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Calculator Answers

Overtime Calculator

Source: 29 CFR § 778.107 (General standard for overtime pay), Wage and Hour Division, U.S. Department of Labor · Source verified August 15, 2026

Blake Boege
Written by Blake Boege · Founder, Calculator Answers

An overtime calculator is a payroll planning utility that computes gross earnings for a pay period split between regular hours and overtime hours. It applies the regular hourly wage to the regular hours and applies an overtime multiplier (typically one-point-five times the regular rate, or double time) to the overtime hours, then adds the two. The calculator determines gross regular pay, gross overtime pay, the combined total, and the effective hourly rate across every hour worked. The split between regular and overtime hours is supplied by the user, because which hours qualify depends on jurisdiction and classification rather than on arithmetic. Human resources staff and employees use this calculator to estimate total gross earnings and check a pay stub.

Calculate regular, overtime pay, time-and-a-half (1.5×), and double time (2×) overtime pay. Enter your hourly rate, regular hours, overtime hours, and multiplier to see regular pay, overtime pay, gross pay, and effective hourly rate.

See also: Time and a Half Calculator, Time Card Calculator, and Paycheck Calculator.

Quick Answer

Calculate your total gross pay including overtime. Enter your regular hourly wage, your regular hours, your overtime hours, and the overtime multiplier (1.5 for time and a half, 2 for double time, or any custom rate).

$

e.g. 25.00

Hours at your regular rate. · e.g. 40

Hours at the OT multiplier. · e.g. 8

Overtime multiplier

×

Default is 1.5× because that is what "time and a half" means. Set 2× for double time, or type whatever rate your situation calls for. Whether a premium is owed at all, and at which multiplier, depends on the rules that apply to you; the sourced explanation below covers the United States federal position.

Pay breakdown

Gross pay

$1,300.00

48 hours total · effective $27.08/hr

Regular pay$1,000.00
Overtime pay$300.00
OT rate$37.50/hr
Effective hourly$27.08
Total hours48

Gross pay only — taxes and withholdings are not modeled.

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Examples

$25/hr · 40 reg + 8 OT @ 1.5×

= $1,300 gross · $27.08 effective

$18/hr · 40 reg + 12 OT @ 1.5×

= $1,044 gross · $20.08 effective

$30/hr · 40 reg + 5 OT @ 2×

= $1,500 gross · $33.33 effective

How it works

Formula · overtime rate = hourly rate × multiplier · overtime pay = overtime hours × overtime rate · gross pay = regular pay + overtime pay

Regular pay is your hourly rate times your regular hours. Overtime pay multiplies the rate by your overtime multiplier (1.5 by default), then by your overtime hours. The two add to give gross pay.

Regular pay · rate × regular hours

Overtime pay · rate × multiplier × OT hours

Effective hourly · gross pay ÷ total hours

What this calculator does, and what it cannot decide

This page is a pay arithmetic tool. It takes an hourly rate, a count of regular hours, a count of overtime hours and a multiplier, and returns what those four numbers multiply out to. That is the whole of its job, and it is a job it can do exactly.

What it cannot do is tell you whether a premium applies to you in the first place. Whether an employer is covered, whether a particular role is exempt or non-exempt, whether a job has been classified correctly and which hours count toward a threshold are employment-law questions that turn on duties, pay basis and jurisdiction. None of that is visible to a calculator, and nothing on this page is a determination about your own situation. If those questions are live for you, your state labor department and the U.S. Department of Labor's Wage and Hour Division are the places that answer them.

Federal overtime rules (FLSA)

The Fair Labor Standards Act, administered by the U.S. Department of Labor, sets a federal floor rather than a universal rule. Two figures come out of it and both are cited below. The premium rate is at least one and one-half times the regular rate, and the federal threshold is measured on a workweek of 40 hours rather than on any single day. A long day on its own does not reach the federal threshold.

Both figures are conditional on coverage. The regulation sets 40 hours as the maximum for an employee subject to its provisions, which is a narrower group than everyone who works. The exempt and non-exempt distinction turns on duties and pay basis rather than on job title or on whether the pay is quoted hourly or annually, and it is decided outside this page. The calculator applies the multiplier you choose to the hours you enter, and takes no view on which of your hours those should be.

Daily overtime and double time

The federal measure is weekly, but some states add a daily one. California is the most cited: Labor Code § 510 sets 1.5 times the regular rate for hours beyond 8 in a workday and for the first 8 hours on the seventh consecutive day of a workweek, and 2.0 times for hours beyond 12 in a workday and for hours beyond 8 on that seventh day. Other states set different rules or none at all, and this page does not attempt to list them.

The practical consequence for the calculator is small but worth naming. A weekly split and a daily split of the same timesheet can produce different overtime hour counts, and the tool computes whichever split you type in. It includes a 2× preset so a double-time figure takes one click rather than arithmetic.

Time-and-a-half and double-time rates by wage

This reference table shows standard time-and-a-half (1.5×) and double-time (2×) premium pay rates for common hourly wages:

Regular RateTime-and-a-Half (1.5×)Double Time (2×)
$12.00 / hr$18.00 / hr$24.00 / hr
$15.00 / hr$22.50 / hr$30.00 / hr
$18.00 / hr$27.00 / hr$36.00 / hr
$20.00 / hr$30.00 / hr$40.00 / hr
$25.00 / hr$37.50 / hr$50.00 / hr
$30.00 / hr$45.00 / hr$60.00 / hr
$40.00 / hr$60.00 / hr$80.00 / hr

Working it out by hand

Let's walk through how to calculate gross pay and the effective hourly rate for an hourly employee earning $20.00 per hour who works 45 hours in a single workweek:

Step 1: Calculate regular earnings

For the standard first 40 hours of work, pay is computed at the base rate:
40 hours × $20.00/hr = $800.00

Step 2: Determine the overtime premium rate

Under standard time-and-a-half (1.5×), the overtime hourly rate is:
$20.00 × 1.5 = $30.00 / hr

Step 3: Calculate overtime earnings

The remaining 5 hours worked beyond the 40-hour limit are paid at the overtime rate:
5 hours × $30.00/hr = $150.00

Step 4: Sum the components for total gross pay

Add regular pay and overtime pay together to get the weekly gross total:
$800.00 + $150.00 = $950.00

Step 5: Compute the effective hourly rate

Divide your total gross earnings by the total hours worked:
$950.00 ÷ 45 hours = $21.11 / hr
This indicates that working overtime boosted your average hourly rate by $1.11 over your regular base pay.

The same week at double time

Only the multiplier changes. The regular pay is untouched at $800.00, because the multiplier never applies to the regular hours. The overtime rate becomes $20.00 × 2 = $40.00, the 5 overtime hours pay 5 × $40.00 = $200.00, and gross pay is $800.00 + $200.00 = $1,000.00. Across the same 45 hours the effective rate is $1,000.00 ÷ 45 = $22.22.

The same week at a custom multiplier

The field beside the two presets takes any multiplier of 1 or more, and the arithmetic does not change shape. At 1.75 the overtime rate is $20.00 × 1.75 = $35.00, the 5 overtime hours pay $175.00, gross pay is $975.00, and the effective rate is $975.00 ÷ 45 = $21.67. Every figure the calculator shows for these three cases matches the numbers above, because the page and the tool run the same function.

Edge cases

  • There is no threshold inside the tool. The calculator does not know what 40 hours means, or 8. It applies the base rate to the regular hours field and the overtime rate to the overtime hours field, and it will accept 60 regular hours and 0 overtime hours without objecting. Deciding the split is your step. A weekly rule and a daily rule can split the same timesheet differently, and the calculator computes whichever one you enter.
  • The multiplier applies only to the overtime hours. It is a full replacement rate for those hours, not a bonus added on top of them, and it never touches the regular hours. An hour at 1.5× on a $20.00 base pays $30.00 in total.
  • Multipliers below 1 are refused. The tool accepts 1 or more, including custom figures such as 1.75 or 2.5. It rejects anything under 1 rather than computing it, because an overtime rate lower than the regular rate is almost always a typo.
  • Zero overtime hours is a valid entry. With 0 in the overtime field the overtime pay is $0.00 and the effective rate equals the regular rate, which is the correct answer rather than an error. Zero hours in both fields reports an effective rate of $0.00 rather than dividing by zero.
  • Gross pay only. No federal, state or FICA withholding is modelled anywhere on this page, and none of the inputs would support it. Treat every figure as pre-tax.
  • One pay period at a time. The tool computes the period you describe. It does not annualise, does not carry hours between weeks, and does not know how many weeks your pay cycle covers.

Common mistakes when calculating overtime pay

  • Applying the overtime multiplier to all hours: Multiplying your entire weekly hours by 1.5× instead of applying it strictly to the hours worked beyond the threshold.
  • Adding the premium on top of the base rate: Computing an overtime hour as $20.00 plus $30.00 rather than as $30.00. Time and a half replaces the rate for those hours; it does not stack with it.
  • Treating salary as the deciding factor: Being paid a salary does not settle the exempt or non-exempt question by itself, and neither does a job title. That determination rests on duties and pay basis and is made outside this page.
  • Splitting hours on the wrong rule: Using a weekly split where a daily rule applies, or the reverse, changes how many hours land in the overtime field and therefore changes the total. The calculator computes the split you give it and cannot check it against your jurisdiction.
  • Reading a gross figure as take-home: Every number here is before withholding, so comparing it against a deposited paycheck will not reconcile.

Your hours and pay stay in the page

The rate and hours you enter are processed by this page in your browser. They are not sent to a server, not stored after you close the tab, and not visible to anyone else. There is no account and nothing to sign up for.

Related tools

Sources

  • The one-and-one-half multiplier: 29 CFR § 778.107, which states that overtime must be compensated at a rate not less than one and one-half times the regular rate at which the employee is actually employed. Verified 2026-08-15.
  • The 40-hour weekly threshold: 29 CFR § 778.101, which gives 40 hours as the maximum an employee subject to its provisions may work in a workweek without additional compensation. That qualifier matters: the threshold applies to covered, non-exempt employees, not to everyone. Verified 2026-08-15.
  • The California daily and double-time thresholds: California Labor Code § 510, which sets one and one-half times the regular rate beyond 8 hours in a workday and twice the regular rate beyond 12 hours in a workday. Cited because this page names those figures; other states are not covered here. Verified 2026-08-18.
  • These regulations are administered by the Wage and Hour Division of the U.S. Department of Labor. They describe federal minimums only. States may set stricter rules, and nothing on this page is legal advice about your own situation.

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Frequently asked questions

In two multiplications and one addition. The overtime rate is your regular hourly rate times a multiplier, the overtime pay is that rate times your overtime hours, and gross pay is the regular pay plus the overtime pay. At $20.00 an hour with a 1.5 multiplier the overtime rate is $30.00, so 5 overtime hours pay $150.00 and a 45-hour week comes to $950.00. This calculator does that arithmetic on the hours you enter. It does not decide how many of your hours count as overtime.

It means the overtime rate is one and one-half times the regular rate, so a $20.00 hour becomes $30.00. The 1.5 figure is the federal floor stated in 29 CFR § 778.107. Note that it is a full replacement rate rather than a bonus on top: an hour paid at time and a half pays $30.00 in total, not $20.00 plus another $30.00. The calculator treats it the same way.

1.5 is the federal floor in the United States, which is where the phrase "time and a half" comes from. Some states, employers, and union agreements use 2.0 ("double time") for Sundays, holidays, or long days. The multiplier field takes whichever figure applies to your situation, because which one applies is a question about your jurisdiction and your agreement rather than about the arithmetic.

The federal measure is weekly. California, by contrast, sets daily thresholds in Labor Code § 510. Other states have their own rules and this page does not attempt to list them. The calculator works from the split you enter, so decide which rule applies to you first and enter the hours accordingly.

The federal threshold is weekly. Under the FLSA, overtime is measured on hours worked over 40 in a workweek, so a long single day does not by itself trigger the federal premium. Several states add their own daily rules on top of that, California being the most widely cited example, and the details differ by state in ways this page does not attempt to list. Check your own state labor department for the daily rule that applies to you, because the calculator only splits the hours you enter and does not know your jurisdiction.

Double time is an overtime rate equal to 2.0 times the regular hourly wage. California Labor Code § 510 sets it for hours beyond 12 in a workday and for hours beyond 8 on the seventh consecutive day of a workweek. Elsewhere it usually comes from an employer policy or a union agreement covering holidays, Sundays, or night shifts rather than from a statute. The calculator has a 2× preset for it.

It depends on classification rather than on how the pay is quoted. Under the FLSA the exempt and non-exempt distinction is what governs, and being paid a salary does not by itself settle it: some salaried roles are exempt and some are not. That determination is an employment-law question about your job duties and your pay, and it is not one this page can answer. Where a premium does apply, the arithmetic here is the same whether the base rate came from a wage or from a salary divided into an hourly figure.

Part-time status by itself does not rule it out. Under the FLSA the full-time or part-time label is not what decides eligibility, so a non-exempt part-time worker whose hours pass 40 in a single workweek is treated the same way as a non-exempt full-time worker. Two separate things have to line up. Whether a premium is owed at all depends on coverage and on exempt or non-exempt classification; how many hours it applies to depends on the hours actually worked in the workweek. Hours alone are not the deciding factor, because an exempt employee who works 50 hours is still exempt.

No, and this is worth knowing before you trust a total. There is no threshold built into the tool. It applies your regular rate to whatever you type in the regular hours field and the overtime rate to whatever you type in the overtime hours field, and it will accept 60 regular hours without comment. Splitting your hours according to whichever rule applies to you is your step, not the calculator's.

Yes. The two buttons are shortcuts and the field beside them accepts any multiplier of 1 or more, so 1.75 or 2.5 both work. The calculator refuses a multiplier below 1 because an overtime rate lower than the regular rate is almost always a typo rather than a real premium.

No. This calculator gives you gross pay only. Federal, state and FICA withholdings reduce take-home pay and depend on your own filing situation, none of which this page asks for or models. Use the paycheck calculator for a net pay estimate.

Overtime wages are not placed in a separate, higher tax schedule; they fall under the same annual marginal brackets as the rest of your wages. What people usually notice is a withholding effect rather than a tax rate: payroll systems often withhold from an unusually large check as though every check that year would be that size, which over-withholds in that period and evens out when the return is filed. Anything beyond that, including current overtime-specific tax provisions, belongs to the no tax on overtime calculator rather than to this page.

You can figure your overtime rate by multiplying your regular hourly rate by the overtime multiplier, which is typically 1.5 for time-and-a-half or 2.0 for double time. For example, if your regular wage is $20.00 per hour, your time-and-a-half overtime rate is $20.00 × 1.5 = $30.00 per hour, and your double time rate is $20.00 × 2.0 = $40.00 per hour.

Your effective hourly rate is your total gross pay divided by the total number of hours worked during a pay period. Because overtime hours are paid at premium rates, working overtime raises your effective hourly wage above your base regular rate. For instance, if you earn $950.00 gross for working 45 hours, your effective hourly rate is $950.00 ÷ 45 = $21.11 per hour.

Convert the salary to an hourly figure first, then apply the multiplier to that figure. Dividing an annual salary by 2,080 is the usual shortcut, since 2,080 is 40 hours across 52 weeks, but it is a convention rather than a rule: a schedule that is not 40 hours a week needs its own divisor, or the hourly figure it produces will be wrong. Once you have the hourly rate, enter it here with your hours split between the two fields.

Yes. It is free to use with no account, no sign-up, and no limit on calculations. Everything runs inside this page in your browser.