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HR Compliance Calculators
Updated 2026

FLSA Overtime Calculator

Compute the regular rate and overtime pay for non-exempt employees under the federal Fair Labor Standards Act (29 CFR §778.107–§778.110, DOL Fact Sheet #23).

Use this calculator when

  • Employee is paid hourly (not a fixed salary)
  • Non-exempt under the FLSA (no white-collar exemption)
  • You want to know the overtime premium owed for hours over 40
  • Standard federal rule applies — check state rules for daily OT
Wrong fit?If the employee is paid a fixed weekly salary with fluctuating hours, the 0.5× FWW method may apply instead.Fluctuating Workweek Calculator

Calculator

Standard FLSA method: 1.5× the regular rate for hours over 40 per week.

Overtime premium owed

$180.00

6 OT hours × 1.5 × $20.00/hr regular rate

Regular pay (≤40 hrs)
$800.00
Overtime pay
+ $180.00
Total weekly pay
$980.00

This employee is owed $180.00 in overtime premium for 6 hours worked above 40, at a regular rate of $20.00/hr. Total weekly pay: $980.00.

✓ Regular rate meets federal minimum wage ($7.25/hr).

Formula

regular_rate = (hourly_rate × hours_worked + bonuses) ÷ hours_worked
regular_hours = min(hours_worked, 40)
overtime_hours = max(0, hours_worked − 40)
regular_pay = regular_rate × regular_hours
overtime_pay = regular_rate × 1.5 × overtime_hours
total_weekly_pay = regular_pay + overtime_pay

Unlike the fluctuating workweek method (0.5× premium), standard FLSA overtime requires the full 1.5× of the regular rate because the straight-time component has not yet been paid for the OT hours.

Worked example

  1. Hourly rate: $20.00
  2. Hours worked: 46
  3. Non-discretionary bonus: $0
  4. Regular rate: $20.00/hr (no bonus to spread)
  5. Regular pay: $20.00 × 40 = $800.00
  6. Overtime hours: 46 − 40 = 6
  7. Overtime pay: $20.00 × 1.5 × 6 = $180.00
  8. Total weekly pay: $800.00 + $180.00 = $980.00

Frequently asked questions

How is FLSA overtime calculated?

Non-exempt employees must be paid at least 1.5× their "regular rate" for every hour worked over 40 in a single workweek (29 CFR §778.107). The regular rate is the total remuneration for the week (excluding statutory exclusions) divided by the total hours worked.

Do bonuses have to be included in the regular rate?

Non-discretionary bonuses (attendance, production, safety, shift differentials) must be included in the regular rate under 29 CFR §778.208–§778.210, which increases the 1.5× overtime premium. Truly discretionary bonuses (unannounced gifts, rewards not tied to performance) can be excluded.

Is overtime based on the workweek or the pay period?

The FLSA workweek is a fixed, regularly recurring 168-hour period (seven consecutive 24-hour periods). Overtime is calculated per workweek, not per pay period — even if the employer pays biweekly or semimonthly.

Which states require daily overtime?

A handful of states require overtime after a certain number of hours in a single day, regardless of the weekly total. California requires 1.5× after 8 hours/day and 2× after 12 hours/day. Alaska, Nevada (for some workers), and Colorado also have daily OT rules. Always apply the higher of federal and state.

Are salaried employees entitled to overtime?

Yes, unless they meet one of the FLSA white-collar exemptions (executive, administrative, professional, computer, outside sales) and earn at least the current salary threshold. Paying a salary alone does not exempt an employee from overtime.

Sources