Free time and a half calculator
Find your time-and-a-half overtime rate — enter your regular hourly pay to see the 1.5× overtime rate and earnings for any number of OT hours, updated live, as you type.
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Time and a half rate = regular rate × 1.5. Applies to FLSA-covered overtime hours beyond 40/week.
Results are estimates. Consult a professional.
How the time-and-a-half calculator works
The time-and-a-half calculator multiplies a regular hourly rate by 1.5 to find the overtime rate, then multiplies the result by overtime hours worked to produce extra pay earned. Under the federal Fair Labor Standards Act, non-exempt employees must receive at least 1.5 times their regular rate for all hours worked beyond 40 in a single workweek. Enter your regular rate and overtime hours to see your overtime rate and total extra earnings.
Worked example: $20/hour with 10 overtime hours
Taylor earns $20 per hour as a non-exempt warehouse associate. During an inventory week Taylor works 50 hours — 40 regular and 10 overtime. Here is the full pay breakdown.
Regular rates $12–$50 with time-and-a-half equivalents
The table shows the time-and-a-half rate and the extra pay earned for 5 and 10 overtime hours at common hourly wages. All figures are gross pre-tax.
| Regular rate | OT rate (×1.5) | Extra pay – 5 OT hrs | Extra pay – 10 OT hrs |
|---|---|---|---|
| $12.00 | $18.00 | $90.00 | $180.00 |
| $15.00 | $22.50 | $112.50 | $225.00 |
| $18.00 | $27.00 | $135.00 | $270.00 |
| $20.00 | $30.00 | $150.00 | $300.00 |
| $22.00 | $33.00 | $165.00 | $330.00 |
| $25.00 | $37.50 | $187.50 | $375.00 |
| $30.00 | $45.00 | $225.00 | $450.00 |
| $35.00 | $52.50 | $262.50 | $525.00 |
| $40.00 | $60.00 | $300.00 | $600.00 |
| $50.00 | $75.00 | $375.00 | $750.00 |
OT rate = regular × 1.5. Extra pay = OT rate × OT hours. Federal FLSA minimum; state law may be more generous.
Tips for employees and employers on time-and-a-half
Time-and-a-half is a legal floor, not a ceiling. Some employers pay double time (2×) for certain overtime situations — check your employment agreement or collective bargaining agreement for any rate above 1.5×.
- Verify your exempt vs. non-exempt status — the FLSA exempts bona fide executive, administrative, and professional employees earning at least $684/week from overtime; misclassification is a leading DOL enforcement issue.
- Track hours by workweek, not pay period — overtime entitlement is determined per 7-day workweek; if your employer runs biweekly payroll, hours from two separate workweeks cannot be averaged to reduce overtime owed.
- California workers: check daily OT rules — California requires 1.5× after 8 hours in a single day (and 2× after 12), regardless of weekly hours; this can trigger OT even in a week under 40 hours.
- Non-discretionary bonuses raise the OT base — production bonuses, shift differentials, and attendance bonuses must be factored into the regular rate before calculating 1.5×; the overtime owed may be higher than the base hourly rate suggests.
- Keep your own time records — under the FLSA, employees may recover unpaid overtime for up to 2 years (3 for willful violations); accurate personal records make any wage dispute far easier to resolve.
Accuracy and limitations
This calculator applies the federal FLSA 1.5× overtime multiplier to the base hourly rate provided. It does not account for daily overtime thresholds (California, Nevada, Alaska), double-time provisions, or the inclusion of bonuses and differentials in the regular-rate calculation. State and local laws may entitle employees to more overtime pay than the federal standard; the more generous rule always prevails. Results are gross amounts before income tax or payroll deductions.
Not financial advice — consult a financial professional for your specific situation.
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