Overtime pay is compensation at an enhanced rate (typically 1.5× or 2×) for hours worked beyond the standard 40-hour workweek. Under federal law (FLSA), most hourly employees are entitled to overtime pay.

Yes. The Fair Labor Standards Act (FLSA) requires employers to pay at least time and a half (1.5×) for hours worked over 40 in a workweek. This applies to non-exempt employees.

The federal minimum overtime rate is time and a half (1.5×) for hours over 40 in a workweek. Some states require higher rates, and some employers pay more than the minimum.

Only if they are classified as non-exempt. Exempt employees (typically management, professional roles earning above certain thresholds) are not entitled to overtime pay under the FLSA.

Non-exempt employees are eligible. This typically includes hourly workers and some salaried employees earning below certain thresholds. Exempt employees (executives, administrators, professionals) are generally not eligible.

Overtime must be paid on the regular paycheck. There's no federal requirement for a separate overtime payment, but the hours must be calculated and paid at the correct rate.

Enter your hourly rate, regular hours worked (up to 40), and overtime hours. The calculator instantly shows your regular pay, overtime pay at 1.5×, and total earnings.

Time & Half focuses on 1.5× pay. Double Time calculates 2× pay. Overtime Pay combines all rates. Weekly OT tracks hours day-by-day across a full workweek.

Yes! Use the calculator that matches your pay situation. If your calculated pay doesn't match your paycheck, you may be underpaid. Check for errors or contact your employer.

Yes, for federal FLSA standards. However, state laws vary—California requires daily overtime, for example. Our calculators use federal minimums; check your state's rules for higher requirements.

No. All calculations show gross pay (before taxes). Your net pay will be lower after federal income tax, Social Security, Medicare, and other deductions.

You can screenshot the results or manually write down the numbers. Our site does not currently store saved calculations, but you can bookmark the calculators for quick access.

The Fair Labor Standards Act (FLSA) is federal legislation that sets minimum wage, overtime, and child labor standards. It's administered by the Department of Labor.

Under FLSA, a workweek is any seven consecutive calendar days. Employees must be paid at least 1.5× for hours over 40 in that week. The workweek can start on any day, as long as it's consistent.

No. The FLSA has no daily overtime requirement—only a weekly one. You could work 6 or 12 hours per day and not trigger overtime unless your weekly total exceeds 40 hours.

Not under federal law. Holiday hours are not automatically counted. However, some employers choose to count them. Check your employee handbook or ask your employer.

Not under federal law. Vacation days are paid time off but don't count toward the overtime calculation unless your state requires otherwise.

Not under federal law. Sick days are typically paid leave but don't count toward overtime hours. State and local laws may vary.

No. It's illegal to avoid paying overtime by misclassifying employees or manipulating hours. Violations can result in penalties and back pay lawsuits.

Yes. If state law requires higher overtime pay, that's what employees get. California's daily overtime rules, for example, are more generous than federal minimums.

California requires time and a half for hours beyond 8 per day (or 6 per day in some industries), and double time for hours beyond 12 per day. It also requires double time on the 7th consecutive day of work.

New York generally follows federal FLSA minimums (40 hours/week at 1.5×). However, NY has a higher minimum wage, which affects the overtime calculation.

Texas generally follows federal FLSA rules. It does not impose additional state-level overtime requirements, so federal minimums apply.

California is the most notable. Some other states have daily rules in specific industries. Contact your state's labor department for your specific situation.

Visit your state's Department of Labor website or check our blog for state-specific guides. The US Department of Labor website also has state-by-state information.

Only if classified as non-exempt. Most salaried employees earning above certain thresholds are classified as exempt and don't receive overtime pay.

Check your job offer letter or employee handbook. If unsure, ask HR or your manager. Exempt status is based on job duties and pay, not just salary.

Federal FLSA requires a minimum salary of $35,568 per year (as of 2024) for most exempt classifications. This is updated periodically. Your state may have higher thresholds.

Yes, if classified as non-exempt. Some employers hire non-exempt salaried employees who receive overtime pay for hours over 40.

This is illegal. If you believe you're misclassified, contact your state's Department of Labor or consult an employment attorney. You may be owed back pay.

Non-exempt salaried employees typically must track hours, just like hourly workers, so overtime can be calculated accurately.

Use our calculator to compute what you should earn, then compare to your pay stub. Check total hours, overtime hours, and rates. Contact payroll if there's a discrepancy.

First, verify your calculation using our tool. Then review your pay stub for errors. If you spot an error, report it immediately to your payroll or HR department.

Yes. Employers are legally required to pay back wages if you were underpaid. Consult an employment attorney if your employer refuses to correct the error.

Incorrect number of hours, wrong overtime rate, missing overtime hours entirely, incorrect regular rate, and deductions that shouldn't be there.

Generally 2-3 years depending on state law. Some states allow longer. Consult an attorney for your specific situation.

Yes! Keep all pay stubs, time records, and correspondence about your hours. They're essential if you need to prove underpayment.

First document everything. Then report the violation to your state's Department of Labor or the federal Wage & Hour Division. You may also consult an employment attorney.

No. It's illegal for employers to retaliate against employees for asking about wages, reporting violations, or filing complaints.

Wage theft occurs when employers don't pay wages owed, including failing to pay overtime, taking illegal deductions, or misclassifying employees.

Contact the Wage & Hour Division of the U.S. Department of Labor, your state's Department of Labor, or consult an employment attorney.

Yes. Many employees win lawsuits against employers for unpaid overtime. An employment attorney can advise on your specific case.

Generally 2-3 years depending on state law and circumstances. Consult an attorney immediately if you believe you're owed back pay.

Yes. Federal minimum wage is $7.25/hour. Many states have higher minimums. Your state's rate applies if it's higher than federal.

Gross pay is calculated before taxes. Net is what you actually receive after federal income tax, Social Security, Medicare, and other withholdings.

Overtime is taxed the same as regular pay. Your employer withholds the same percentage of taxes from overtime hours as regular hours.

No. Tax rates are the same. However, overtime increases your total income, which may push you into a higher tax bracket if you earn enough.

No. Overtime pay is income, not a deduction. However, if you're self-employed and have business expenses, those are deductible.

Yes. Social Security (6.2%) and Medicare (1.45%) are withheld from overtime pay, just like regular pay.

Possibly. If you consistently work overtime, you might want to file a new W-4 to adjust your withholding and avoid a large tax bill at year-end.

No, that's 40 hours per week—the threshold. You only get overtime for hours beyond 40. Add a 6th day or longer shifts to trigger overtime.

You work 40 hours total, so no federal overtime. However, if your state requires daily overtime (like California), you'd get overtime for hours 9-10 each day.

All hours count toward your weekly total. If your split shifts or weekend work push you over 40 hours/week, those hours are overtime.

Yes. Overtime is calculated per workweek, not by average. The 50-hour week earns 10 hours of overtime; the 30-hour week earns none.

On-call time is generally not considered "hours worked" unless you're required to be present. Check your employer's policy and state law.

Yes. It doesn't matter if you volunteer—if you work over 40 hours, you're entitled to overtime pay.

You cannot legally waive overtime pay. Any agreement to skip overtime pay is unenforceable. You're entitled by law.