⏰ Overtime Pay Calculator
Calculate overtime compensation at 1.5x, 2x, and 3x rates for payroll analysis and compensation modelling. Understand the financial impact of overtime hours on total gross earnings across different pay periods.
Your Work Details
Overtime Hours Per Pay Period
📊 Overtime Pay Breakdown
📖 Usage Examples
🏥 Nurse with Regular 1.5x OT
A registered nurse earns $42/hr and works three 12-hour shifts per week (36 regular + 12 overtime hours).
🏭 Construction Worker: Double Time
A construction worker at $30/hr works 50 hours with double time for hours past 48 in CA.
🏪 Holiday Triple Time Scenario
A retail worker earning $20/hr works an 8-hour holiday shift at triple time.
❔ Frequently Asked Questions
Under the FLSA, non-exempt employees must receive overtime pay at 1.5x their regular rate for hours worked beyond 40 in a single workweek. Exempt employees (executive, administrative, professional roles earning above $35,568/year, and certain computer professionals) are generally not entitled to overtime. Some states have additional protections beyond federal law.
Federal law does not mandate double time. However, California requires 2x pay for hours beyond 12 in a single day or beyond 8 on the 7th consecutive workday. Other states and union contracts may also mandate double time. Many employers voluntarily offer it as an incentive or per company policy.
Under federal law, there is no requirement for premium pay on weekends or holidays unless those hours push you past 40 in a workweek. Holiday pay (including triple time) is typically a benefit offered voluntarily by employers or negotiated through union contracts. State laws may vary.
Your regular rate includes your base hourly wage plus non-discretionary bonuses, commissions, and shift differentials divided by total hours worked. For example, if you earn $20/hr plus a $100 weekly production bonus and work 50 hours, your regular rate is ($1,000 + $100) ÷ 50 = $22/hr, and overtime is paid at $33/hr.
In most cases, yes. Employers can require mandatory overtime as long as they pay the required overtime rate. However, some states have restrictions: certain healthcare workers, minors, and employees covered by specific collective bargaining agreements may have limits. Check your state's labor laws for specific protections.
If you believe your employer has violated FLSA overtime rules, you can file a complaint with the U.S. Department of Labor's Wage and Hour Division or your state labor agency. You may be entitled to back pay for up to 2 years (3 years for willful violations), plus liquidated damages equal to the unpaid amount.
⏰ About the Overtime Pay Calculator
This calculator provides a structured framework for computing overtime compensation across the three most common premium multipliers: 1.5x (time-and-a-half, the federal FLSA standard for non-exempt employees), 2x (double time, mandated in California for hours beyond 12 in a day and in certain union agreements), and 3x (triple time, typically applied to holiday work or contract-specific premium provisions).
The tool supports three pay period structures — weekly, bi-weekly, and monthly — and produces a complete earnings breakdown including regular pay, each overtime tier's contribution, total overtime premium, and combined gross pay. An annual projection feature extrapolates overtime earnings across the full year, enabling apples-to-apples comparison with salaried compensation structures that do not include overtime premiums.
Overtime compensation analysis is particularly relevant when evaluating the true cost of transitioning from an hourly non-exempt role to a salaried exempt position. Many hourly workers who regularly log 10+ hours of overtime per week would experience a material reduction in total compensation upon moving to a salaried exempt role, even if the base salary appears competitive. This calculator quantifies that differential.
Regulatory context: the federal Fair Labor Standards Act establishes the minimum floor of 1.5x for hours exceeding 40 in a standard workweek. However, state-level provisions can impose additional requirements. California, Alaska, Nevada, and Colorado mandate daily overtime triggers beyond the federal weekly threshold. Exempt vs. non-exempt classification determines overtime entitlement, with the current federal salary threshold at $35,568/year for most executive, administrative, and professional exemptions.