Overtime pay
Overtime Calculator
Work out overtime pay for a week: the time-and-a-half or double-time rate, overtime pay, and total pay, for hourly or salaried non-exempt workers, with bonuses and second pay rates counted the way federal overtime rules require.
Maintained by Austin Witherow · Updated
Total pay for the week
$950.00
- Overtime pay
- $150.00: 5 h × $30.00
- Overtime rate
- $30.00 an hour (1.5 × $20.00)
- Overtime hours
- 5 h (45 h − 40)
- Pay worked out
- 40 h × $20.00 + 5 h × $30.00 = $950.00
- Average per hour
- $21.111 an hour over 45 h
- Qualified overtime (for the tax deduction)
- $50.00: 5 h over 40 × ½ × $20.00
Formula
Overtime hours = Hours worked − 40 (if more than 40)Regular rate = Week's pay at straight time (including bonuses) ÷ Hours workedOvertime pay = Overtime hours × Multiplier × Regular rate + Double-time hours × 2 × Regular rateTotal pay = Straight-time pay + Overtime hours × (Multiplier − 1) × Regular rate + Double-time hours × Regular rate
Key caveat
It assumes the federal 40-hour rule. It does not decide who is exempt from overtime; many salaried, executive, administrative, professional, and outside sales jobs are.
What this calculator is for
Enter what you're paid and how many hours you worked in the week. The calculator gives your overtime rate, your overtime pay, and your total pay before taxes.
Under federal law, hours over 40 in a workweek are paid at least one and a half times your regular rate. The regular rate is not always your hourly wage: promised bonuses and commissions raise it, a second pay rate changes it, and a salary is turned into an hourly rate. The calculator works these out the way the Department of Labor's rules describe.
How it works
Overtime hours are the hours over 40 in the workweek. Each week stands alone, so 45 hours one week and 35 the next still has 5 overtime hours.
The regular rate is the week's pay (except excluded pay like discretionary bonuses) divided by all hours worked. With one hourly wage and nothing else, it is that wage.
With a bonus or a second pay rate, every hour is first paid at straight time; then each overtime hour gets an extra half of the regular rate (or more at double time).
A salary is turned into a weekly amount (a month × 12 ÷ 52, a half month × 24 ÷ 52, a year ÷ 52) and divided by the hours it is meant to pay for.
Overtime pay = overtime hours × multiplier × regular rate, plus double-time hours × 2 × regular rate. Total pay is straight time for the other hours plus overtime pay.
The qualified overtime line is the federally required half-time premium (½ × regular rate × hours over 40). For 2025 to 2028, if you are owed overtime under the FLSA, it is what can count toward the federal overtime tax deduction, before that deduction's cap and income limit. From 2026, you can count no more than your W-2 shows in box 12, code TT, and no more than you were actually paid; use this line to check that figure.
How a bonus raises the overtime rate
The Department of Labor's example (29 CFR 778.110(b)): $12 an hour for 46 hours is $552. A $46 production bonus is added before dividing by the hours, so the regular rate is $598 ÷ 46 = $13, not $12. Each of the 6 overtime hours then gets a premium of half that, $6.50, or $39 in all: $637 for the week. Without the bonus the week is $588.
Quick calculator insights
Common overtime mistakes
- Averaging two weeks
- Overtime is per workweek. 45 and 35 hours still means 5 overtime hours.
- Leaving out a bonus
- A promised bonus raises the rate overtime is paid at.
- Counting paid time off
- Holiday and vacation pay is not pay for hours worked, so those hours don't push you over 40.
- Salary means no overtime
- Being salaried does not by itself mean no overtime; some salaried workers are owed it.
Overtime rates by hourly wage
Per hour of overtime.
| Hourly rate | Time and a half (1.5 ×) | Double time (2 ×) |
|---|---|---|
| $10.00 | $15.00 | $20.00 |
| $12.00 | $18.00 | $24.00 |
| $15.00 | $22.50 | $30.00 |
| $16.50 | $24.75 | $33.00 |
| $18.00 | $27.00 | $36.00 |
| $20.00 | $30.00 | $40.00 |
| $22.00 | $33.00 | $44.00 |
| $25.00 | $37.50 | $50.00 |
| $30.00 | $45.00 | $60.00 |
| $35.00 | $52.50 | $70.00 |
| $40.00 | $60.00 | $80.00 |
| $50.00 | $75.00 | $100.00 |
What goes into the regular rate
From 29 CFR 778.109 to 778.115, 778.207 to 778.211, and 778.218, and DOL Fact Sheet #56C.
| Counts toward the regular rate | Left out |
|---|---|
| Hourly wages at every rate you were paid that week | Overtime premiums themselves |
| Promised bonuses: production, attendance, shift | Discretionary bonuses decided at the employer's sole discretion |
| Commissions and shift differentials | Gifts on special occasions, such as a holiday gift, and most sign-on bonuses (they count if paid under a union contract, ordinance or policy with a clawback; DOL Fact Sheet #56C) |
| A salary, as a weekly amount ÷ the hours it pays for | Pay for hours not worked, such as vacation or holidays |
How to use this calculator
- 01Choose hourly or salary and enter your rate or salary.
- 02Enter the hours you worked in the week, or choose to enter regular and overtime hours yourself.
- 03Pick the overtime rate: time and a half, double time, or another multiplier.
- 04Optional: add a bonus for the week or hours at a second rate.
- 05Read your overtime pay and total pay, and how they were worked out.
Inputs explained
- I'm paid
- By the hour, or a salary if you are a salaried employee who is still owed overtime.
- Hourly rate
- Your base pay per hour before overtime.
- Salary, per, and hours
- Your salary, how often it is stated, and the hours a week it is meant to pay for (usually 40).
- Overtime hours
- Federal: hours over 40 in the week. Or enter regular and overtime hours yourself for daily or contract overtime.
- Hours worked this week
- All hours worked in the workweek, not counting meal breaks you were fully relieved from work for. Eating at your desk while working counts as work time (29 CFR 785.19); a paid meal break counts if you and your employer treat it as work time (778.320).
- Overtime rate
- The multiplier your employer pays: 1.5 for time and a half, 2 for double time.
- Bonus or commission
- Promised pay for the week that counts toward the regular rate.
- Hours at a second rate
- If some hours were paid at another rate, enter those hours and that rate.
Outputs explained
- Total pay for the week
- Gross pay before taxes: straight time, any bonus, and overtime.
- Overtime pay
- Overtime hours × the overtime rate, plus double-time hours × twice the regular rate.
- Overtime rate
- Your multiplier × your regular rate, per overtime hour.
- Regular rate
- Shown when it differs from your hourly wage: with a bonus, a second rate, or a salary.
- Pay worked out
- The lines that add up to your total.
- Average per hour
- Total pay ÷ all hours worked.
- Qualified overtime
- ½ × regular rate × hours over 40, the overtime premium federal law requires. For 2025 to 2028 this is the amount that can count toward the federal overtime tax deduction, before its $12,500 cap ($25,000 joint) and income limit (IRS FS-2026-13). It counts only if you are owed overtime under the FLSA, and from 2026 you can count no more than your W-2 shows in box 12, code TT, and no more than you were actually paid.
Worked examples
Time and a half, 45 hours
- $20 an hour, 45 hours in the week.
- Overtime rate: 1.5 × $20 = $30. Overtime pay: 5 × $30 = $150.
- Total: 40 × $20 + $150 = $950.
The Department of Labor's example
- $12 an hour, 46 hours (29 CFR 778.110).
- 40 × $12 = $480, plus 6 × $18 = $108.
- Total: $588. Put another way, 46 hours at $12 plus 6 hours at $6.
With a bonus
- Same week, plus a $46 production bonus.
- Regular rate: (46 × $12 + $46) ÷ 46 = $598 ÷ 46 = $13.
- Total: $598 + 6 × $6.50 = $637, not $588 + $46 = $634.
Two pay rates in one week
- 30 hours at $18 and 15 hours at $24: $540 + $360 = $900 for 45 hours.
- Regular rate: $900 ÷ 45 = $20 (the weighted average).
- Overtime premium: 5 × $10 = $50. Total: $950.
A salary for 35 hours
- $350 a week for a fixed 35-hour week; worked 45 hours. The rule from 29 CFR 778.113: $10 for each of the first 40 hours, $15 after.
- Regular rate: $350 ÷ 35 = $10. Hours 36 to 40: 5 × $10 = $50.
- Overtime: 5 × $15 = $75. Total: $350 + $50 + $75 = $475.
A monthly salary
- $1,560 a month for 40 hours a week: $1,560 × 12 ÷ 52 = $360 a week, or $9 an hour.
- Worked 50 hours: 10 × $13.50 = $135 of overtime.
- Total: $360 + $135 = $495.
Double time
- $20 an hour, 45 hours, overtime paid at double time.
- Overtime pay: 5 × $40 = $200. Total: $800 + $200 = $1,000.
- Federal law requires only $150 of it; the qualified overtime for the tax deduction is still 5 × $10 = $50.
Daily overtime in a 40-hour week
- Four 10-hour days with overtime after 8 hours a day: enter 32 regular and 8 overtime hours.
- At $20: 32 × $20 + 8 × $30 = $640 + $240 = $880.
- No hours are over 40, so none of it is federal overtime or qualified overtime.
When to use it
- Checking a paycheck that includes overtime.
- Seeing what an extra shift is worth before you take it.
- Working out overtime with a bonus or two pay rates.
- Turning a non-exempt salary into an hourly and overtime rate.
- Checking the qualified overtime for the federal overtime tax deduction (2025 to 2028) against what your employer reports.
Tips
- Have clock-in and clock-out times? Total them with the hours calculator first.
- Check which day your payroll week starts; overtime is counted within that week.
- Biweekly pay? Work out each week on its own and add them.
- If your pay stub shows a smaller overtime rate than this, check whether bonuses were left out of the regular rate.
Limitations
- It assumes the federal 40-hour rule. It does not decide who is exempt from overtime; many salaried, executive, administrative, professional, and outside sales jobs are.
- State rules can require more, such as daily overtime. Enter those hours with the regular and overtime option, or use the hours calculator's daily and California rules.
- Bonuses that cover more than a week have to be spread over the weeks they were earned in (29 CFR 778.209); enter only this week's share.
- State rules can also work out the regular rate differently. California divides a flat-sum bonus by the regular, non-overtime hours and pays 1.5 or 2 times that on overtime hours, which is more than this page's federal method shows.
- By agreement made before the work, an employer paying different rates for two kinds of work may pay overtime at 1.5 times the rate for the work done in the overtime hours instead of the weighted average (29 CFR 778.419). That can lawfully be less than this page shows when the overtime was at the lower rate, and the qualified overtime is then the premium actually paid, not this page's line (IRS FS-2026-13 Q17).
- The multiplier is applied to the regular rate. Some employers apply double time to the base wage only, which gives less when there is a bonus or second rate: at $12 an hour for 46 hours with a $460 bonus at double time, this page shows $1,144, double time on the base wage gives $1,084, and the federal minimum (time and a half on the regular rate) is $1,078.
- Salary mode covers salaries for a fixed number of hours up to 40, or for any week up to 40 hours (enter 40), not fluctuating workweek pay plans, which use half-time instead. It has no bonus or second-rate inputs, and it does not check the regular rate against the minimum wage.
- Special overtime systems (hospital 8/80, police and fire work periods) are not covered, and under them the qualified overtime is the premium actually paid (IRS FS-2026-13 Q17).
- Pay is before taxes and deductions.
Methodology & assumptions
- Overtime is at least 1.5 times the regular rate for hours over 40 in a workweek (29 U.S.C. 207(a)(1); 29 CFR 778.107), and each workweek stands alone (29 CFR 778.104).
- The regular rate is the week's pay except excluded payments, divided by hours worked (29 CFR 778.109). Bonuses are included unless excluded, such as discretionary bonuses (778.208, 778.211).
- Hourly pay with a bonus follows 29 CFR 778.110(b): straight time for all hours plus a half-time premium on the regular rate for overtime hours. Two rates use the weighted average (778.115); the 778.419 alternative is not modeled.
- Salaries follow 29 CFR 778.113: monthly × 12 ÷ 52, semimonthly × 24 ÷ 52, then ÷ the hours the salary pays for; hours above those up to 40 are paid at the regular rate.
- Amounts are worked out exactly and rounded to the cent at the end. Rates show up to three decimals; because the hourly rate behind them is not rounded, a line worked by hand can differ from the shown amount by a few cents.
Sources
Last reviewed 2026-11-06
- 29 U.S. Code § 207(a)(1): Maximum hours (GovInfo, U.S. Code 2023 edition)
No employer may employ a covered employee for a workweek longer than 40 hours unless the employee is paid at least one and one-half times the regular rate for the hours over 40.
- 29 CFR § 778.107: General standard for overtime pay (eCFR)
Overtime must be paid at not less than one and one-half times the regular rate at which the employee is actually employed.
- 29 CFR § 778.109: The regular rate is an hourly rate (eCFR)
The regular rate is total pay for the workweek (except statutory exclusions) divided by the hours actually worked that week.
- 29 CFR § 778.110: Hourly rate employee (eCFR)
A $12 hourly rate for 46 hours is $588 (46 hours at $12 plus 6 at $6). With a $46 production bonus, the regular rate is $598 ÷ 46 = $13, and pay is $637 (46 hours at $13 plus 6 at $6.50).
- 29 CFR § 778.113: Salaried employees (eCFR)
The regular rate is the weekly salary divided by the hours it is meant to pay for: $350 for 35 hours is $10, paid $10 for each of the first 40 hours and $15 after. A monthly salary × 12 ÷ 52, or a semimonthly salary × 24 ÷ 52, gives the weekly amount.
- 29 CFR § 778.115: Employees working at two or more rates (eCFR)
With different rates for different work in one week, the regular rate is the weighted average: total earnings divided by total hours worked.
- 29 CFR § 778.207: Other types of contract premium pay distinguished (eCFR)
Overtime premiums defined by the statute are left out of the regular rate. Night-shift differentials and premiums for hazardous, arduous, or dirty work must be included.
- 29 CFR § 778.208 and § 778.211: Bonuses and the regular rate (eCFR)
Bonuses must be added in when working out the regular rate unless they are excluded, such as truly discretionary bonuses, where both whether and how much is paid are decided by the employer near the end of the period with no prior promise.
- 29 CFR § 778.218: Pay for certain idle hours (eCFR)
Pay for occasional time off for vacation, holiday, or illness is not compensation for hours of employment and may be left out of the regular rate.
- 29 CFR § 778.104: Each workweek stands alone (eCFR)
Hours may not be averaged over two or more weeks; overtime is worked out for each workweek, however often the employee is paid.
- California Labor Code § 510(a) (California Legislative Information)
1.5 times the regular rate over 8 hours in a workday, over 40 in a workweek, and for the first 8 hours on the seventh day of work in a workweek; twice the rate over 12 hours in a workday and over 8 hours on the seventh day.
- California Labor Commissioner (DLSE): Overtime FAQ, bonuses and the regular rate
A flat-sum bonus is divided by the maximum legal regular hours in the bonus period, and overtime on it is paid at 1.5 or 2 times that rate. A production bonus is divided by all hours worked.
- 29 CFR § 778.322, § 778.323 and § 778.114: Salaries for fewer than 40 hours, salaries for a variable week, and the fluctuating workweek (eCFR)
A salary for a fixed 35-hour week gives a regular rate of salary ÷ 35, with hours 36 to 40 owed at that rate (778.322). A salary covering any week up to 40 hours gives salary ÷ 40 in weeks over 40 (778.323). A salary for all hours worked, however many, is the fluctuating workweek, paid half-time (778.114).
- 29 CFR § 778.419: Overtime at the rate for the work done in the overtime hours (eCFR)
By agreement made before the work, an employee doing two or more kinds of work at different bona fide rates may be paid overtime at 1.5 times the rate for the work done during the overtime hours.
- 29 CFR § 778.209: Bonuses that cover more than one workweek (eCFR)
A bonus that cannot be worked out until after the period it covers is spread back over the workweeks it was earned in.
- 29 CFR § 785.19: Meal periods (eCFR)
A bona fide meal period, usually 30 minutes or more, is not work time only if the employee is completely relieved from duty. Eating at a desk while working is work time.
- DOL Wage and Hour Division Fact Sheet #56C: Bonuses under the FLSA
Sign-on bonuses, with or without clawback provisions, may be excluded as gifts or under 29 U.S.C. 207(e)(2). Sign-on bonuses paid under a collective bargaining agreement, ordinance or policy with a clawback provision must be included in the regular rate.
- IRS Fact Sheet FS-2026-13: Questions and answers about the deduction for qualified overtime compensation (August 2026)
Q12: qualified overtime for a workweek is hours over 40 × one-half × the FLSA regular rate. Q2: the deduction is capped at $12,500 ($25,000 on a joint return) and reduced above $150,000 ($300,000) of modified AGI. Q16: only the FLSA-required part of double time counts. Q4: only FLSA overtime-eligible employees have qualified overtime. Q20 to Q22: from 2026, no more than the amount reported on Form W-2, box 12, code TT, and no more than was actually paid, can be deducted. Q17: under an alternative overtime method, qualified overtime is the premium actually paid.
FAQs
How do I calculate overtime pay?+
Multiply your regular rate by 1.5 to get the overtime rate, then by the hours over 40. At $20 an hour and 45 hours: 5 × $30 = $150 of overtime, and $950 for the week.
What is time and a half for $15 an hour?+
$22.50 an hour. For $18 it is $27, for $20 it is $30, and for $25 it is $37.50. The table above lists more.
What is double time?+
Twice your regular rate. Federal law requires only time and a half; double time comes from state law (such as California over 12 hours a day), a union contract, or employer policy.
Is overtime after 40 hours or 8 hours a day?+
Federal law: after 40 hours in a workweek. Some states, such as California, also require overtime after 8 hours in a day. Enter daily overtime with the regular and overtime hours option.
Do bonuses count toward overtime?+
Promised bonuses do. They are added to your week's pay before dividing by hours, which raises the regular rate: $12 an hour for 46 hours plus a $46 bonus makes the regular rate $13 and overtime $19.50 an hour. Truly discretionary bonuses and gifts are left out.
How is overtime calculated for salaried employees?+
If you are non-exempt, divide your weekly salary by the hours it is meant to pay for. $52,000 a year for 40 hours is $1,000 a week, or $25 an hour, so overtime is $37.50 an hour.
Can overtime be averaged over two weeks?+
No. Each workweek stands alone, even if you are paid every two weeks. 45 hours then 35 hours means 5 overtime hours.
Do paid holidays or vacation count toward 40 hours?+
Not under federal law. Overtime is owed for hours worked over 40 (29 U.S.C. 207(a)(1)), and pay for vacation, holidays, or sick days is not pay for hours of work (29 CFR 778.218). Some employers count those hours anyway by policy or contract.
Is overtime taxed more?+
No. Overtime is taxed at the same rates as other pay, though a bigger paycheck can have more withheld. For 2025 to 2028, the federally required half-time premium can be deducted on your federal return, up to $12,500 ($25,000 joint), with an income limit, if you are owed overtime under the FLSA, among other conditions (a valid Social Security number, and a joint return if married). The Qualified overtime line shows that amount. From 2026, you can count no more than your W-2 shows in box 12, code TT, and no more than you were actually paid. The no tax on overtime calculator, linked below, works out the deduction and the federal tax it saves.
What if I work two jobs for the same employer at different rates?+
Your regular rate is the weighted average of the rates for that week. 30 hours at $18 and 15 at $24 is $900 for 45 hours, a $20 regular rate, so each overtime hour adds $10. By an agreement made before the work, an employer may instead pay 1.5 times the rate for the work done in the overtime hours (29 CFR 778.419).
Related calculators
No Tax on Overtime Calculator
Work out the federal no-tax-on-overtime deduction for 2025 or 2026 from your overtime hours, pay stub, or W-2, with the $12,500 cap, the income phase-out, and the federal income tax it saves.
Hours Calculator
A time card calculator: enter clock-in and clock-out times and unpaid breaks for a shift, a week, or two weeks, and get total hours, decimal hours, overtime, and pay.
This calculator does overtime arithmetic under the federal 40-hour rule. It does not decide whether you are owed overtime; that depends on your job duties, pay, and state law. Check with your employer, your state labor department, or the U.S. Department of Labor.