Free calculator · Runs in your browser · Not legal advice

Overtime pay calculator

One workweek, one hourly rate, and an optional flat bonus. Florida, Texas, and most New York employees use the weekly rule. California has daily overtime on top of the weekly rule.

Guidance, not legal advice or a payroll filing. The federal Fair Labor Standards Act requires overtime pay for covered, nonexempt employees after 40 hours in a workweek, at 1.5 times the regular rate. Some states add daily overtime. This page does not decide who is exempt, and it does not handle tipped credit, commissions, piece rates, shift differentials, or two different hourly rates in the same week. Nothing you type is uploaded.

How the regular rate works

Overtime is not "time and a half of whatever is on the offer letter" if the week also includes a nondiscretionary bonus. The U.S. Department of Labor's regular rate is the week's straight-time pay divided by the hours worked. A production bonus, commission, or shift differential that the employee was effectively promised belongs in that rate. A true discretionary gift, decided after the fact, generally does not. This calculator only knows the flat bonus you type.

The breakdown pays the base hourly rate for every hour first. That is straight time. It then adds half the regular rate for each overtime hour, which brings those hours to time and a half. California double-time hours get an extra full regular rate on top of straight time, which brings them to double time. You should not also multiply the overtime hours by 1.5 outside this total. That would count them twice.

What each mode includes

Weekly mode

Hours over 40 in the workweek are overtime. Hours through 40 are straight time. There is no daily overtime in this mode. Florida has no daily overtime rule of its own. Texas follows the federal week. New York's common rule is also over 40 in a payroll week, with different thresholds for farm workers and some residential employees. Those exceptions are not in this calculator.

Florida pay page · Texas · New York

California mode

For a nonexempt employee on the general rule: time and a half after 8 hours in a workday up to 12, double time after 12, time and a half after 40 in the workweek, and on the seventh day worked in the workweek the first 8 hours at time and a half and the rest at double time. Hours already paid as daily overtime are not paid a second overtime premium as weekly overtime. The seventh-day rates apply here only when all seven days have hours.

Alternative workweeks, union agreements, agriculture, and many industry exceptions are not included. California page

What this does not do

Decide whether a salaried employee is exempt. The federal salary floor for the executive, administrative, and professional exemptions is published by the U.S. Department of Labor and has been $684 a week. Duties still have to match. California and New York use their own thresholds. Check the current DOL and state pages before you rely on a salary alone.
Apply a tip credit, a meal credit, or a lodging credit.
Handle a salaried nonexempt employee, the fluctuating-workweek method, or on-call time.
Replace your payroll provider. Use the result as a conversation with payroll, not as the paycheck itself.

Sources: U.S. DOL, overtime and Fact Sheet #56A, regular rate; California Labor Code section 510 and DIR overtime FAQ; New York DOL, wages and hours FAQ.