlse/DLSEManual/dlse_enfcmanual.pdf) gives the example of a worker whose workweek begins on Monday, who starts on a Wednesday and works seven consecutive 8-hour days. No overtime is due, because Wednesday to Sunday is only 40 hours and Monday begins a new workweek. Bonuses work differently in California too. The DIR FAQ divides a flat sum bonus by the maximum legal regular hours in the period rather than by every hour worked, so the California mode here works from the hourly rate alone. ## Overtime cannot be waived, and it counts hours worked rather than hours paid. Fact Sheet #23 says the overtime requirement may not be waived by agreement between the employer and employees, and the DIR FAQ says the same of California law. Both sets of rules run on hours worked, not hours paid. The DIR FAQ's example is a worker paid for 48 hours in a week that included a sick day, who worked 40 and is owed no overtime. Regular overtime adds up. Five hours a week at $30 is $150 a week, or $7,800 over 52 weeks. The [hourly to salary calculator](https://www.teampredict.ai/tools/hourly-to-salary-calculator) turns an hourly rate into yearly pay, so you can see how much of a year depends on the long weeks continuing. ## Weeks of steady overtime are a warning sign worth acting on early. An overtime bill tells you how many extra hours a team worked. It says nothing about who is tired of working them. When the same people carry the long weeks month after month, the cost often arrives later as a resignation, and then the overtime rises again while the role sits open. TeamPredict works on that part, reading public LinkedIn signals to flag resignation risk early, so a stretched team shows up as a warning while there is still time to fix the schedule. If the long weeks are your own, the [work burnout quiz](https://www.teampredict.ai/tools/burnout-quiz) scores exhaustion, detachment and effectiveness separately. ## Methodology & sources The formula this calculator uses is shown in full above, and every assumption is an input you control. There are no hidden industry presets. All math runs in your browser; nothing you enter is stored or sent to a server. For the reasoning behind the formula and its edge cases, see: - [U.S. Department of Labor: Overtime pay](https://www.dol.gov/agencies/whd/overtime) - [U.S. Department of Labor: Fact Sheet #23, overtime pay requirements of the FLSA](https://www.dol.gov/agencies/whd/fact-sheets/23-flsa-overtime-pay) - [U.S. Department of Labor: Fact Sheet #56A, the regular rate of pay](https://www.dol.gov/agencies/whd/fact-sheets/56a-regular-rate) - [29 CFR 778.110: Hourly rate employee (the $12 and $46 bonus example)](https://www.ecfr.gov/current/title-29/section-778.110) - [29 CFR 778.207: Shift differentials and other premiums in the regular rate](https://www.ecfr.gov/current/title-29/section-778.207) - [California Department of Industrial Relations: Overtime FAQ](https://www.dir.ca.gov/dlse/faq_overtime.htm) - [California Labor Commissioner: Enforcement Policies and Interpretations Manual, section 48](https://www.dir.ca.gov/dlse/DLSEManual/dlse_enfcmanual.pdf) Embed this calculator Add the Overtime Calculator to your own site, blog post, or internal wiki. 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``` Copy embed codeFree to embed. Please keep the attribution link. ## Frequently asked questions How do you calculate overtime pay? Multiply the hours over 40 in the workweek by one and a half times the regular rate, and add that to the pay for the first 40 hours. At $20 an hour, a 45-hour week is 40 × $20 = $800 plus 5 × $30 = $150, or $950 before tax. If the week includes a nondiscretionary bonus, add it to the straight-time pay first and divide by every hour worked to get the regular rate. What is time and a half for $20 an hour? $30 an hour, which is $20 × 1.5, so five hours of overtime at that rate pays $150. Double time at $20 is $40 an hour. Federal law does not require double time, but California does for hours over 12 in a workday and for hours over 8 on the seventh consecutive day of work in a workweek. Is overtime paid after 8 hours in a day? Not under federal law, which counts hours over 40 in the workweek, so a 12-hour day inside a 38-hour week earns no federal premium. Fact Sheet #23 also says the law does not require overtime pay for work on Saturdays, Sundays or holidays as such. California does pay daily overtime: time and a half over 8 hours in a workday and double time over 12. Does a bonus count toward overtime? A nondiscretionary bonus does, because it goes into the regular rate that overtime is paid from. In the federal regulation's own example, $12 an hour for 46 hours plus a $46 production bonus gives a $13 regular rate and $637 for the week. Discretionary bonuses and gifts are on Fact Sheet #23's list of exclusions, so they do not change the rate. Do salaried employees get overtime? They do unless they are exempt, and a salary alone does not make someone exempt. Fact Sheet #23 says a fixed salary for a regular workweek longer than 40 hours does not discharge the overtime obligation: a $405 salary for 45 hours is a $9.00 regular rate, with 5 × $4.50 = $22.50 still owed. California's overtime FAQ says a salaried employee must be paid overtime unless they meet the test for exempt status. ## Turnover is cheaper to prevent than to calculate. TeamPredict flags resignation risk early from public LinkedIn signals, giving you lead time to retain your best people before they hand in notice. [Start 30-Day Free Trial](https://app.teampredict.ai/signup) No charge today · Cancel anytime ## Keep reading [Time Card Calculator Clock-in and clock-out times for the whole week, with breaks, turned into total hours and pay. Read more](https://www.teampredict.ai/tools/time-card-calculator) [Hourly to Salary Calculator An hourly wage as yearly, monthly, biweekly and weekly pay, and a salary back to an hourly rate. Read more](https://www.teampredict.ai/tools/hourly-to-salary-calculator) [Work Burnout Quiz Twelve questions scored across exhaustion, detachment and effectiveness, because they need different fixes. Read more](https://www.teampredict.ai/tools/burnout-quiz)