Overtime Pay Calculator
Overtime arithmetic is simple until you notice that the rate the premium is calculated on is often not the rate on your offer letter.
Last updated Free, no sign-upHow it works
Gross pay for this week: $1,144, an exact figure.
Gross pay for this week
high confidenceExact figure. This calculator has no modeled range — the number follows directly from your inputs.
What makes up the typical figure
- Straight time — 40 hours$880
- Premium time — 8 hours$264
- Same in every state
- Assumptions 2026.07.1
Why high: this is exact arithmetic on your inputs and the published figures used, so there is no modeled range.
Key figures
- Premium pay above straight time
- $264
- Regular rate used
- $22.00The base for every premium calculation. Under the federal rule this includes shift differentials and non-discretionary bonuses, not just the stated hourly rate.
- Premium hourly rate
- $33.00
- Per week
- $1,144
- Effective rate across all hours
- $23.83
- Same hours with no premium at all
- $1,056What the same hours would pay if every one were at the regular rate. The difference is what the premium rule is worth.
Cost breakdown
| Component | Low | Typical | High |
|---|---|---|---|
| Straight time — 40 hoursOther40 hours at the regular rate of $22.00. | $880 | $880 | $880 |
| Premium time — 8 hoursOther8 hours at 1.5× the regular rate, $33.00 an hour. | $264 | $264 | $264 |
| Gross pay for this week | $1,144 | $1,144 | $1,144 |
Every figure here is exact arithmetic on your inputs; the rows add up to the total.
What moved your estimate
Whether any of this is owed depends on classification
This calculates what the pay comes to under the rule you selected. It does not determine whether that rule applies to you. Overtime protection under the federal Fair Labor Standards Act depends on whether a role is exempt, which turns on the duties actually performed as well as how the person is paid — a job title, or simply being on a salary, decides nothing.
Rules vary by jurisdiction
The defaults here are the federal floor: premium pay beyond 40 hours in a workweek. Several states require it after a set number of hours in a single day, some add double time past a longer daily threshold, and some apply narrower exemptions or higher salary levels than the federal ones. No state rules are built in — set the thresholds to match wherever you are.
How this number was produced
- Regular rate
$22.00$22.00/hr - Straight time
40 hr × $22.00$880.00 - Premium time
8 hr × $22.00 × 1.5$264.00 - Week total
straight + premium$1144.00
Adjustments applied
- Weekly threshold×1.00
Premium begins after 40 hours. The federal rule is 40.
- Premium multiplier×1.50
1.5× the regular rate. The federal rule is 1.5×.
- Regular rate build-up×1.00
Base rate only; no differentials or bonuses entered.
Notes and sources5 notes, 1 source
Worth knowing
- This is a pay calculator, not a determination of what anyone is owed. It works out what a given set of hours comes to under whatever threshold and multiplier you enter. Whether that threshold and multiplier apply to your situation depends on your employment classification and on the law where you work, and this tool does not decide either.
- Under the federal Fair Labor Standards Act, covered non-exempt employees receive at least 1.5 times their regular rate for hours beyond 40 in a workweek. Exemption from that protection turns on the duties actually performed as well as on pay — the current federal salary level for the executive, administrative, and professional exemption is $684 a week, and satisfying it alone does not make a role exempt.
- States may and often do set stricter rules than the federal floor, including overtime after a set number of hours in a single day, double time past a longer daily threshold, higher salary levels, and narrower exemptions. Some occupations and industries are treated differently again. None of these state rules are implemented here — the thresholds are yours to set.
- The regular rate is not always the stated hourly rate. Shift differentials and non-discretionary bonuses generally form part of it under the federal rule, which raises every premium hour. Discretionary bonuses and most gifts generally do not.
- Nothing here is legal advice. If you think you have been paid incorrectly, the Department of Labor Wage and Hour Division and your state labor agency both take enquiries, and an employment lawyer can advise on your specific circumstances.
Sources
- U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation (June 2026); U.S. Department of Labor Wage and Hour Division, Fair Labor Standards Act overtime and Part 541 exemption regulationsprimaryJune 2026retrieved 2026-09-11
Shift differentials and non-discretionary bonuses generally form part of it, which quietly raises every premium hour. This calculator handles that, and lets you set the threshold and multiplier to match wherever you work — because the federal rule is a floor, not the whole picture.
Methodology
How this calculator works
What this calculator does and does not decide
It computes pay. You give it hours, a rate, a threshold, and a multiplier, and it returns what those come to. That is the whole of its function.
It does not determine whether you are entitled to a premium. That depends on whether your role is exempt, which under federal law turns on the duties you actually perform as well as how you are paid, and on the rules of the state you work in. Neither question has a general answer, and neither is one a calculator can settle.
The regular rate is often higher than the base rate
Premium pay is calculated on the regular rate, which under the federal rule includes most compensation for the week — notably shift differentials and non-discretionary bonuses such as production, attendance, or contractual bonuses.
This is a routine source of underpayment, because it is easy to apply the multiplier to the stated hourly rate and stop there. Someone on $22 an hour with a $2 night differential has a regular rate of $24, so time and a half is $36 rather than $33.
Genuinely discretionary bonuses, gifts, and certain other payments are generally excluded. Which category a particular payment falls into is a question of fact about how it is awarded, not what it is called.
Daily and weekly rules do not stack
Where a jurisdiction requires premium pay both after a certain number of hours in a day and after 40 in a week, a single hour is not paid a premium twice. Only the hours that qualify under one rule and not the other are added.
The calculator applies this by counting daily overtime only to the extent it exceeds what the weekly threshold already captured, which is the ordering that avoids double counting.
Location and data
Where the numbers come from
This calculator does not ask where you live, because the answer is the same in every state: it is arithmetic on the figures you enter and the published figures listed below. That is also why the result reports high confidence — there is no regional estimate in it to be uncertain about.
Nothing you enter is transmitted or stored. The calculation runs entirely in your browser, and the only place your inputs appear is in the page URL, so you can bookmark or share a result if you choose to.
- primaryJune 2026v2026.09.1
U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation (June 2026); U.S. Department of Labor Wage and Hour Division, Fair Labor Standards Act overtime and Part 541 exemption regulations
Compensation shares are the published BLS Employer Costs for Employee Compensation figures for June 2026 — employer cost per hour worked, which is what an employer spends rather than what an employee receives after tax. The Fair Labor Standards Act figures are the federal floor only. Many states set stricter rules, and no state rules are encoded here, so nothing in this dataset should be read as establishing what any particular worker is owed.
Full detail on every dataset is on the data sources page. Spotted something wrong? Report incorrect data.
Cost factors
What changes the price most
- Employment classification
- Decides whether a premium is required at all. Turns on duties performed and pay, not on job title or on being salaried.
- The jurisdiction
- The federal rule is a floor. Daily thresholds, double time, and narrower exemptions all exist at state level.
- What counts in the regular rate
- Shift differentials and non-discretionary bonuses generally raise it, and every premium hour with it.
- Hours worked
- Only the hours beyond the threshold earn a premium; the rest are at the regular rate.
- The multiplier
- One and a half is the federal floor. Contracts and some jurisdictions provide more in defined circumstances.
- How the workweek is defined
- Not modeled. The federal rule works on a fixed, recurring seven-day period set by the employer, which need not align with a calendar week.
Questions
Frequently asked
How do I calculate overtime pay?
Identify the hours beyond the threshold, then pay those at the multiplier times your regular rate. The part people get wrong is the regular rate itself, which under the federal rule generally includes shift differentials and non-discretionary bonuses rather than just the stated hourly figure.
What is time and a half of $22 an hour?
$33 an hour if $22 is your full regular rate. If you also receive a $2 shift differential, your regular rate is $24 and time and a half is $36. The differential is easy to overlook and it raises every premium hour.
Am I entitled to overtime pay?
That depends on your employment classification and on where you work, and it is not something this calculator determines. Under federal law it turns on whether your role is exempt, which depends on the duties you actually perform as well as how you are paid. Being salaried does not by itself remove the protection. The Department of Labor Wage and Hour Division and your state labor agency can both advise, and an employment lawyer can address your specific circumstances.
Do salaried employees get overtime?
Some do. Salary alone does not determine it — a role must meet both a salary level and a duties test to be exempt under the federal executive, administrative, and professional exemption, and the duties test is where many assumptions turn out to be wrong. Several states apply stricter tests than the federal ones.
Does overtime start after 8 hours in a day or 40 in a week?
Under the federal rule, after 40 in a workweek — there is no federal daily overtime requirement. Several states do require premium pay after a set number of hours in a single day, and some add double time past a longer daily threshold. Set the thresholds above to match your jurisdiction, since no state rules are built in.