How to use this overtime calculator
- Choose how you are paid. For a salary, the calculator converts it to an hourly rate by dividing by 52 weeks and by the hours the salary is meant to cover, usually 40.
- Enter the hours you worked in one workweek. With “Total hours,” everything over 40 is overtime. With “Regular + overtime,” you enter the split yourself, which helps when your employer or state starts overtime earlier.
- Pick time and a half or double time. If only some of your overtime hours pay double, enter those under double-time hours.
- Add a bonus or commission if you earned one that week, since it raises your regular rate. Open “Pay period and weeks per year” to see a per-paycheck and yearly projection.
How overtime pay is calculated
Federal law requires employers to pay non-exempt employees at least one and a half times their regular rate for each hour over 40 in a workweek. Your gross pay is the regular rate times your regular hours, plus the overtime multiplier times the regular rate times your overtime hours:
Gross pay = RR × (regular hours + m × overtime hours + 2 × double-time hours)
- RR
- regular rate of pay (your hourly wage, plus any bonus spread over the week’s hours)
- m
- overtime multiplier: 1.5 for time and a half, 2 for double time
- Hr, Ho, Hd
- regular, overtime and double-time hours in the workweek
Worked example
At $25 an hour for 45 hours, the overtime rate is $25 × 1.5 = $37.50. The first 40 hours pay 40 × $25 = $1,000, and the 5 overtime hours pay 5 × $37.50 = $187.50. Gross pay for the week is $1,187.50. Another way to see it: all 45 hours at straight time come to $1,125, and the premium adds half the rate for each overtime hour, $12.50 × 5 = $62.50.
If two hours of the overtime were paid at double time, those hours would earn $50 each instead of $37.50. With 52 hours, 4 of them at double time, the week would pay $1,500.
Your regular rate: bonuses and commissions
The regular rate is not always your hourly wage. Labor Department regulations define it as your total pay for the workweek (except certain payments the law excludes) divided by the hours you worked. Non-discretionary bonuses and commissions, which are promised or tied to hours, production or results, are part of it. The bonus raises your regular rate, and overtime is owed on the higher rate.
The regulations give this example: an employee paid $12 an hour works 46 hours and earns a $46 production bonus. Straight-time pay is $552; adding the bonus makes $598, and dividing by 46 hours gives a regular rate of $13. Total pay is 40 hours × $13 plus 6 overtime hours × $19.50, or $637. Without the bonus the same week pays $588.
On the default week, a $100 bonus lifts the regular rate from $25 to $27.2222, and gross pay from $1,187.50 to $1,293.06: the bonus itself plus a little extra overtime premium. A bonus is left out when it is truly discretionary: the employer decides both whether to pay it and how much at or near the end of the period, with no earlier promise. Gifts and certain other payments are excluded as well.
Time and a half pay by hourly rate
Overtime pay at 1.5 times the hourly rate, before taxes, for each number of overtime hours in a workweek:
| Hourly rate | 2 hrs | 4 hrs | 5 hrs | 8 hrs | 10 hrs | 12 hrs | 15 hrs | 20 hrs |
|---|---|---|---|---|---|---|---|---|
| $10.00 | $30.00 | $60.00 | $75.00 | $120.00 | $150.00 | $180.00 | $225.00 | $300.00 |
| $12.00 | $36.00 | $72.00 | $90.00 | $144.00 | $180.00 | $216.00 | $270.00 | $360.00 |
| $15.00 | $45.00 | $90.00 | $112.50 | $180.00 | $225.00 | $270.00 | $337.50 | $450.00 |
| $18.00 | $54.00 | $108.00 | $135.00 | $216.00 | $270.00 | $324.00 | $405.00 | $540.00 |
| $20.00 | $60.00 | $120.00 | $150.00 | $240.00 | $300.00 | $360.00 | $450.00 | $600.00 |
| $25.00 | $75.00 | $150.00 | $187.50 | $300.00 | $375.00 | $450.00 | $562.50 | $750.00 |
| $30.00 | $90.00 | $180.00 | $225.00 | $360.00 | $450.00 | $540.00 | $675.00 | $900.00 |
| $40.00 | $120.00 | $240.00 | $300.00 | $480.00 | $600.00 | $720.00 | $900.00 | $1,200.00 |
| $50.00 | $150.00 | $300.00 | $375.00 | $600.00 | $750.00 | $900.00 | $1,125.00 | $1,500.00 |
The same grid at double time (2×). Federal law doesn’t require double time, but some state laws, contracts and employers provide it:
| Hourly rate | 2 hrs | 4 hrs | 5 hrs | 8 hrs | 10 hrs | 12 hrs | 15 hrs | 20 hrs |
|---|---|---|---|---|---|---|---|---|
| $10.00 | $40.00 | $80.00 | $100.00 | $160.00 | $200.00 | $240.00 | $300.00 | $400.00 |
| $12.00 | $48.00 | $96.00 | $120.00 | $192.00 | $240.00 | $288.00 | $360.00 | $480.00 |
| $15.00 | $60.00 | $120.00 | $150.00 | $240.00 | $300.00 | $360.00 | $450.00 | $600.00 |
| $18.00 | $72.00 | $144.00 | $180.00 | $288.00 | $360.00 | $432.00 | $540.00 | $720.00 |
| $20.00 | $80.00 | $160.00 | $200.00 | $320.00 | $400.00 | $480.00 | $600.00 | $800.00 |
| $25.00 | $100.00 | $200.00 | $250.00 | $400.00 | $500.00 | $600.00 | $750.00 | $1,000.00 |
| $30.00 | $120.00 | $240.00 | $300.00 | $480.00 | $600.00 | $720.00 | $900.00 | $1,200.00 |
| $40.00 | $160.00 | $320.00 | $400.00 | $640.00 | $800.00 | $960.00 | $1,200.00 | $1,600.00 |
| $50.00 | $200.00 | $400.00 | $500.00 | $800.00 | $1,000.00 | $1,200.00 | $1,500.00 | $2,000.00 |
Weekly gross pay at $25 an hour for different total hours, with time and a half after 40:
| Total hours | Overtime hours | Overtime pay | Gross pay | Per hour worked |
|---|---|---|---|---|
| 40 hours | 0 | $0.00 | $1,000.00 | $25.00 |
| 45 hours | 5 | $187.50 | $1,187.50 | $26.39 |
| 48 hours | 8 | $300.00 | $1,300.00 | $27.08 |
| 50 hours | 10 | $375.00 | $1,375.00 | $27.50 |
| 55 hours | 15 | $562.50 | $1,562.50 | $28.41 |
| 60 hours | 20 | $750.00 | $1,750.00 | $29.17 |
Does federal law require double time or daily overtime?
No. The Labor Department’s FLSA guidance says there is no federal requirement for double-time pay, which is a matter of agreement between employer and employee. The federal overtime rule is counted by the workweek, not the day: time and a half after 40 hours in a workweek, so working more than 8 hours in one day does not by itself trigger it.
Some states add daily rules. California, for example, requires one and a half times the regular rate for hours over 8 up to 12 in a workday (and for the first 8 hours on the seventh consecutive day of work in a workweek), and double the regular rate for hours over 12 in a workday and for hours over 8 on the seventh consecutive day. When state and federal overtime laws both apply, the employee is entitled to overtime under the higher standard. This calculator applies the federal weekly rule. For daily overtime, choose “Regular + overtime,” enter the hours you were paid at each rate, and check your state labor department’s rules.
To count hours from start and end times, use the hours calculator, which also totals a weekly time card.
Who gets overtime: exempt and non-exempt workers
Overtime protections apply to employees the law calls non-exempt. Employees in executive, administrative and professional roles are generally exempt only if they are paid on a salary basis at no less than $684 a week ($35,568 a year) and their actual duties meet the Labor Department’s tests. Job titles do not decide exempt status, and the Labor Department notes that a fixed salary for a regular workweek longer than 40 hours does not satisfy the overtime requirement.
For a salaried non-exempt employee, the regular rate is the weekly salary divided by the hours the salary is intended to pay for. A $52,000 salary covering 40 hours a week is $52,000 ÷ 52 ÷ 40 = $25 an hour, so 45 hours pays $1,187.50 for the week. To convert other pay amounts, try the salary calculator.
How is overtime taxed?
Overtime is ordinary wages. Federal income tax, Social Security and Medicare apply to it like the rest of your pay, and your state may tax it as well (each state decides whether to offer a similar deduction). A federal deduction changes the income tax part for 2025 through 2028: you can deduct qualified overtime compensation, which the IRS describes as the pay above your regular rate, generally the “half” in time and a half.
- The deduction is up to $12,500 a year, or $25,000 for joint filers, and it phases out above $150,000 of modified adjusted gross income ($300,000 for joint filers). Married taxpayers must file jointly to claim it.
- Only the premium counts. If an employer pays double the regular rate for hours over 40, the IRS says only the one-half portion needed to meet the federal requirement is qualified overtime compensation, so the rest of the double-time pay is taxed as usual.
- It lowers income tax only. The IRS’s payroll tax guide (Publication 15-T) says overtime is still generally subject to Social Security and Medicare taxes.
- In the default example, the premium is $62.50 a week, or $3,250 over 52 weeks at that level.
Estimate what the deduction is worth with the no tax on overtime calculator, and see the take-home effect on a paycheck in the paycheck calculator. For a one-off bonus paid outside your regular pay, the bonus tax calculator shows how it is withheld.
What this calculator does not cover
- One workweek at a time. The FLSA takes a single workweek as its standard, so hours can’t be averaged across weeks, and the projections assume each week looks like the one you entered.
- Daily and seventh-day overtime under state law, except through the “Regular + overtime” entry.
- Bonuses earned over a longer period. A monthly, quarterly or annual bonus has to be allocated back to the workweeks in which it was earned (29 CFR 778.209). Enter only the share that belongs to this week.
- Fixed salary for changing hours. Some non-exempt employees are paid a fixed weekly salary for hours that vary, where overtime hours earn only an extra half-time premium on top of the salary (the fluctuating workweek method, 29 CFR 778.114). This calculator converts a salary at a fixed number of hours instead.
- Several pay rates in one week, shift differentials, tips and exempt status. Ask your employer or your state labor department if any of these apply to you.
- Taxes and deductions. The results are gross pay.
Frequently asked questions
How do you calculate overtime pay?
Multiply your regular hourly rate by 1.5 to get your overtime rate, then multiply that by your overtime hours and add it to your regular pay. At $25 an hour, overtime is $37.50 an hour, so 5 overtime hours add $187.50 to 40 regular hours’ $1,000, for gross pay of $1,187.50. Under federal law, overtime starts after 40 hours in a workweek.
How much is time and a half on $25 an hour?
Time and a half on $25 an hour is $37.50 an hour: multiply by 1.5, or add half your rate ($12.50) to it. Ten overtime hours would pay $375. Double time on the same wage is $50 an hour. Use the calculator above for your own rate, or see the tables below for other hourly rates and overtime hours.
Does federal law require double time or daily overtime?
No. The U.S. Department of Labor says the FLSA has no requirement for double-time pay, and federal overtime is counted by the workweek, not the day: at least 1.5 times the regular rate after 40 hours, so a long day alone does not trigger it. Some states require more. California, for example, requires double time after 12 hours in a workday. Where both state and federal law apply, the employee gets the higher standard.
How do bonuses affect overtime pay?
Non-discretionary bonuses and commissions are added to your straight-time pay to set your regular rate, which raises your overtime rate. The Labor Department’s own example: $12 an hour for 46 hours plus a $46 bonus gives a $13 regular rate and $637 in total pay, figured as 40 hours at $13 plus 6 hours at $19.50. Purely discretionary bonuses are left out.
What counts as a workweek, and can my hours be averaged?
A workweek is a fixed, recurring period of 168 hours, or seven consecutive 24-hour periods, and it can start on any day and hour. Overtime is counted week by week, and averaging hours over two or more weeks is not permitted. Working 30 hours one week and 50 the next means 10 overtime hours in the second week, even though the two-week average is 40.
Do salaried employees get overtime pay?
Only if they are non-exempt. To be exempt, white-collar employees generally must be paid at least $684 a week ($35,568 a year) and do qualifying executive, administrative or professional work; a job title or a salary alone does not decide it. For a non-exempt employee, the regular rate is the salary divided by the hours it is meant to cover, so $52,000 for 40 hours a week is $25 an hour.
Is overtime pay taxed at a higher rate?
No, overtime is taxed as ordinary wages: federal income tax, Social Security and Medicare apply as they do to the rest of your pay. For 2025 through 2028, you may also deduct qualified overtime, generally the “half” in time and a half, up to $12,500 ($25,000 if married filing jointly), with an income phase-out. It lowers income tax only, not Social Security or Medicare.