Audited —·Last updated 27 Jul 2026·6 citations·Tier 1·0 uses

Overtime Pay Calculator

Free overtime pay calculator using federal FLSA rules. Computes time-and-a-half over 40 hrs/week, the blended rate for two pay rates, and bonus effects.

Overtime Pay Calculator

Your primary hourly wage. The 2025 federal minimum wage is $7.25/hr; many states set a higher floor.
$
All hours worked in the single workweek, at every rate combined. Federal overtime is calculated weekly, never daily — a 12-hour Monday and a 4-hour Friday are treated identically to five 8-hour days.
hrs
Leave at 0 if you worked at a single rate all week. If you performed two different jobs at two different rates for the same employer in the same workweek (e.g. warehouse work at $15/hr and forklift driving at $20/hr), enter the second rate here — the calculator applies the FLSA weighted-average method under 29 CFR § 778.115.
$
The portion of 'Total hours worked' that was paid at the second rate above. Must not exceed total hours worked. Leave at 0 if you only have one rate.
hrs
Production, attendance, safety, or performance bonuses promised in advance must legally be folded into the 'regular rate' used to compute overtime (29 CFR § 778.208-778.215). Truly discretionary bonuses (a surprise holiday gift with no prior promise) are excluded — leave those out.
$
Total weekly paycheck
$990.00
Straight-time earnings plus the overtime premium — the full gross paycheck for the workweek before any tax withholding.
Regular hours
40 hrs
Overtime hours
10 hrs
Regular rate (for OT purposes)
$18.00
Time-and-a-half rate
$27.00
Straight-time earnings
$900.00
Overtime premium (the extra 0.5×)
$90.00

Background.

An overtime pay calculator answers the question every hourly worker eventually asks after a long week: exactly how much does the employer owe for the hours over 40? Federal law is specific and non-negotiable on the core rule. The Fair Labor Standards Act (FLSA), enforced by the U.S. Department of Labor's Wage and Hour Division, requires covered non-exempt employees to be paid at least one and one-half times their regular rate of pay for every hour worked beyond 40 in a single workweek. The threshold is weekly, not daily — federal law does not care whether you worked four 12-hour days or five 10-hour days, only whether the week's total crossed 40. This calculator runs the exact DOL 'extra half-time' method used by every compliant payroll system: it computes straight-time earnings for every hour at its own rate, adds a non-discretionary bonus if one was earned, derives the 'regular rate' by dividing that total by hours worked, and then adds one additional half of the regular rate for every overtime hour.

The reason this calculator exists as more than a simple '1.5× the hourly rate' multiplier is that the regular rate is frequently NOT the number printed on the offer letter or the timesheet. Two specific situations change it, and both are common enough that the DOL has published dedicated guidance on each. First, non-discretionary bonuses — production bonuses, attendance bonuses, safety bonuses, shift-differential bonuses, or any bonus promised in advance based on predetermined criteria — must legally be included in the regular rate for every workweek in which they are earned, per 29 CFR §§ 778.208-778.215 and DOL Fact Sheet #56C. Only genuinely discretionary bonuses (the amount and the fact of payment decided entirely at the employer's sole discretion, near the end of the period, with no prior promise) are excluded. Employers who pay a $100 production bonus in a 50-hour week and then compute overtime using only the base hourly rate are underpaying — the bonus inflates the regular rate, and the higher rate applies to every overtime hour that week.

Second, an employee who works two or more jobs at two different established rates for the same employer within a single workweek does not get two separate overtime calculations. Under 29 CFR § 778.115, the regular rate for that week is the weighted average of the two rates: total straight-time earnings from both jobs, divided by total hours worked at both jobs combined. A warehouse associate who spends 30 hours picking orders at $15/hour and 15 hours driving a forklift at $20/hour in the same 45-hour week has a regular rate of ($450 + $300) ÷ 45 = $16.67/hour — not $15, not $20, and not their simple average. The overtime premium for that week's 5 overtime hours is 0.5 × $16.67 × 5 = $41.67, added on top of the $750 in straight-time earnings, for a total weekly paycheck of $791.67.

This calculator handles both situations — and the ordinary single-rate case, which is simply the blended-rate formula with the second rate and bonus left at zero — through one unified calculation, so the same tool works whether you have the simplest possible timesheet or a genuinely mixed week. Enter your hourly rate, total hours worked, and optionally a second rate, the hours worked at that second rate, and any non-discretionary bonus earned. The calculator returns the regular hours, overtime hours, the true regular rate for overtime purposes, the time-and-a-half rate derived from it, straight-time earnings, the overtime premium alone, and the total gross weekly paycheck. Every number traces directly back to the same DOL-published method a compliant payroll department would use — this is not an approximation.

One clarification worth stating up front: the FLSA's federal 40-hour-per-week threshold is the baseline that applies almost everywhere in the United States, but it is a floor, not a ceiling on worker protection. A handful of states go further. California requires daily overtime after 8 hours in a single day and double-time after 12 hours in a single day, under Labor Code § 510 — rules with no federal counterpart. This calculator implements the federal FLSA weekly-only standard; workers in California and similarly stricter states should treat this as the federal minimum and check their state labor code for additional entitlements. For salaried, non-hourly overtime questions — converting an annual or biweekly salary into an equivalent hourly figure first — see the annual salary calculator; this tool assumes you already know your hourly rate(s).

What is overtime pay calculator?

Overtime pay is the premium wage the Fair Labor Standards Act (FLSA) requires employers to pay covered, non-exempt employees for hours worked beyond 40 in a single workweek — at least one and one-half times the employee's 'regular rate of pay,' per 29 U.S.C. § 207(a) and enforced by the U.S. Department of Labor's Wage and Hour Division. The 'regular rate' is a legal term of art defined in 29 CFR § 778.108, and it is not automatically the same as the hourly wage printed on an offer letter. The regular rate is computed, for each workweek separately, as total non-overtime compensation (including non-discretionary bonuses, shift differentials, and certain other payments, but excluding a short statutory list such as discretionary bonuses, gifts, and expense reimbursements) divided by total hours worked that week. When an employee's straight-time pay is a single flat hourly rate with no bonus, the regular rate simply equals that hourly rate. When bonuses or multiple rates are present, the regular rate must be recalculated. Once the regular rate is known, the overtime premium owed is one-half of the regular rate for every overtime hour, on top of the straight-time pay already earned for those hours at their normal rate — a method the DOL calls the 'extra half-time' approach, which produces the identical result as the more familiar '1.5× the rate for OT hours only' shortcut in the simple single-rate case, but generalizes correctly to bonuses and blended rates where the shortcut breaks down. Overtime accrues on a workweek basis (a fixed, recurring 168-hour period the employer designates — it does not have to be Sunday through Saturday, but it must be consistent), never averaged across two weeks even under a biweekly pay schedule, and never computed daily under federal law (a small number of states, led by California, impose their own stricter daily-overtime rules).

How to use this calculator.

  1. Enter your primary hourly rate. If you worked at only one pay rate all week, this is the only rate you need.
  2. Enter the total hours you worked in the single workweek, combining every job and every rate. Federal overtime is calculated on the week as a whole, not per day.
  3. If (and only if) you worked at a second, different hourly rate for the same employer during the same workweek, enter that second rate and the number of hours worked at it. Leave both at 0 for a single-rate week.
  4. If you earned a non-discretionary bonus this week — production, attendance, safety, or any bonus promised in advance based on predetermined criteria — enter the dollar amount. Leave at 0 if there was no bonus, or if the bonus was genuinely discretionary (surprise, no prior promise).
  5. Read the 'Regular rate (for OT purposes)' output carefully — this is the number the law actually uses for the overtime calculation, and it will differ from your stated hourly rate whenever a bonus or a second rate is present.
  6. The 'Total weekly paycheck' output is the full gross pay for the week: every hour at its straight-time rate, plus the bonus, plus the extra half-time premium for hours over 40.
  7. For salary-to-hourly conversions before running this calculator, or for a pure 1.5× premium on a fixed number of hours with no blended-rate complexity, see the related calculators below.

The formula.

R = Σ(rᵢ·hᵢ)+B ⁄ H ; Pay = ΣrᵢHᵢ+B + 0.5·R·OT
R · weighted-average regular raterᵢ, hᵢ · each rate and its hoursB · non-discretionary bonusH · total hours workedOT · overtime hours (H − 40, min 0)

The calculation runs in four steps, all performed in arbitrary-precision decimal arithmetic to avoid floating-point drift on paychecks. Step one: compute total straight-time earnings by paying every hour at its own rate — hours at the first (primary) rate times that rate, plus hours at an optional second rate times that rate, plus any non-discretionary bonus earned during the week. This is the amount the employee has earned for the week before any overtime premium is added. Step two: split total hours into regular hours (capped at 40, the FLSA's weekly threshold) and overtime hours (anything beyond 40, floored at 0 so a sub-40-hour week correctly shows zero overtime rather than a negative number). Step three: derive the 'regular rate' for the week by dividing total straight-time earnings by total hours worked — this is the weighted-average method codified in 29 CFR § 778.115 for employees working multiple rates, and it collapses cleanly to the single stated hourly rate whenever there is no second rate and no bonus, since a single rate times all hours divided by all hours returns that same rate. Step four: compute the overtime premium as one-half of the regular rate, multiplied by the number of overtime hours. This 'extra half-time' framing is deliberate and matches DOL Fact Sheet #23 and Fact Sheet #56A precisely: straight-time earnings from step one already paid every overtime hour once, at its normal rate, so the law only requires an additional half on top — not a full 1.5× recomputation from scratch, which would double-count the base pay. Adding the overtime premium to straight-time earnings gives the total weekly paycheck. The 'time-and-a-half rate' shown as a secondary output is simply 1.5 times the regular rate — useful as a sanity check and as the number to quote when negotiating or verifying a pay stub, even though the actual arithmetic runs through the extra-half-time method internally. A concrete illustration of why the bonus matters: an employee earning a stated $18/hour who works 50 hours and receives a $100 non-discretionary bonus has a regular rate of ($18 × 50 + $100) ÷ 50 = $1,000 ÷ 50 = $20/hour — two full dollars above the stated rate — and the overtime premium of $0.5 × $20 × 10 = $100 is computed against that higher figure, not against $18. Ignoring the bonus in the overtime calculation, a common payroll error, would understate the legally required paycheck.

A worked example.

Example

Consider a warehouse employee earning a stated $18 per hour who works 50 hours in the workweek and also earns a $100 non-discretionary production bonus for hitting a shipping target — a bonus promised in advance based on predetermined criteria, which the FLSA requires be folded into the regular rate. Total straight-time earnings for the week are $18 × 50 + $100 = $900 + $100 = $1,000. Of the 50 hours, 40 are regular hours and 10 are overtime hours (50 − 40). The regular rate for overtime purposes is total straight-time earnings divided by total hours worked: $1,000 ÷ 50 = $20 per hour — notably higher than the stated $18 rate, purely because of the bonus. The time-and-a-half rate derived from this is $20 × 1.5 = $30 per hour. The overtime premium is one-half of the regular rate times the 10 overtime hours: $20 × 0.5 × 10 = $100. Adding the premium to straight-time earnings gives a total weekly paycheck of $1,000 + $100 = $1,100. Cross-checking with the more familiar '1.5× for OT hours' shortcut confirms the answer: 40 regular hours at the $20 regular rate would be $800, plus 10 overtime hours at the $30 time-and-a-half rate would be $300, for a total of $1,100 — identical to the extra-half-time result, because the two methods are mathematically equivalent once the correct regular rate is used. An employer who mistakenly computed overtime using only the stated $18 rate, ignoring the bonus, would have paid just $18 × 40 + $27 × 10 = $720 + $270 = $990 — $110 short of what the law actually requires.

non Discretionary Bonus100
second Hourly Rate0
hourly Rate18
hours Worked50
hours At Second Rate0

Frequently asked questions.

Does federal law require daily overtime, or only weekly?
Only weekly. The Fair Labor Standards Act's overtime requirement is based entirely on total hours worked in a single workweek — a fixed, recurring 168-hour period the employer designates (it need not run Sunday through Saturday, but it must be consistent from week to week). There is no federal rule that working more than 8 hours in a single day triggers overtime; an employee who works four 12-hour days (48 hours total) is owed overtime for the 8 hours over 40, computed on the week, regardless of how those hours were distributed across days. A small number of states go further: California requires overtime after 8 hours in a single workday and double-time after 12 hours in a single workday under Labor Code § 510, and Alaska and Nevada have their own daily-overtime provisions in specific circumstances. Workers in those states are entitled to whichever calculation — federal weekly or state daily — produces the higher pay for them, per the FLSA's savings clause preserving stronger state and local protections.
What counts as a 'non-discretionary' bonus that must be included in the regular rate?
A bonus is non-discretionary — and must legally be folded into the regular rate for overtime purposes — if the employer announces or promises it in advance and ties it to predetermined criteria, such as hitting a production quota, perfect attendance, completing a project by a deadline, or a safety-incident-free month. DOL Fact Sheet #56C draws the line clearly: if employees come to expect the bonus because of a prior promise or an established pattern, it is non-discretionary regardless of what the employer calls it internally. A bonus is discretionary — and excluded from the regular rate — only if the employer retains sole discretion over both the fact of payment and the amount, and makes that decision at or near the end of the period with no prior announcement or promise (a surprise holiday gift, for example). Because the classification hinges on the facts of the specific bonus plan, employers with any doubt should treat a bonus as non-discretionary rather than risk underpaying overtime — the legal default in ambiguous cases favors inclusion.
How does the 'blended' or 'weighted-average' rate work when I have two jobs at two rates?
Under 29 CFR § 778.115, when a single employer pays you at two or more different established rates for different types of work within the same workweek, your regular rate for that week is the weighted average of those rates — not a simple average, and not two separate overtime calculations run in parallel. The method: add together your total straight-time earnings from every rate (each rate times its own hours), then divide by the total hours worked across all of those jobs combined. For example, 30 hours at $15/hour ($450) plus 15 hours at $20/hour ($300) in a 45-hour week gives total earnings of $750 divided by 45 hours, a regular rate of $16.67/hour. The overtime premium — one-half of that $16.67 blended rate times the 5 overtime hours — is $41.67, added on top of the $750 already earned, for a total of $791.67. The regulation does note a statutory alternative (29 CFR § 778.419) that some employers use with advance agreement, but the weighted-average method is the default and the one this calculator implements.
Is everyone entitled to overtime pay?
No — the FLSA overtime requirement applies only to 'non-exempt' employees. A large category of salaried employees are classified as 'exempt' from overtime if they meet both a salary-level test and a duties test defined by DOL regulations — broadly, executive, administrative, professional, outside sales, and certain computer employees paid above a minimum salary threshold and who exercise the qualifying level of independent judgment or managerial authority in their role. Hourly employees are almost always non-exempt and therefore always entitled to overtime under the FLSA regardless of job title. If you are unsure whether your specific role is exempt, the DOL's Wage and Hour Division publishes detailed fact sheets on each exemption category, and misclassification (calling a role 'salaried' or giving it a manager-sounding title without it actually meeting the duties test) is one of the most common wage-and-hour violations investigated and litigated in the United States.
Can my employer average my hours over two weeks to avoid paying overtime?
No. Federal law explicitly prohibits averaging hours across more than one workweek to avoid overtime, even when the employee is paid on a biweekly or semimonthly schedule. Each workweek stands alone for overtime purposes: an employee who works 30 hours one week and 50 hours the next is owed overtime for the 10 hours over 40 in the second week, even though the two-week average is exactly 40 hours per week. This rule exists specifically to prevent employers from using longer pay cycles to disguise or dilute overtime obligations. The only narrow federal exception is for certain hospital and residential-care employees under a specific 14-day '8 and 80' agreement authorized by 29 U.S.C. § 207(j), which is a distinct statutory provision, not a general averaging right.
Does this calculator account for state daily-overtime rules like California's?
No — this calculator implements the federal FLSA weekly-only standard, which is the baseline that applies nationwide. It does not compute California's daily overtime (time-and-a-half after 8 hours in a workday) or double-time (after 12 hours in a workday, or after 8 hours on the seventh consecutive workday in a week) under California Labor Code § 510, nor Alaska's or Nevada's more limited daily-overtime provisions. Workers in those states should use this calculator as a federal-minimum reference and separately verify their state's stricter rule, since the FLSA explicitly preserves any state or local law that is more generous to the employee. When both federal and state rules could apply, the employee is legally entitled to whichever calculation produces the higher total pay.
What if my hours worked at the second rate exceed my total hours for the week?
That combination is rejected as invalid, because hours at the second rate are defined as a subset of your total hours worked, not an additional block of time on top of it. If you actually performed work at three or more different rates in a single week, sum the hours and dollar totals from the additional rates into the 'second rate' and 'hours at second rate' fields manually before entering them here — average the extra rates by their own hours first, or run the calculation in two passes if the rates and hours differ significantly enough that a manual blend would distort the result.
How is the overtime premium different from just multiplying by 1.5?
They give the identical final answer, but the internal accounting differs in a way that matters once bonuses or multiple rates are involved. The 'multiply straight time by 1.5' shortcut works cleanly only when a single flat hourly rate applies to the whole week: 10 overtime hours at $20/hour times 1.5 is $300, the same as 40 regular hours at $20 ($800) plus 10 hours at the extra-half-time method ($20 × 40 already counted, plus $10 × 10 = $100 extra, i.e., $800 regular + $100 OT hours' straight portion already folded into the $1,000 total + $100 premium). The DOL's official method — used throughout this calculator, DOL Fact Sheet #23, and Fact Sheet #56A — pays every hour once at straight time (folding in any bonus), then adds only the extra half for overtime hours on top. The two methods are mathematically identical for a single flat rate, but only the extra-half-time method generalizes correctly once a non-discretionary bonus or a second pay rate enters the picture, which is why payroll systems and this calculator use it universally rather than switching methods depending on the scenario.

References& sources.

  1. [1]U.S. Department of Labor, Wage and Hour Division — Fact Sheet #23: Overtime Pay Requirements of the FLSA
  2. [2]U.S. Department of Labor, Wage and Hour Division — Fact Sheet #56A: Overview of the Regular Rate of Pay Under the FLSA
  3. [3]U.S. Department of Labor, Wage and Hour Division — Fact Sheet #56C: Bonuses under the FLSA
  4. [4]29 CFR § 778.115 — Employees Working at Two or More Rates (Cornell Law School Legal Information Institute mirror of the eCFR)
  5. [5]U.S. Office of Personnel Management — How to Compute FLSA Overtime Pay
  6. [6]U.S. Bureau of Labor Statistics — How the CPS Measures Pay
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