South Carolina follows the federal Fair Labor Standards Act (FLSA) rule and nothing stricter for most private employers: overtime at one and a half times your regular rate for hours over 40 in a workweek. Enter your hours for each day and your rate — the split and gross pay update as you type.
South Carolina follows the federal Fair Labor Standards Act (FLSA) rule and nothing stricter for most private employers: overtime at one and a half times your regular rate for hours over 40 in a workweek. The rules below are the ones this calculator applies:
South Carolina minimum wage (2026): $7.25/hour. No state minimum wage law — the federal $7.25 applies to employers covered by the Fair Labor Standards Act. Source for overtime rules: https://www.dol.gov/agencies/whd/overtime. Source for the minimum wage: US Department of Labor, State Minimum Wage Laws table. Last verified: November 2026.
A full weekly timesheet for South Carolina: clock in/out, breaks, South Carolina overtime split, gross pay, print and CSV.
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Free — try itThe federal rule in one box: weekly hours and your rate in, regular hours, overtime hours at 1.5× and total gross pay out.
Free — try itSouth Carolina follows the federal Fair Labor Standards Act (FLSA) rule and nothing stricter for most private employers: overtime at one and a half times your regular rate for hours over 40 in a workweek. Premium hours are paid at 1.5× your regular rate, and an hour is never paid at two premiums at once.
The 2026 South Carolina minimum wage is $7.25 per hour for most workers. No state minimum wage law — the federal $7.25 applies to employers covered by the Fair Labor Standards Act.
Five 9-hour days at $7.25: 40.00 regular hours ($290.00) plus 5.00 overtime hours at $10.88 ($54.38) = $344.38 gross before taxes.
No. South Carolina has no daily overtime requirement for most private employers, so a single long day is paid at your regular rate unless it pushes the workweek past 40 hours. Daily overtime is rare in the US — only a handful of states, including California, Alaska, Colorado, Nevada and Oregon, have a version of it.
It models hourly, non-exempt work — the employees overtime law protects. Many salaried roles are exempt under the FLSA's executive, administrative and professional tests, which turn on duties and salary level, not job titles.
Five 9-hour days (45 hours) at the South Carolina minimum wage of $7.25/hour. No day crosses a daily threshold, because there is none — the split is purely weekly: the first 40 hours are regular and the last 5 are overtime: 45:00 hours — 40:00 regular and 5:00 overtime — for a gross of $344.38 ($290.00 regular + $54.38 overtime). Change the rate or the day hours above and the same split is recalculated instantly.
Because the rule is weekly. Twelve hours in a day is regular time if the workweek ends at 40 hours or less; the premium starts only when the week's total passes 40. States with daily overtime are the exception, not the norm.
Paid break minutes stay in your paid time instead of coming off the shift. That can move a day or a week across a threshold: a 9:00-to-6:30 shift with a paid 30-minute break holds 9.5 paid hours, not 9.
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