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Overtime Pay Calculator (2026)
Under the Fair Labor Standards Act, hours past 40 in a workweek pay at least 1.5× your regular rate. Enter your wage and your overtime hours to see exactly what those extra hours are worth — per week, per month, and per year.
Calculate Your Overtime Pay
Federal law does not require double time; some states (e.g. California daily rules) and employers do.
Your overtime rate (1.5×)
Regular pay (weekly)
Overtime pay (weekly)
Total weekly pay
Overtime adds per month
Overtime adds per year
Total annual pay at this pace
How Overtime Pay Works
The federal Fair Labor Standards Act (FLSA) requires most employers to pay non-exempt employees at least 1.5× their regular rate for hours worked beyond 40 in a single workweek. Overtime is calculated week by week — hours cannot be averaged across a two-week pay period.
Overtime pay = (hours past 40) × regular rate × 1.5 | Example: 10 OT hours at $25/hr = 10 × $37.50 = $375 per week
- “Regular rate” is broader than your base wage: shift differentials, non-discretionary bonuses, and commissions must be folded into the rate before the 1.5× multiplier is applied — a common underpayment error.
- Exempt employees get no overtime: most salaried workers who meet the salary threshold ($684/week federal) and a duties test (executive, administrative, professional) are exempt. Misclassification is the #1 overtime dispute.
- Some states go further: California and a few others require daily overtime after 8 hours in a day and double time after 12 — check your state’s rule.
- Overtime is taxed like regular pay, withheld harder: a big overtime week can be withheld as if you earned that rate all year. See the real take-home with our paycheck calculator, and convert rates with the salary to hourly calculator.
Overtime Pay at Common Wages (10 OT hours/week)
| Hourly rate | OT rate (1.5×) | OT pay / week | OT pay / year |
|---|---|---|---|
| $15.00 | $22.50 | $225 | $11,700 |
| $20.00 | $30.00 | $300 | $15,600 |
| $25.00 | $37.50 | $375 | $19,500 |
| $30.00 | $45.00 | $450 | $23,400 |
| $35.00 | $52.50 | $525 | $27,300 |
| $40.00 | $60.00 | $600 | $31,200 |
Frequently Asked Questions
Take your regular hourly rate, multiply by 1.5, and multiply by the number of hours worked past 40 in the workweek. At $25 an hour, the overtime rate is $37.50, so 10 overtime hours pay $375 on top of $1,000 regular pay — $1,375 for the week.
$37.50 an hour — the regular rate times 1.5. Double time would be $50 an hour. The same math scales: time and a half is always rate × 1.5, whatever the base wage.
No — under the FLSA, overtime is determined per workweek. Working 50 hours one week and 30 the next is still 10 hours of overtime in the first week, even though the two-week average is 40. (Certain hospital and public-sector arrangements have limited exceptions.)
Only if they are non-exempt. A salary alone does not make someone exempt — the employee must also earn at least $684 per week and perform exempt duties (executive, administrative, or professional). Salaried non-exempt workers are owed 1.5× for hours past 40, calculated from their weekly salary.
No — overtime income is taxed at the same rates as regular income. It often looks taxed harder because payroll withholding treats a big week as your new normal, pushing more into higher brackets temporarily; the excess comes back as a refund or smaller balance at filing time. (Note: the temporary federal deduction for overtime premium pay in tax years 2025–2028 applies to the “half” portion — keep your final pay stub showing it.)
Document your hours, then raise it internally in writing. If that fails, the US Department of Labor’s Wage and Hour Division takes complaints and can recover back wages — you generally have two years (three for willful violations) to claim unpaid overtime. Retaliation for asking is illegal.
Disclaimer: Gross-pay estimate using the federal FLSA rule. State daily-overtime laws, union agreements, and exempt-status rules vary and can change your result. This is general information, not legal or payroll advice.