Enter your weekly hours and rate. The federal rule does the rest: 40 hours straight time, everything above it at time and a half.
Prefer working day by day? Enter the week's shifts in the grid (breaks default to 0 here) and score them with the same weekly rule:
| Day | Clock in | Clock out | Break (min) |
|---|---|---|---|
The Fair Labor Standards Act (FLSA) requires most US employers to pay 1.5 times the regular rate for hours worked beyond 40 in a workweek. Three details matter:
State variations live on the Overtime by State page, and the premium-only maths is on the Time and a Half Calculator.
Your overtime rate and overtime pay in one step — plus the part people forget: how much of it is the extra premium over straight time.
Free — try itOne estimator for all 50 states: the federal rule where it applies, and the real daily-overtime logic for California, Alaska, Colorado, Nevada and Oregon.
Free — try itCalifornia's daily overtime done properly: 1.5× after 8 hours, double time after 12, the 7th-consecutive-day rule, and no double-counting.
Free — try itFrom hours to every paycheque shape: weekly gross split into regular, overtime and double time, then converted to biweekly, monthly and annual equivalents.
Free — try itOne and a half times your regular rate of pay (time and a half), owed for every hour over 40 worked in a single workweek, under the Fair Labor Standards Act.
Not under federal law by itself — daily hours do not trigger FLSA overtime. If your week stays under 40 hours total, no federal overtime is owed for that long day. California, Alaska, Colorado, Nevada and Oregon (in specific cases) do have daily overtime rules.
Private-sector employers generally cannot substitute 'comp time' for overtime pay in a later week. Most public-sector employees can receive comp time at 1.5 hours per overtime hour under set rules.
Only if they are 'non-exempt.' Salary alone does not decide it — the exemption depends on duties and a salary threshold. If you are classified exempt, this calculator's rule does not apply to you; if you believe you are misclassified, that is a question for your state labor department.
Hours for the same employer are combined into one workweek total, even across roles or locations. Two different employers are counted separately.
The calculator works in minutes. In quick mode it turns your total weekly hours into minutes, pays the first 2,400 minutes (40 hours) at your regular rate, and every minute after that at 1.5×. In day-by-day mode it first works out each day’s shift — clock-out minus clock-in, minus any unpaid break, with an overnight shift rolled into the next day — then walks through the week in order: minutes count as regular until the running total passes 40 hours, and the rest are overtime.
You work Monday to Friday, 8:00 AM to 5:30 PM, with a 30-minute unpaid break, at $20/hour. Each day is a 9:30 span minus 0:30 of break = 9:00, so the week totals 45:00. The first 40:00 are regular (40 × $20 = $800.00) and the last 5:00 — all on Friday, where the running total crosses 40 — are overtime at $30.00 (5 × $30 = $150.00). Gross pay: $950.00. The quick mode gives the identical answer if you simply type 45 total hours.
No, and neither does the federal rule it follows: each workweek stands on its own. A 30-hour week followed by a 50-hour week is 30 straight-time hours, then 40 regular plus 10 overtime hours — the two weeks are never blended into 80 regular hours. Run each week through the calculator separately.
Chronologically. The calculator fills the 40-hour regular bucket in the order the hours are worked, and the day on which the running total passes 40 is the day that splits. In the worked example above, Friday’s 9 hours become 4 regular hours plus 5 overtime hours.
Before. On this page, the break minutes you enter for a day are deducted from that day’s shift first, and only the remaining paid minutes go into the weekly split between regular and overtime hours.
Enter the clock-out time as you read it — for example, in at 10:00 PM and out at 6:00 AM. Because the out time is earlier than the in time, the calculator treats the shift as ending the next day and counts the full 8 hours.
No. The figure is gross pay — before taxes and any other withholdings. To estimate the separate federal deduction for the overtime premium in tax years 2025–2028, use the Overtime Calculator with Taxes on this site.
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