If you worked more than 40 hours this week, you may be owed overtime pay. Under the Fair Labor Standards Act (FLSA), most US workers are entitled to time-and-a-half for every hour over 40. Here's exactly how to calculate what you're owed — with real examples and a free calculator.
The federal overtime formula is straightforward for hourly workers:
This is your base pay per hour before any overtime. If you're salaried, divide your weekly salary by 40 to get your regular rate.
Multiply your regular rate by 1.5 (time-and-a-half). Example: $20/hr regular rate → $30/hr overtime rate.
Count all hours worked over 40 in the workweek (Sunday–Saturday or your employer's defined workweek). Lunch breaks typically don't count.
Add your regular pay (40 hrs × regular rate) to your overtime pay (OT hours × overtime rate) for your total gross pay.
Enter your rate and hours — get your total gross pay including overtime in seconds. Free, no login needed.
Use the Overtime Calculator →Many people assume salaried workers are never entitled to overtime. That's a common myth. Under the 2026 FLSA rules, salaried employees earning under $844/week ($43,888/year) must receive overtime pay regardless of their job duties.
If a non-exempt salaried employee earns $700/week and works 48 hours:
Not all workers qualify for overtime. The FLSA exempts certain "white-collar" workers who meet all three of these tests:
| Exemption Test | Requirement |
|---|---|
| Salary Basis | Paid a fixed salary, not hourly |
| Salary Level | Earn at least $844/week ($43,888/yr) in 2024 |
| Job Duties | Primarily executive, administrative, or professional duties |
Even with a high salary, if an employee's primary duties are manual, clerical, or non-exempt in nature, they may still qualify for overtime. When in doubt, the Department of Labor's FLSA resources or an employment attorney can clarify your status.
Federal law sets the floor — states can provide more overtime protection but never less. A few notable state rules:
| State | Special Overtime Rule |
|---|---|
| California | Daily overtime after 8 hours/day AND weekly after 40 hours. Double time after 12 hours/day. |
| Alaska | Daily overtime required after 8 hours/day |
| Nevada | Daily overtime after 8 hours for workers earning under 1.5× minimum wage |
| All Other States | Federal rule: weekly overtime after 40 hours |
Time-and-a-half means your regular hourly rate multiplied by 1.5. If you earn $20/hour, your overtime rate is $30/hour. Federal law requires this rate for all hours worked over 40 in a workweek for non-exempt employees.
Under federal law (FLSA), overtime applies after 40 hours in a workweek — not per day. However, California, Alaska, and a few other states require daily overtime after 8 hours/day, regardless of weekly total.
No. If you are a non-exempt employee and work more than 40 hours in a workweek, your employer is legally required to pay overtime under the FLSA. Refusing to pay is a federal wage violation. You can file a complaint with the Department of Labor's Wage and Hour Division.
Overtime is not taxed at a special rate — it's added to your regular wages and taxed as ordinary income. However, because it bumps your weekly earnings higher, more of that income may be withheld at a higher bracket rate. You'll reconcile everything when filing your annual tax return.
Private sector employers generally cannot substitute "comp time" (paid time off) in place of overtime cash pay for non-exempt hourly workers. This is allowed for certain government employees, but private employers must pay the cash overtime rate required by law.
Calculating overtime pay is straightforward: multiply your regular hourly rate by 1.5 for every hour worked over 40 in a workweek. Salaried employees earning under $844/week are also entitled to overtime in 2024. If you think you're owed back overtime, the Department of Labor's Wage and Hour Division can help you recover unpaid wages.
Enter your hourly rate and hours worked — get your total gross pay, overtime rate, and weekly earnings instantly.
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