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Overtime Pay Calculator — time and a half after 40 hours

Enter your hourly rate and the hours you worked this week. The calculator splits your week at 40 hours, pays the extra hours at 1.5× (or your chosen multiplier), and shows your regular pay, overtime pay and total gross pay — instantly, in your browser.

Calculate your overtime pay

Standard US rule: hours up to 40 in a workweek are paid at your regular rate; hours beyond 40 are paid at the overtime multiplier. Results update as you type.

Estimate only — not financial or legal advice. Results are gross pay before taxes and deductions. This calculator uses the general US federal rule (the FLSA: at least 1.5× the regular rate for hours over 40 in a workweek, for non-exempt employees). Some states add their own rules — for example, California also requires overtime after 8 hours in a day — and exempt employees may not qualify for overtime at all. Check your pay stub, your employer, or your state labor department for your exact situation.

How overtime pay works in the US

Overtime is the higher rate paid for working beyond the standard full-time week. Under the Fair Labor Standards Act (FLSA), the federal law that sets wage rules across the United States, employers must pay non-exempt employees at least one and a half times their regular hourly rate — “time and a half” — for every hour worked over 40 in a single workweek. The rule is weekly, not daily: federal law does not count overtime by the day, and the hours cannot be averaged across two weeks to get around it.

The maths is always the same three steps:

Overtime rate = hourly rate × 1.5
Overtime pay = overtime rate × hours over 40
Total gross pay = (regular hours × hourly rate) + overtime pay

Worked example. You earn $20 an hour and work 45 hours in a week. Your first 40 hours pay 40 × $20 = $800. Your overtime rate is $20 × 1.5 = $30 an hour, so your 5 overtime hours pay 5 × $30 = $150. Your total gross pay for the week is $800 + $150 = $950 — before taxes and deductions. Try it in the calculator above.

Some employers, union contracts and state laws are more generous than the federal minimum — double time (2×) for holidays or very long shifts is the most common example — which is why this calculator also lets you choose 2× or a custom multiplier. What federal law never does is require overtime just because a shift fell on a weekend or a holiday: that premium only exists if a state law, a contract or your employer's policy says so.

Overtime pay — frequently asked questions

What is time and a half?
Time and a half is 1.5 times your regular hourly rate. If you earn $20 an hour, your time-and-a-half rate is $30 an hour. Under US federal law (the FLSA), non-exempt employees must be paid at least time and a half for every hour worked over 40 in a single workweek.
How do I calculate my overtime pay?
Multiply your regular hourly rate by 1.5 to get your overtime rate. Multiply that rate by the number of hours you worked beyond 40 in the week. Then add your regular pay (40 hours or fewer at your normal rate). Example: $20/hour and 45 hours = $800 regular pay + 5 × $30 overtime pay = $950 total gross pay.
Is overtime pay taxed differently?
Overtime pay is wages, and it is generally taxed the same way as your regular pay. A paycheck with overtime can look like it is taxed more because withholding is calculated as if that higher amount were your usual pay, but overtime is not a separate tax category on your annual tax return.
Does federal law require double time (2×)?
No. Federal law requires at least 1.5× after 40 hours in a workweek for non-exempt employees. Double time comes from some state laws (for example California's daily rules), union contracts, or an employer's own policy — not from federal law.
Do salaried workers get overtime?
It depends on whether the job is exempt or non-exempt under the FLSA. Many salaried jobs that are classified as executive, administrative or professional are exempt and are not owed overtime, while non-exempt salaried workers are. Job titles alone do not decide it — duties and pay structure matter. If you are unsure, check with your employer or your state labor department.

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