Calculate your federal overtime earnings under the Fair Labor Standards Act (FLSA).
Your Information
Please enter a valid hourly rate.
Federal FLSA requires at least 1.5x for hours over 40/week
Pay Breakdown
💰Enter your hours and rate to see the breakdown
Federal Overtime Pay Calculator: How It Works
Under the federal Fair Labor Standards Act (FLSA), most US employees must be paid at least 1.5× their regular hourly rate for every hour worked beyond 40 in a single workweek. This calculator shows your regular pay, overtime pay, and total gross earnings in seconds.
Use the 1.5× toggle for standard federal overtime, or switch to 2× (double time) if your employer, union contract, or state law requires it.
How to Use This Calculator
1
Enter Hourly Rate
Your regular base pay before any overtime premium.
2
Enter Regular Hours
Hours worked at your normal rate — typically up to 40.
3
Enter Overtime Hours
Hours worked beyond the regular threshold.
4
Choose Multiplier
1.5× for standard FLSA overtime, 2× for double time.
Federal FLSA Overtime Rules (2025–2026)
Situation
Rate
Up to 40 hours/week
1× Regular pay
Over 40 hours/week
1.5× (time and a half) — required
Double time (2×)
Not federally required — voluntary or state law
Daily overtime
Not federally required (California only)
⚖️
1.5× vs 2× — What's the difference?
Federal law only mandates 1.5× for hours over 40/week. Double time (2×) is required in California for hours over 12/day or on the 7th consecutive workday. Some employers and union contracts also offer 2× voluntarily for holidays or extreme hours. Use the toggle to match your situation.
Real-World Examples
Example 1: Standard Overtime Week at 1.5×
Kevin works in a warehouse in Ohio earning $19/hour. He worked 40 regular hours and 10 overtime hours this week.
Type
Hours
Rate
Pay
Regular
40
$19.00
$760.00
Overtime 1.5×
10
$28.50
$285.00
Total
$1,045.00
Example 2: Holiday Double Time at 2×
Rachel is a nurse in Florida earning $32/hour. Her hospital pays 2× on federal holidays. She worked 36 regular hours and 8 holiday hours.
Type
Hours
Rate
Pay
Regular
36
$32.00
$1,152.00
Double Time 2×
8
$64.00
$512.00
Total
$1,664.00
Example 3: No Overtime — Exactly 40 Hours
Tom works in retail in Illinois earning $15/hour, exactly 40 hours this week, no overtime.
Type
Hours
Rate
Pay
Regular
40
$15.00
$600.00
Overtime
0
—
$0.00
Total
$600.00
Frequently Asked Questions
Most hourly ("non-exempt") employees qualify. Salaried employees earning less than $684/week ($35,568/year) are also entitled to overtime. "Exempt" workers — typically executive, administrative, and professional employees earning above that threshold — generally do not receive overtime. When in doubt, consult the Department of Labor or an employment attorney.
Federal law requires overtime for hours worked beyond 40 in a single workweek. A workweek is any fixed, recurring 7-day period — it can start on any day your employer designates. Hours cannot be averaged across two or more weeks to avoid overtime.
Double time (2×) means you earn twice your regular rate. Federal FLSA does not require double time — only 1.5× for hours over 40. California mandates 2× for hours over 12 in a day and for the 7th consecutive workday. Some union contracts and employer policies also provide double time for holidays or extreme hours.
Generally no — private-sector employers cannot substitute comp time for overtime pay. The FLSA requires cash payment at 1.5× for overtime hours. Compensatory time off is only permitted for state and local government employers under specific conditions.
It depends on their salary and job duties. Salaried employees earning under $684/week are entitled to overtime regardless of title. Above that threshold, the employee must also pass the "duties test" — their actual job responsibilities must qualify as executive, administrative, or professional to be exempt. Many workers are misclassified as exempt.
Non-discretionary bonuses (performance bonuses, attendance bonuses) must be included when calculating your "regular rate" for overtime purposes. This means your overtime rate could be higher than simply 1.5× your hourly wage. Discretionary bonuses — those given at management's sole discretion — do not need to be included.
File a complaint with the U.S. Department of Labor Wage and Hour Division (WHD). You may also pursue a private lawsuit to recover unpaid wages, an equal amount in liquidated damages, and attorney's fees. The statute of limitations is 2 years for standard violations and 3 years for willful ones.
Legal Reference
Based on the Fair Labor Standards Act (FLSA), enforced by the U.S. Department of Labor. For informational purposes only — not legal or financial advice. Overtime rules may vary by state, industry, or employment contract.