Texas Overtime Calculator

Background.

Texas has no overtime law of its own for private employers. What governs a Texas paycheck is the federal Fair Labor Standards Act: a nonexempt employee must be paid at least one and a half times the regular rate for every hour worked beyond 40 in a workweek. There is no daily overtime of the kind California has, so a 12-hour shift in Houston earns no premium unless the week as a whole passes 40 hours, and there is no state rate layered on top of the federal one.

The arithmetic is short; the definitions are where people go wrong. A workweek is a fixed, recurring block of seven consecutive 24-hour periods set by the employer. It need not run Monday to Sunday, and each one stands on its own. An employer cannot average a 30-hour week with a 50-hour week to avoid the premium, even when both land in the same biweekly paycheck. Hours worked means time actually worked: paid holidays, vacation and sick days add to pay but not to the 40.

Given your regular hourly rate and the hours you worked in one workweek, the page pays the first 40 at the regular rate and everything beyond at 1.5 times it, then reports gross pay before tax and deductions alongside the count of overtime hours.

It assumes you are a nonexempt hourly employee and that the rate you enter is your true regular rate. Exempt salaried staff, tipped workers paid with a tip credit, people paid several different rates in one week, and anyone whose regular rate should absorb a production or attendance bonus all need a fuller calculation.

What is texas overtime calculator?

Texas overtime pay is the premium federal law requires when a nonexempt employee works more than 40 hours in one workweek: at least one and a half times the employee's regular rate for each additional hour. Weekly gross pay is the sum of straight-time earnings for the first 40 hours and overtime earnings for the rest, before income tax withholding, Social Security, Medicare or any other deduction is taken out.

How to use this calculator.

1. 01Enter your Regular hourly rate in dollars, the base rate printed on your pay stub.
2. 02Enter Workweek hours: the hours you actually worked in a single workweek as your employer defines it, taken from your timesheet or clock records. Leave out paid holidays, vacation and sick hours.
3. 03If you are paid every two weeks, run each week separately and add the two results. Combining the hours first would hide any overtime earned in the longer week.
4. 04Read the weekly gross pay and the overtime hours, and compare the overtime figure with the overtime line on your pay stub.

The formula.

Weekly pay = min(hours, 40) × rate + max(hours − 40, 0) × 1.5 × rate. The first term is straight time, capped at 40 hours. The second counts only the hours above 40 and pays each at time and a half; for a week of 40 hours or fewer it is zero. The 40-hour threshold and the 1.5 multiplier come from section 7 of the Fair Labor Standards Act, as set out in the Department of Labor's overtime guidance. An equivalent reading is that every hour earns the regular rate and each overtime hour earns an extra half-rate premium on top. Past 40 hours each additional hour adds 1.5 × rate to the week, so pay climbs faster than hours. Nothing is deducted, so the figure is gross pay, and the rate you enter is taken to be the correct regular rate.

A worked example.

Frequently asked questions.

References& sources.

1. [1]U.S. Department of Labor. FLSA overtime guidance current 2026. Overtime pay over 40 hours in a workweek. Retrieved 2026-08-06.
2. [2]U.S. Internal Revenue Service. Tax guidance current 2026. Official forms, instructions and tax topics. Retrieved 2026-08-06.
3. [3]OpenStax, Rice University. Principles of Finance, 2022. Chapters 6–10. Retrieved 2026-08-06.