Calculate your federal overtime pay for hours worked beyond 40 in a workweek — based on the Fair Labor Standards Act (FLSA).
This calculator applies federal FLSA overtime rules. Some states (California, Alaska, Colorado, Nevada) have daily overtime rules that may entitle you to more pay. Certain worker categories — executives, administrators, professionals earning over $684/week, and some others — may be exempt from FLSA overtime. If you believe your employer owes you unpaid overtime, consult an employment attorney.
Enter your pay details and hours worked this week.
FLSA regular rate = weekly salary ÷ 40 hours
Enter your pay rate and hours worked to calculate overtime owed.
⚠️ Estimate only — not legal advice. Results are for informational purposes only. Consult a licensed attorney before making any decisions.
These states have overtime rules that go beyond federal FLSA standards. Workers in these states may be entitled to additional pay this calculator does not reflect.
| State | Daily OT Rule | Double-Time Rule | Notes |
|---|---|---|---|
| California | Over 8 hrs/day Different | Over 12 hrs/day or 7th consecutive day | Most employee-protective OT rules in the U.S. |
| Alaska | Over 8 hrs/day Different | None (state law) | Daily OT for most workers |
| Colorado | Over 12 hrs/day Different | None (state law) | Also OT if over 12 hrs in any workday |
| Nevada | Over 8 hrs/day (if earning under 1.5x minimum wage) Conditional | None (state law) | Check Nevada Labor Commissioner for current thresholds |
| All Other States | Federal only (weekly > 40 hrs) | Not required by law | Employers may offer double-time voluntarily |
Your overtime rate isn't always just "hourly wage × 1.5." The FLSA defines a broader "regular rate" that this calculator simplifies — worth understanding before you rely on the number.
Beyond base hourly pay, the regular rate generally must include non-discretionary bonuses (e.g., a promised production bonus), shift differentials, and commissions — spread across the hours worked in the period they were earned.
Discretionary bonuses (surprise, not promised in advance), gifts, expense reimbursements, and pay for time not actually worked (like paid holidays) are generally excluded from the regular-rate calculation.
$20/hr, 45 hours worked: 40 regular hours × $20 = $800. 5 overtime hours × $30 (1.5×) = $150. Total pay = $950, for an effective rate of ~$21.11/hr. If a non-discretionary bonus applied that week, the true regular rate — and therefore the overtime rate — would be higher than $20/hr.
Under the federal Fair Labor Standards Act, non-exempt employees must receive at least 1.5 times their "regular rate of pay" for all hours worked over 40 in a single workweek. The workweek is a fixed, regularly recurring period of 168 hours (7 consecutive 24-hour periods).
You may be exempt if you are a bona fide executive, administrative, or professional employee earning at least $684/week ($35,568/year), certain computer professionals, outside sales employees, or highly compensated employees earning over $107,432/year. Misclassification is common — consult an employment attorney if you're unsure.
Private-sector employers generally cannot substitute compensatory time (time off) for overtime pay under the FLSA. Government employers have more flexibility. If your employer is offering comp time instead of cash overtime, consult an employment lawyer.
You may be able to file a complaint with the U.S. Department of Labor's Wage and Hour Division, or bring a private lawsuit. The FLSA allows recovery of back wages plus an equal amount in liquidated damages, plus attorney's fees. The filing window is typically 2 years (3 years for willful violations). Act promptly — contact an employment attorney.
Yes. Being paid a salary does not automatically make an employee exempt from overtime — exemption depends on job duties and salary level, not payment method. A non-exempt salaried employee is still owed overtime for hours over 40/week, calculated from a regular hourly rate derived from their salary.
Keep your own log of hours actually worked (start/end times, breaks), pay stubs, your offer letter or employment agreement, any written schedule, and communications with your employer about hours or pay. The FLSA requires employers to keep time and pay records, but having your own contemporaneous record strengthens a wage claim.
This calculator applies the federal FLSA formula only. The official source is the U.S. Department of Labor's Wage and Hour Division — see Wages and the Fair Labor Standards Act for the current rule text, exemption thresholds, and state labor office contacts. If you're in California, Alaska, Colorado, or Nevada, also check your state labor department's daily-overtime rules, which this federal-only calculator does not apply.
Wage theft is one of the most common labor law violations. An employment attorney can review your situation at no upfront cost.
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