Overtime Pay Calculator

Base rate, overtime hours, and the multiplier — get the overtime rate, the overtime pay, and what the whole week comes to.

Free — no signup Runs in your browser Pairs with the Employment Contract
Worked example

Six overtime hours at $22/hour, worked out

Example: $22.00/hour · 40 regular + 6 OT hours · 1.5×

Federal law (the FLSA) requires non-exempt employees to earn at least 1.5× their regular rate for hours past 40 in a workweek:

OT rate    = $22.00 × 1.5 = $33.00/hour
OT pay     = $33.00 × 6 = $198.00
Week total = ($22 × 40) + $198 = $1,078.00

If an employee works at two different rates in the same week, the overtime rate must be based on the blended (weighted-average) regular rate — not just the rate in effect when the overtime happened. See the FAQ for how that works.

FAQ

Overtime questions

Under the FLSA, non-exempt employees — broadly, hourly workers and lower-salaried employees who don’t meet the executive, administrative, or professional exemption tests — must receive at least 1.5× their regular rate for hours over 40 in a workweek. Job titles don’t decide exemption; duties and salary level do.
Add up all straight-time earnings for the week, divide by total hours to get the weighted-average regular rate, then pay the overtime premium (0.5× that blended rate) on the OT hours — on top of the straight time already paid. Example: 30 hrs at $20 + 15 hrs at $28 = $1,020 ÷ 45 hrs = $22.67 blended; the 5 OT hours earn an extra $11.33 each.
Federally, no — the FLSA counts only the 40-hour week. But some states add daily overtime: California, for example, requires 1.5× after 8 hours in a day and 2× after 12. Where both rules apply, the employee gets whichever is more generous.
Private employers generally can’t substitute comp time for FLSA overtime — that flexibility mostly exists for government employers. A private arrangement to bank hours instead of paying the premium usually violates the FLSA even if the employee agrees to it.

This calculator provides general estimates for planning purposes and is not legal, tax, or financial advice. Overtime rules are set by the FLSA and state law; exemption depends on duties and salary, not titles.

The paycheck math is done.
Set the terms in writing.

BizDocs writes an employment contract that fixes the rate, the workweek, and the overtime terms — before the first long week happens.

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