Updates automatically as you type.
Calculated in your browser; your inputs are not sent to us. Privacy
Calculation details
Planning estimate only. Pay, overtime, holidays, and working-time rules vary by employer and jurisdiction.
This tool runs in your browser. Your calculator inputs and results are never transmitted to us or to ad/affiliate partners. Ads and sponsored links may set third-party cookies to serve and measure them, but they never receive your calculation values. If you explicitly save a scenario, its permitted fields stay in local browser storage until you clear them. See our Privacy Policy.
Use this result
Share the current inputs or ask ChatGPT to explain the calculation in context.
More options
What does this calculator estimate?
Overtime calculator: compute time-and-a-half and double-time overtime pay from your hourly rate and hours worked each week. Free, editable rates, no signup.
Where double time is actually required and where it is not
Federal law never mandates double-time pay. Under the Fair Labor Standards Act, hours past 40 in a workweek earn one and a half times the regular rate, and that is the entire federal requirement. Double time exists only where a union contract, an employer policy, or state law provides it. California is the most prominent exception: there, hours worked past 8 in a day earn time and a half, past 12 earn double time, and a seventh consecutive workday carries its own premium schedule.
That difference changes arithmetic directly. A worker at $20 per hour on a 10-hour day is owed $180 under federal rules (8 straight plus 2 at $30). The same day under California daily overtime pays $200, with the two hours past 8 priced at $40 each. If you split weeks across states or your handbook promises a daily rule, treat this calculator's weekly output as the federal floor and recompute the daily premium by hand.
A weekly worked screen with the state rules attached: 44 hours at 20 is 8 straight, 4 at 30, so 920 under the calculator. In California on three 10-hour days and a Friday of 14, the daily rules apply first: two of the days each carry 2 double-time hours past 12, so the week re-prices again. Because the calculator works from weekly hours, the daily-premium states need an adjustment sheet next to it, and hour-by-hour logging is the only way to reconcile a paycheck that looks wrong but is not.
Bonuses re-price every overtime hour: the regular rate, explained with numbers
The FLSA overtime base is the regular rate, not the base rate, and the regular rate includes most non-discretionary bonuses, shift differentials, and commissions for the period in which they are earned. Picture a $20 per hour worker who also earns a $150 production bonus in a 50-hour week. The bonus adds $3 per hour across those 50 hours, lifting the regular rate to $23. Overtime must be paid at 1.5 times $23, or $34.50, not the $30 an unadjusted calculation would show.
The premium shortfall over 10 overtime hours is $45, and multiplied across a year of bonus-bearing weeks it becomes real money. This calculator does not ask for bonuses, so the way to use it correctly is to compute a blended regular rate yourself from base pay and the bonus for the period, then enter that blended rate as the hourly rate. The estimate then lands high in bonus-free weeks and accurate, rather than low, in the weeks it matters.
Blended-rate worked screen: 50 hours at 20 base plus 150 bonus. Regular rate 23. Straight pay for 50 hours is 1,000. Overtime owed is 10 extra half-time hours at 11.50 each, so 1,150 total, versus 1,100 under the naive base-rate math. Enter 23 as the hourly rate in this calculator and it reproduces the corrected weekly figure. Employers that skip the regular-rate step underpay systematically in exactly the weeks with the biggest bonus, which is also when the claim is easiest to spot on a payslip.
Misclassification: the reason some salaried paychecks contain no overtime at all
Two tests decide whether a salaried worker has any overtime right. One is the salary level, which must be above the federal or applicable state threshold. The other is the duties test, which asks about actual discretion and supervisory authority rather than the printed title. Titles like manager or administrator have covered plenty of workers who spend their week on the same tasks as everyone else, and courts have reclassified them.
The cost of getting it wrong is concrete. A worker paid $780 per week for a regular 50-hour week has an implied hourly rate of $15.60. Under the FLSA, properly classified nonexempt pay for that week is straight time plus 10 extra hours at half time: $780 plus 10 times $7.80, or $858. That $78 per week adds $4,056 across a year, and back-pay claims can reach back two to three years, in some cases with liquidated damages doubling the amount. If your employer classified you exempt, the classification, not the salary, is the thing to check.
Exemption screens worth knowing: the federal duties categories are executive, administrative, professional, and a few others, each with its own test. State rules can be stricter; California has its own salary floor and its own duties language, so an employee exempt federally can be nonexempt in that state. The practical check for a worker is to write down the actual weekly duties and compare them against the category text, since a payslip labeled exempt says nothing about whether the label survives scrutiny.
Two job offers at different hours: comparing $20 for 40 to $22 for 46
A job paying $20 an hour for a steady 40-hour week grosses $41,600 a year, 52 weeks times $800. A job paying $22 an hour that regularly runs 46 hours earns $1,148 per week, 40 straight hours plus 6 at the time-and-a-half rate of $33, which lands near $59,696 annually. Roughly a 44% difference in gross pay, produced by two dollars of base rate and a schedule.
Whether that rate is worth it depends on how long the pace holds. At a sustained 46 hours, the $22 job out-earns the other by nearly $18,000 a year, which is tuition, a used car, or a mortgage down payment fund. If the heavier schedule is seasonal or the pace would end in burnout, price the job by the realistic annual hours, not the published rate. Run both offers through this calculator with your true expected hours and let the gross numbers, not the wage lines, make the comparison.
One counterweight deserves a line: scheduled overtime carries costs the gross number hides. Childcare, commuting, and fatigue are real expenses or real debts, and some of the raise evaporates into them. Run both offers after subtracting realistic extra costs, then compare against the figutes again. If the gap survives those adjustments, take the overtime-heavy job; if it halves, a 40-hour week at less pay plus a side contract at your own rate often leaves you better off.
How this calculator works
Frequently asked questions
How does this overtime calculator work?
The overtime calculator computes your extra pay by multiplying your regular hourly rate by 1.5 for every hour worked over your standard threshold, processing everything directly in your browser.
Do I need to create an account or sign up to use this tool?
No, this is a no-signup tool that runs entirely in your browser, meaning no data is stored on a server and you do not need to create an account to calculate your overtime.
Is my personal information kept private when using this overtime calculator?
Yes, because this is a browser-based tool with no signup required, your wage and hour data never leaves your device or is sent to any server, ensuring complete privacy.
Cite this tool
BoringToolsKit. “Overtime Calculator.” boringtoolskit.com/overtime-calculator/. Free to reference in articles, syllabi, and answer posts with a link.
Privacy: Inputs and results stay in this browser. Any future sponsored recommendation or advertisement will be clearly labeled and kept separate from the calculation.
Worked example: splitting 55 hours at $20
Take four inputs: hours 55, threshold 40, rate 20, multiplier 1.5. The calculator splits the hours first: regular = min(55, 40) = 40, so overtime = max(0, 55 - 40) = 15. Regular pay is 40 x 20 = 800 dollars. Overtime pay is 15 x 20 x 1.5 = 450 dollars. Gross is 800 + 450 = 1250 dollars, printed as $1,250.00. The multiplier never touches the regular 40 hours: only the 15 extra hours earn the 1.5 premium.
Now use fractions. Hours 44.5, threshold 40, rate 18.75, multiplier 1.5 gives regular = 40 hours, and 40 x 18.75 = 750.00 dollars. Overtime = 44.5 - 40 = 4.5 hours. Overtime pay is 4.5 x 18.75 = 84.375, then 84.375 x 1.5 = 126.5625, displayed as 126.56 after rounding to two decimals. Gross is 750 + 126.5625 = 876.5625, shown as $876.56. Rounding happens only for display; the hour split stays exact.
Boundary cases and what the formula misses
Boundary cases swing the answer hard. Set the multiplier to 0 and overtime pay reads $0.00 while regular pay is untouched: 40 hours at 20 dollars still shows 800.00. Set hours to 0 and every line reads 0.00. Set threshold to 0 and all hours count as overtime, so 55 hours at 20 dollars with 1.5x returns 1,650.00 instead of 1,250.00. Negative hours are clamped by Math.max(0, hours), so -5 returns 0.00 rather than a negative paycheck. Hours exactly at 40 of 40 produce 0 overtime hours.
What the formula leaves out matters as much. It applies one 1.5x rate to everything past the threshold, so a 2.0x state rule, double-time past 12 hours, or a daily schedule like California past 8 hours in a day needs manual adjustment. It ignores shift differentials, holiday premium pay, bonuses, commissions, and all payroll deductions, so this gross figure is never take-home pay. A real pay stub splits the 1250.00 across pre-tax deductions first.