Overtime Pay Calculator

Why your overtime pay looks wrong

You worked 50 hours this week and your paycheck only went up by $200. That's barely $10 an hour for those extra 10 hours — shouldn't overtime be more?

The gap between what you expect and what shows up usually comes down to one of a few things: your employer is paying straight time for all hours instead of time-and-a-half, unpaid breaks are eating into your hour count, or you've been classified as exempt when you shouldn't be. And if you're in a state with income tax, your actual deposit can be even lower than what this shows.

The surprise is how much the 1.5× multiplier adds up. At $20/hour, overtime pays $30/hour — that's $10 more per hour than straight time. Over 10 hours, that's $100 you'd be missing if your employer paid straight time instead.

How overtime is actually calculated

The federal rule is simple: if you're an hourly worker and you work more than 40 hours in a week, every hour beyond 40 must be paid at 1.5× your regular rate. Not your employer's discretion — federal law (FLSA).

Time-and-a-half means your overtime rate = hourly wage × 1.5. At $20/hour, overtime pays $30/hour. At $25/hour, overtime pays $37.50/hour. It's not a bonus or a premium — it's the legal minimum for those extra hours.

Some states have their own rules on top of federal law. California requires overtime after 8 hours in a single day, not just after 40 in a week. Colorado, Alaska, and Nevada have daily thresholds too. This calculator uses the federal weekly standard (40 hours).

Example: 50-hour workweek at $20/hour

Here's what people get wrong: they see 50 hours and think "that's 25% more hours, so 25% more pay." But overtime isn't prorated — those 10 extra hours pay 50% more per hour than your regular rate. The difference between $20/hour and $30/hour on those 10 hours adds $100 compared to straight-time.

If your employer paid straight time for all 50 hours, you'd get $1,000 instead of $1,100. That $100 difference is exactly what the FLSA requires them to pay. If you're consistently working 10 overtime hours per week and getting straight time, you're losing $400–$500 per month.

Where people get shorted on overtime

• Straight time for all hours. The most common violation. Your employer pays your regular rate for every hour, including the ones that should be at 1.5×. At $20/hour × 10 overtime hours, that's $100/week you're not getting.
• Unpaid breaks that shouldn't be deducted. If you're required to stay on premises or continue working during a "break," that time counts as hours worked. Employers sometimes deduct it anyway.
• Rounding down hours. You worked 7:52, but the system records 7.5. Over a week, those 2-minute rounding errors add up to real lost overtime.
• Misclassification as exempt/salaried. Your employer calls you "salaried" and pays you a flat amount regardless of hours. But if your duties don't qualify for an exemption and your salary is below $684/week, you're still entitled to overtime.
• "Comp time" instead of overtime pay. Private employers cannot legally give you time off instead of overtime pay. That's reserved for government employees only.

When double-time applies (and when it doesn't)

Double-time (2× your regular rate) is never required by federal law. Some states require it, and some employers offer it voluntarily.

California: Double-time kicks in after 12 hours in a single day, and after 8 hours on your seventh consecutive workday. That's state law — your employer can't opt out.

Voluntary double-time: Some employers pay 2× for holidays, extreme weather shifts, or call-back hours. This is a company policy, not a legal requirement. If your employer doesn't offer it, double-time doesn't exist for you.

Most workers never see double-time. Unless you're in California or work for an employer that offers it, your overtime maxes out at 1.5×. The toggle in this calculator is there for the cases where it applies — but for most people, it stays off.

Salary vs hourly: the overtime confusion

Being salaried doesn't automatically mean no overtime. The exemption depends on both your job duties AND your salary level.

The salary threshold: In 2026, if your salary is below $684/week ($35,568/year), you're generally entitled to overtime regardless of your job title. Even if your employer calls you "exempt." The 2024 DOL rule that raised the threshold to $844/week was vacated by a federal court in November 2024, reverting enforcement to the 2019 level.

Job duty exemptions: Even above the salary threshold, you're only exempt if your actual job duties fit one of the FLSA categories — executive, administrative, professional, outside sales, or certain computer professionals. Having "manager" in your title doesn't count if you don't actually supervise employees or exercise independent judgment.

If you're truly exempt, you get no overtime at all — even for 60-hour weeks. But many workers are misclassified. If you're salaried, regularly work overtime, and your duties don't clearly fit an exemption category, it's worth checking with your state labor department.

What to check before assuming you were underpaid

• Your actual hourly rate. Make sure you're using the right number — including shift differentials or hazard pay that might increase your base rate.
• Whether unpaid breaks were correctly excluded. Only truly free breaks (where you can leave the premises and aren't on call) can be deducted from hours worked.
• Your state's overtime rules. Several states are more generous than federal law. California, Alaska, Nevada, Colorado, and others have daily thresholds or higher multipliers.
• Whether you're correctly classified as exempt. Check your actual duties against the FLSA exemption criteria — not just your job title.

What to do if the numbers don't match

• Compare this calculator's output to your pay stub. Line by line. The difference will tell you whether something is off.
• Talk to payroll first. Mistakes happen — a missed timecard entry or a system rounding error is more common than intentional underpayment.
• Document your hours independently. Keep your own records — clock-in/clock-out times, timesheets, personal notes. Don't rely solely on your employer's records.
• File a wage claim with your state labor department. Most states have a simple online process. You don't need a lawyer.
• For federal violations, contact the DOL Wage and Hour Division. They handle FLSA complaints. The statute of limitations is 2 years (3 years for willful violations) — so if you've been underpaid for months, you can recover back wages.

Data Sources

• Fair Labor Standards Act (FLSA): Federal law requiring 1.5× pay for hours beyond 40 in a workweek
• 29 CFR Part 778: DOL regulations on computing overtime pay rates
• FLSA salary threshold: $684/week ($35,568/year) — 2019 level, reinstated after 2024 DOL rule was vacated
• State overtime laws: California Labor Code §§510, 511 — daily overtime thresholds; other state-specific provisions per Department of Industrial Relations
• DOL Wage and Hour Division: Enforcement agency for federal overtime violations

Limitations

Gross pay only. No tax deductions, no benefit withholdings, no retirement contributions. Use AfterTaxSalaryCalc.com for after-tax estimates.

Federal weekly standard. This calculator uses the 40-hour weekly threshold. If your state has daily overtime thresholds (California, Colorado, Alaska, Nevada), your actual overtime entitlement may be higher.

No shift differential. If your employer pays a night shift or hazard premium, your overtime rate should be calculated on the adjusted rate — not the base rate. This calculator uses a single hourly rate.

No state-specific rules. State overtime laws vary significantly. This tool covers the federal minimum — check your state's labor code for additional protections.

Double-time is optional. Federal law doesn't require it. Only enable it if your state mandates it or your employer offers it.

Not legal advice. This is a calculation tool. For wage disputes, consult your state labor department or an employment attorney.