Overtime Pay Calculator
Overtime looks like simple multiplication until a bonus or a long shift enters the picture. Under the Fair Labor Standards Act, overtime is owed on the regular rate — and the regular rate is not always the hourly wage on the offer letter. A production bonus, shift differential or commission earned in the same week has to be folded in first, which raises the premium owed on every overtime hour. Get that wrong and the underpayment compounds quietly across every pay period. This calculator handles the straightforward case in one step, then lets you add a bonus to see the correct FLSA regular rate, or enter hours day by day for states with daily overtime rules.
FLSA is 40.
1.5 = time and a half.
Nondiscretionary pay must be folded into the regular rate.
Total pay for the week
$1,144.00
Includes $88.00 of overtime premium.
- Regular rate
- $22.00
- Straight time (40 hrs)
- $880.00
- Overtime (8 hrs)
- $264.00
At $33.00 per hour.
Estimates based on FLSA rules. State law may require more, exemption status affects whether overtime is owed at all, and this is not legal advice — check your jurisdiction.
How to use Overtime Calculator
- 1
Enter hours worked and your hourly rate
Use total hours for the workweek. The FLSA threshold of 40 hours and a 1.5x multiplier are pre-filled.
- 2
Add any bonus earned that week
Enter a nondiscretionary bonus or commission. The calculator recomputes the regular rate, because overtime is owed on that figure rather than the base wage.
- 3
Switch to daily mode if your state requires it
Enter hours for each day to apply daily overtime and double-time thresholds alongside the weekly rule.
Why use this tool
- Time and a half, double time, or any custom multiplier
- Folds nondiscretionary bonuses into the FLSA regular rate correctly
- Optional daily overtime mode for California-style rules
- Never double-counts an hour across daily and weekly thresholds
- Runs in your browser — payroll figures are never uploaded
Frequently asked questions
- How do I calculate overtime pay?
- Multiply hours over the threshold by your regular rate and the overtime multiplier. At $22 an hour for 48 hours: 40 × $22 = $880 straight time, plus 8 × $33 = $264 overtime, for $1,144 total. The premium — the extra beyond straight time for those hours — is $88.
- What is time and a half?
- 1.5 times the regular rate, the FLSA standard for hours over 40 in a workweek. At $22 an hour, time and a half is $33. Double time at 2x is not required by federal law but appears in some state rules and many union contracts.
- Does a bonus change my overtime rate?
- If it is nondiscretionary — a production, attendance or safety bonus, or a commission — then yes. It must be spread across the hours worked to find the regular rate. On $20 an hour for 50 hours with a $100 bonus, the regular rate becomes $22, so overtime is $33 rather than $30 an hour. Discretionary gifts genuinely at the employer's whim are excluded.
- Is overtime calculated daily or weekly?
- Federally, weekly — over 40 hours in a workweek, with no federal daily requirement. Some states add daily rules: California pays 1.5x over 8 hours in a day and 2x over 12. Where both apply, hours already paid a daily premium do not count again toward the weekly threshold.
- Do salaried employees get overtime?
- Many do. Being paid a salary does not by itself make someone exempt — exemption depends on meeting both a salary threshold and a duties test for executive, administrative, professional, outside sales or certain computer roles. Misclassification is one of the most common wage violations, and job titles carry no weight.
- Does overtime apply to holidays and weekends?
- Not under federal law simply because of the day. The FLSA only requires a premium for hours beyond 40 in the workweek, regardless of when they fall. Extra pay for weekends or holidays is a matter of employer policy, contract or state law.
- Can paid time off count toward overtime?
- Generally no. Overtime is owed on hours actually worked, so vacation, holiday and sick hours normally do not count toward the 40-hour threshold even though they are paid. An employee paid for 8 holiday hours who works 36 has 44 paid hours but no overtime obligation federally.
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