Free Overtime Pay Calculator 2026 | Time and a Half Calculator

Overtime pay per hour is typically 1.5 times (time and a half) your regular hourly rate. For example, if you earn $20 per hour, your overtime rate would be $30 per hour ($20 × 1.5 = $30). This applies to all hours worked beyond 40 in a single workweek under federal FLSA law. The exact amount depends on your base hourly wage - someone earning $15/hour gets $22.50 overtime, while someone earning $25/hour gets $37.50 overtime.

To calculate overtime pay manually: Step 1: Determine your regular hourly rate (e.g., $20/hour). Step 2: Calculate your overtime rate by multiplying by 1.5 ($20 × 1.5 = $30/hour). Step 3: Count your overtime hours (total hours worked minus 40). Step 4: Multiply overtime hours by overtime rate (5 hours × $30 = $150 overtime pay). Step 5: Add regular pay (40 hours × $20 = $800) plus overtime pay ($150) for total weekly pay of $950. This method works for any hourly rate and overtime hours.

Under federal law (FLSA), overtime is required after 40 hours worked in a single workweek, not after 8 hours in a day. However, some states like California require overtime after 8 hours in a single day. Check your state's specific overtime laws, as state rules override federal rules when more generous to employees. Alaska, Nevada, and Colorado also have daily overtime requirements. The 40-hour rule is calculated Sunday through Saturday (or whatever 7-day period your employer designates as a workweek).

Time and a half means you earn 1.5 times your regular rate (e.g., $20/hour becomes $30/hour). Double time means you earn 2 times your regular rate (e.g., $20/hour becomes $40/hour). Time and a half is standard for overtime over 40 hours per week under federal law. Double time is typically paid for working holidays, exceeding 12 hours in a day (in California), or the 7th consecutive day of work. Double time is not federally mandated but may be required by state law or company policy.

Yes, some salaried employees can get overtime in 2026. Non-exempt salaried employees earning below certain thresholds ($35,568 federally, but higher in some states like California at $70,304) are entitled to overtime. Exempt salaried employees (meeting salary and duties tests for executive, administrative, or professional roles) are not entitled to overtime pay. The key is the "exempt vs. non-exempt" classification, not just whether you receive a salary. Many salaried workers are actually misclassified and should be receiving overtime.

Overtime is calculated weekly under federal FLSA law, not biweekly. Any hours worked beyond 40 in a single 7-day workweek are overtime hours, regardless of your pay period. Even if you're paid biweekly, each workweek stands alone for overtime calculation purposes. For example, if you work 50 hours in week 1 and 30 hours in week 2 of a biweekly pay period, you have 10 overtime hours from week 1. You cannot average the two weeks to avoid overtime (that would be illegal).

Starting with tax year 2025 (filed in 2026), non-exempt employees can deduct the premium portion of overtime pay (the extra 'half' in time-and-a-half) from federal taxable income. The maximum deduction is $12,500 per year ($25,000 for joint filers). This applies only to FLSA-qualified overtime (hours over 40 per week) and phases out for higher earners (MAGI over $150,000/$300,000). This means the overtime premium you earn is essentially tax-free, up to the limit, providing significant tax savings for workers who regularly earn overtime.

For monthly salary employees: Step 1: Calculate hourly rate (monthly salary × 12 months ÷ 52 weeks ÷ 40 hours). Step 2: Determine overtime hours worked beyond 40 in each workweek. Step 3: Calculate overtime rate (hourly rate × 1.5). Step 4: Multiply overtime hours by overtime rate. Example: $4,000/month salary = $23.08/hour regular rate, $34.62/hour overtime rate. For 5 overtime hours in a week: 5 × $34.62 = $173.10 overtime pay for that week.

Common overtime mistakes employers make include: 1) Misclassifying employees as exempt when they don't meet salary or duties tests, 2) Averaging hours between workweeks instead of calculating weekly, 3) Not counting all hours worked (off-the-clock work, training time, prep time), 4) Requiring comp time instead of overtime pay (illegal in private sector), 5) Incorrectly calculating the regular rate by excluding bonuses or commissions, 6) Not paying overtime for work performed outside regular schedule, 7) Rounding time in employer's favor, 8) Not paying for short breaks or meetings.

If you earn $15 per hour, your overtime rate is $22.50 per hour ($15 × 1.5 = $22.50). For 5 overtime hours, you would earn $112.50 in overtime pay. Your total weekly pay working 45 hours would be $712.50 (40 hours × $15 = $600 regular pay, plus 5 hours × $22.50 = $112.50 overtime pay). This means those 5 extra hours add $112.50 to your paycheck instead of just $75 at regular rate - an extra $37.50 thanks to overtime premium.

Under federal law, you get overtime based on total weekly hours, not number of days worked. Working 6 days a week doesn't automatically qualify for overtime unless you exceed 40 total hours. However, California and some states have special rules for the 7th consecutive workday. Example: Working 6 days × 6 hours = 36 hours (no overtime); but 6 days × 8 hours = 48 hours (8 hours overtime). In California, work on the 7th consecutive day is paid at time and a half (or double time if over 8 hours that day).

Double time and a half means 2.5 times your regular hourly rate (2.5x pay). For a $20/hour rate, double time and a half would be $50/hour. This premium rate is rare and typically applies only in specific situations like extended hours on holidays or under certain union contracts. It's different from standard double time (2x) and time and a half (1.5x). Some employers offer this voluntarily for holidays or special circumstances, but it's not required by federal or most state laws.

In California, overtime applies in multiple situations: 1) After 8 hours in a single workday (time and a half), 2) After 12 hours in a single workday (double time), 3) After 40 hours in a workweek (time and a half), 4) For the first 8 hours on the 7th consecutive workday (time and a half), 5) For hours beyond 8 on the 7th consecutive workday (double time). California has some of the most worker-friendly overtime laws in the nation, and employers must pay whichever calculation results in more overtime hours.

To calculate your overtime rate per hour: Take your regular hourly rate and multiply by 1.5 (for time and a half) or 2 (for double time). Examples: $10/hour regular = $15/hour overtime | $15/hour regular = $22.50/hour overtime | $20/hour regular = $30/hour overtime | $25/hour regular = $37.50/hour overtime. For salaried employees, first calculate your regular hourly rate by dividing annual salary by 2,080 (40 hours × 52 weeks), then multiply that result by 1.5.

If your employer doesn't pay owed overtime, you have several options: 1) File a complaint with the U.S. Department of Labor Wage and Hour Division, 2) File a complaint with your state labor department, 3) Hire an attorney to file a lawsuit (attorneys often take these cases on contingency), 4) Join or initiate a class action if multiple employees are affected. You may be entitled to back pay for up to 2-3 years, liquidated damages (double the owed amount), attorney fees, and other penalties. Retaliation for claiming overtime is illegal.