Price a week of overtime in seconds: regular pay, time-and-a-half hours, double-time hours, and the gross total, with the FLSA 1.5x rule shown step by step.
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FORMULA USEDOvertime Paycheck Calculator
The FLSA 40-hour rule
Federal law — the Fair Labor Standards Act — requires 1.5× the regular rate for every hour a non-exempt employee works beyond 40 in a workweek. On a $20 base, the overtime rate is 20 × 1.5 = $30 an hour. The regular rate must include most bonuses and shift differentials, not just base pay.
Multipliers beyond time-and-a-half
The calculator accepts any multiplier: 1.5× for standard overtime, 2× for double-time holidays, or a contract rate in between. Each tier is priced separately, then summed — regular pay + overtime pay + double-time pay = the week’s gross, before any withholding.
Who is exempt from overtime?
Exempt status needs both a salary of at least $684 per week ($35,568 a year) and duties that fit a FLSA category — executive, administrative, professional, computer, or outside sales. Paying someone a salary alone does not remove overtime rights if the duties test fails.
Worked example
You earn $20.00 an hour, work 40 regular hours, and pick up 5 overtime hours.
Gross for the week: 800 + 150 = $950.00 before taxes.
How to use it
Enter your hourly wage and regular hours (usually 40).
Add overtime hours — anything beyond 40 in a week for most non-exempt jobs.
Adjust the multipliers if your contract or state uses different rates.
Read regular, overtime, and double-time pay, plus the weekly gross.
Frequently asked questions
How is overtime pay calculated?
Multiply the overtime hours by 1.5 times your regular hourly rate. Under the FLSA, most non-exempt employees must receive time-and-a-half for every hour beyond 40 in a workweek: at $20 an hour, each overtime hour pays $30.
What is time and a half?
One and a half times your regular rate — a 150% multiplier. On a $20 base rate that is $30 per overtime hour; double time at 2× would be $40.
Are salaried employees entitled to overtime?
Often, yes. Exempt status requires both a salary of at least $684 a week and job duties that meet the FLSA tests — executive, professional, administrative, computer, or outside sales. A title alone does not remove overtime rights.
Do weekends or holidays automatically count as overtime?
Not under federal law — the FLSA counts hours per workweek, not which days they fall on. Weekend and holiday premiums come from contracts, union agreements, or state rules; some states also require daily overtime beyond eight hours.
What about double time?
Federal law never requires it. Double-time rates come from employment contracts, union agreements, or a handful of state rules — California, for example, on long daily hours or a seventh consecutive workday. The calculator keeps a double-time tier for those cases.
Is this before or after taxes?
Before. The gross weekly total has nothing withheld yet, and it covers one week only — annualize it only if you expect the same overtime every week.