Free overtime pay calculator
Calculate gross pay with overtime — enter regular hourly rate and hours worked to see regular pay, overtime pay at 1.5×, and total weekly earnings, updated live, as you type.
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FLSA standard 40-hour threshold. State laws may require daily overtime. Consult your employer's policy.
Results are estimates. Consult a professional.
How the overtime calculator works
The overtime calculator computes weekly gross pay for non-exempt employees under the federal Fair Labor Standards Act. The FLSA requires employers to pay at least 1.5 times the regular rate for all hours worked beyond 40 in a single workweek. Enter your regular hourly rate and the total hours worked in the week, and the calculator returns regular pay, overtime pay, and total weekly earnings.
Worked example: $22/hour, 48 hours worked
Morgan earns $22 per hour as a non-exempt production worker. During a busy week Morgan clocks 48 hours. The FLSA requires overtime pay for the 8 hours above 40.
Weekly pay at common rates and overtime hours
The table shows total weekly gross pay at four hourly rates across four overtime-hours scenarios. Regular (non-OT) pay covers the first 40 hours; OT pay covers the excess at 1.5×.
| Regular rate | 5 OT hrs | 10 OT hrs | 15 OT hrs | 20 OT hrs |
|---|---|---|---|---|
| $15.00 | $712.50 | $825.00 | $937.50 | $1,050.00 |
| $20.00 | $950.00 | $1,100.00 | $1,250.00 | $1,400.00 |
| $25.00 | $1,187.50 | $1,375.00 | $1,562.50 | $1,750.00 |
| $30.00 | $1,425.00 | $1,650.00 | $1,875.00 | $2,100.00 |
Total = (rate × 40) + (OT hrs × rate × 1.5). FLSA 1.5× rule; state laws may provide greater protections.
Tips for tracking and managing overtime
Overtime pay can meaningfully boost weekly income, but it also affects annual tax liability and benefit calculations. Employers and employees both benefit from accurate hour tracking and clear understanding of FLSA coverage rules.
- Confirm your FLSA status — salaried exempt employees (generally earning above $684/week as of 2024) are not entitled to overtime; if you are unsure of your classification, ask HR or check the DOL's exemption criteria.
- Know your state law — several states (California, Alaska, Nevada) also require daily overtime after 8 or 10 hours in a single day, which can exceed the federal weekly threshold; the higher rule always applies.
- Track by the workweek, not the pay period — overtime is calculated per individual 7-day workweek as defined by your employer; hours do not carry over between weeks even if the pay period spans two weeks.
- Include all compensation in the regular rate — non-discretionary bonuses, shift differentials, and production bonuses must be included when computing the regular rate for OT purposes, potentially raising the 1.5× base.
- Model annual impact before agreeing to regular OT — regular overtime at a lower hourly rate can push income into a higher tax bracket; compare net after-tax pay, not just gross, when evaluating a higher-salary offer with no overtime.
Accuracy and limitations
This calculator applies the federal FLSA 1.5× weekly overtime rule for non-exempt employees. It does not model daily overtime requirements (California, Alaska), exempt-employee rules, fluctuating workweek methods, or overtime for tipped employees. The regular rate used here is the base hourly wage only; employers must include non-discretionary bonuses and other remuneration when computing the true regular rate. State and local overtime laws may be more generous than the federal standard — always apply the rule that benefits the employee most.
Not financial advice — consult a financial professional for your specific situation.
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About this calculator
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