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).
Is this the right calculator?
Use it 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
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 pay 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 pay 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).
This calculator covers hourly non-exempt employees under the standard federal FLSA method. It does not cover tipped employees (29 CFR §531) or piece-rate workers (§778.111) — for those, consult DOL guidance or qualified counsel. If the employee worked at two or more different rates this week (§778.115), use the blended overtime calculator instead. For California employees, daily overtime and double time are computed by the California Overtime Calculator.
Formula
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
- Hourly rate: $20.00
- Hours worked: 46
- Non-discretionary bonus: $0
- Regular rate: $20.00/hr (no bonus to spread)
- Regular pay: $20.00 × 40 = $800.00
- Overtime hours: 46 − 40 = 6
- Overtime pay: $20.00 × 1.5 × 6 = $180.00
- Total weekly pay: $800.00 + $180.00 = $980.00
Case study
A night-shift differential and an attendance bonus
A warehouse associate earns $17.00/hr, works 47 hours, gets a $1.50/hr night differential on 12 of those hours ($18.00) and a $50 weekly attendance bonus. Both extras are non-discretionary, so both belong in the regular rate (29 CFR §778.207, §778.208).
- Total straight-time pay: $17 × 47 + $18 + $50 = $867.00
- Regular rate: $867 ÷ 47 = $18.45/hr — not $17
- Overtime hours: 47 − 40 = 7
- Correct weekly pay: regular rate × 40 + regular rate × 1.5 × 7 = $931.56 (computed with the unrounded rate, $18.4468)
The common mistake
Paying overtime on the base rate — $17 × 40 + $17 × 1.5 × 7 + $18 + $50 = $926.50 — underpays $5.06 a week. Over 50 such weeks that is about $253 per employee, and back wages can be doubled by liquidated damages under 29 U.S.C. §216(b).
Takeaway: Enter the base rate and put the differential plus the bonus ($68) in the bonus field — the calculator spreads them across all 47 hours for you.
Overtime rate by hourly wage
Time and a half (1.5×) and double time (2×) for common hourly wages, assuming no bonuses or other pay that would raise the regular rate. $7.25 is the federal minimum wage.
| Hourly wage | Overtime rate (1.5×) | 5 OT hours | 10 OT hours | Double time (2×) |
|---|---|---|---|---|
| $7.25 | $10.88 | $54.38 | $108.75 | $14.50 |
| $10.00 | $15.00 | $75.00 | $150.00 | $20.00 |
| $12.00 | $18.00 | $90.00 | $180.00 | $24.00 |
| $15.00 | $22.50 | $112.50 | $225.00 | $30.00 |
| $16.00 | $24.00 | $120.00 | $240.00 | $32.00 |
| $17.00 | $25.50 | $127.50 | $255.00 | $34.00 |
| $18.00 | $27.00 | $135.00 | $270.00 | $36.00 |
| $19.00 | $28.50 | $142.50 | $285.00 | $38.00 |
| $20.00 | $30.00 | $150.00 | $300.00 | $40.00 |
| $22.00 | $33.00 | $165.00 | $330.00 | $44.00 |
| $25.00 | $37.50 | $187.50 | $375.00 | $50.00 |
| $28.00 | $42.00 | $210.00 | $420.00 | $56.00 |
| $30.00 | $45.00 | $225.00 | $450.00 | $60.00 |
| $35.00 | $52.50 | $262.50 | $525.00 | $70.00 |
| $40.00 | $60.00 | $300.00 | $600.00 | $80.00 |
| $45.00 | $67.50 | $337.50 | $675.00 | $90.00 |
| $50.00 | $75.00 | $375.00 | $750.00 | $100.00 |
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.
What is overtime pay for $18 an hour?
At time and a half, overtime for an $18/hour employee is $27.00 per overtime hour ($18 × 1.5). Five overtime hours add $135.00. If the employee also earned a non-discretionary bonus that week, the regular rate is higher than $18 and so is the overtime rate — use the calculator to include it.
What does "premium rate factor 1.5 / 1.0" mean on a pay stub?
It is the multiplier of the base rate each earnings line was paid at: 1.0 is straight time, 1.5 is time and a half, 2.0 is double time. Some payroll systems split overtime hours into a 1.0 line and a 0.5 premium line, which together equal 1.5×.
Does federal law require double time?
No. The FLSA only requires 1.5× the regular rate for hours over 40 in a workweek. Double time comes from state law (such as California after 12 hours in a day), a union contract or company policy.
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
- U.S. Department of Labor — Fact Sheet #23: Overtime Pay Requirements of the FLSA
- 29 CFR §778.107 — General standard for overtime pay
- 29 CFR §778.208–§778.210 — Treatment of bonuses in the regular rate
What to check next
Related calculators
Built and maintained by Sabrina Perez. This calculator is checked by automated tests against official worked examples — how we test.