Overtime Pay Calculator
Rules vary by state; results are estimates. Consult your employer or state labor department.
Federal Rules (FLSA):
- •Federal FLSA: 1.5x pay for hours over 40/week
- •Rules may vary by role/industry.
Regular Pay
$1,000.00
Overtime Pay
$187.50
Total Pay
$1,187.50
⚠️ Disclaimer
This is an estimate only. Overtime calculations vary by employer, industry, and state. Verify results with your HR or payroll department. This is not tax or legal advice.
Disclaimer
Results are estimates based on the inputs provided. Actual overtime pay depends on your employment classification, applicable state law, bonuses included in your regular rate, and your employer's payroll practices. Verify overtime eligibility and rules with your HR department or the U.S. Department of Labor (dol.gov).
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Frequently Asked Questions
What is overtime pay?
Overtime pay is compensation at a higher rate — at least 1.5× the regular rate — for hours worked beyond the standard threshold. Under federal FLSA, the threshold is 40 hours per workweek for non-exempt employees.
Who qualifies for overtime?
Non-exempt employees covered by the Fair Labor Standards Act are entitled to overtime. Most hourly workers qualify. Salaried employees may also qualify if their weekly salary falls below the FLSA exemption threshold (~$684/week) or if their job duties do not meet an exemption test.
Does California have different overtime rules?
Yes. California requires daily overtime (1.5× after 8 hours/day, 2× after 12 hours/day) in addition to the weekly 40-hour threshold. This can significantly increase overtime pay for employees working long days even without a 40-hour week. See our overtime rules by state guide.
Do bonuses affect my overtime rate?
Yes. Non-discretionary bonuses (production bonuses, attendance bonuses) must be included in the "regular rate" used to calculate overtime. Simply multiplying your base hourly rate by 1.5 will under-calculate overtime if you also receive regular bonuses.
Can my employer give me comp time instead of overtime pay?
Private-sector employees generally cannot waive their right to overtime pay in exchange for comp time under FLSA. Public-sector employers have more flexibility. If your employer is substituting comp time for required overtime pay, you may be owed back wages.