Free Wage & Hour Calculators for US Employers and Workers
Whether you run payroll or want to check your own paycheck, get the same answer the law gives — built on official DOL and IRS sources. Free. No login required.
What do you need to work out?
I am an employee
I run payroll or HR
- One employee, two pay rates in the same weekBlended Overtime
- Salaried, but the hours change every weekFluctuating Workweek
- Do cash wage plus tips reach minimum wage?Tip Credit Calculator
- Does this employee qualify for FMLA leave?FMLA Eligibility
- What changes for payroll on January 1, 2027?2027 Compliance Calendar
All calculators
View all tools →No Tax on Overtime Calculator
How much of your overtime is deductible for 2025–2028? FLSA premium only, $12,500 cap, income phase-out (26 U.S.C. §225).
Open calculator →No Tax on Tips Calculator
Does your job qualify, and how much of your tips can you deduct for 2025–2028? Up to $25,000, 71 IRS-listed occupations (26 U.S.C. §224).
Open calculator →FLSA Fluctuating Workweek Calculator
Overtime for salaried employees whose hours change week to week: regular rate, half-time premium and weekly total (29 CFR §778.114).
Open calculator →FLSA Overtime Calculator
Time-and-a-half pay for hourly employees, with bonuses and shift differentials folded into the regular rate (29 CFR §778.107–.110).
Open calculator →Blended Overtime Calculator
One employee, two or more pay rates in a week: the weighted regular rate and the overtime it produces (29 CFR §778.115).
Open calculator →Unpaid Overtime Back Pay Calculator
Back wages, liquidated damages and the 2- or 3-year statutory lookback under 29 U.S.C. §216(b) and §255(a).
Open calculator →Tip Credit Calculator
Does cash wage plus tips meet the minimum wage? Federal and state tip-credit rules under 29 U.S.C. §203(m).
Open calculator →FMLA Eligibility Calculator
Check all three FMLA gates: 12 months employed, 1,250 hours worked, and 50 employees within 75 miles.
Open calculator →Exempt vs. Non-Exempt Calculator
Find out if a job must be paid overtime: salary and duties tests for all five white-collar exemptions (29 CFR Part 541).
Open calculator →California Overtime Calculator
Daily overtime after 8, double time after 12, and seventh-day premiums under Labor Code §510 — day by day, no double-counting.
Open calculator →Latest from the blog
View all posts →Wage & Hour Changes 2027: Calendar for US Employers
Every federal and state wage-and-hour change on the 2027 calendar — minimum wages, exempt salaries, W-2 overtime and tip reporting, pending DOL rules — with dates and sources.
3 min readW-2 Box 12 Codes TT and TP Explained (No Tax on Overtime and Tips)
Starting with 2026 W-2s, code TT reports qualified overtime and code TP reports cash tips. What each number means, how it maps to Schedule 1-A, and what to do if it is wrong.
3 min readPremium Rate Factor 1.5 / 1.0 on a Pay Stub: What It Means
Why your pay stub shows overtime as a 1.5 factor, or split into 1.0 straight time and a 0.5 premium — and which part counts for the 2025–2028 overtime tax deduction.
3 min readWage-and-hour compliance, calculated from the source
Getting overtime and classification right under the Fair Labor Standards Act is deceptively hard. The rules read simply — time-and-a-half after 40 hours — but the details are where employers get caught: the regular rate has to fold in non-discretionary bonuses, overtime is figured per workweek and never averaged across pay periods, and a salary alone never makes anyone exempt. A single recurring error, multiplied across a job title, is how wage-and-hour liability reaches six and seven figures.
HRCalcs exists to make those calculations verifiable. Every tool implements a specific federal rule and cites the section it comes from — 29 CFR Part 541 for the exemptions, Part 778 for the regular rate and overtime, 29 U.S.C. §203(m) for the tip credit, §2611 for FMLA eligibility. Nothing runs on a server; your inputs stay in your browser and are never transmitted or stored.
What you can work out here
- Overtime pay for hourly employees, including the effect of bonuses on the regular rate, and the fluctuating-workweek and blended-rate methods for salaried and multi-rate workers.
- Back pay and liquidated damages when overtime was underpaid, with the two- or three-year statute of limitations applied.
- Tip credit compliance — whether cash wage plus tips clears the minimum wage, and the seven states that ban the credit outright.
- Exempt vs. non-exempt classification across all five white-collar exemptions, and FMLA eligibility against its three statutory gates.
How we keep it accurate
Each calculator is written against the underlying regulation and unit-tested against the worked examples the DOL publishes, so the arithmetic matches the government’s own. We state the effective date of every figure — wage thresholds change often, and outdated numbers circulate widely — and we flag where a result depends on a state rule stricter than the federal floor. Read more about our approach on the about page, or start with the overtime guide.
HRCalcs provides information, not legal advice. Compliance depends on facts specific to each employer and jurisdiction. For decisions with real consequences, confirm with the U.S. Department of Labor’s Wage and Hour Division or qualified employment counsel.