Overtime Pay Calculator (USA)
Calculate overtime pay considering US federal rules (time and a half).
How to Calculate Overtime Pay in USA
Overtime pay is calculated at time and a half for hours worked over 40 in a workweek:
According to federal law (Fair Labor Standards Act):
- Eligibility: Non-exempt employees earning less than $684/week ($35,568/year)
- Threshold: Overtime begins after 40 hours in a workweek
- Rate: Time and a half (1.5x regular hourly rate)
- State Variations: Some states have additional overtime requirements
Calculator: Overtime Pay
Overtime Pay Breakdown
Pay Comparison
Detailed Breakdown
| Description | Hours | Rate | Amount |
|---|---|---|---|
| Regular Hours (≤40) | 40 | $25.00 | $1,000.00 |
| Overtime Hours (>40) | 5 | $37.50 | $187.50 |
| Total Pay | 45 | $26.39 | $1,187.50 |
Analysis & Recommendations
With 5 overtime hours at $37.50/hr, you earned $187.50 in overtime pay.
- Keep track of your hours to ensure proper overtime compensation
- Understand your exempt vs non-exempt status for overtime eligibility
- Verify your overtime pay calculation matches your timesheet
- Consider negotiating a higher regular rate if overtime is common
Understanding US Overtime Pay
Overtime Pay is the additional compensation paid to eligible employees who work more than 40 hours in a workweek. Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at a rate of at least one and one-half times their regular rate of pay for all hours worked over 40 in a workweek.
The standard formula for calculating overtime pay in the USA is:
Overtime Pay = Overtime Hours × (Hourly Rate × 1.5)
This calculator follows the exact formula provided: Overtime Pay = Overtime Hours × (Hourly Rate × 1.5)
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Overtime threshold is 40 hours per workweek (not per day)
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Overtime rate is 1.5x regular hourly rate ("time and a half")
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Applies to non-exempt employees earning less than $684/week ($35,568/year)
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Some states have stricter overtime requirements than federal law
Test Your Knowledge
If an employee works 5 hours of overtime at a regular rate of $20/hour, what is their overtime pay?
Using the formula: Overtime Pay = Overtime Hours × (Hourly Rate × 1.5)
Overtime Pay = 5 × ($20 × 1.5) = 5 × $30 = $150
The employee earns $150 in overtime pay.
An employee works 35 hours in week 1 and 30 hours in week 2. Does this employee qualify for overtime pay?
No, the employee does not qualify for overtime pay. Overtime is calculated per workweek, not cumulatively across weeks. In each week, the employee worked fewer than 40 hours (35 in week 1, 30 in week 2), so no overtime pay is due.
If an employee has a regular hourly rate of $30/hour, what is their overtime rate?
Overtime rate = Regular rate × 1.5
Overtime rate = $30 × 1.5 = $45/hour
The employee's overtime rate is $45/hour.
Which of the following employees is most likely eligible for overtime pay under federal law?
Administrative assistants earning below the salary threshold ($684/week or $35,568/year) are typically non-exempt and eligible for overtime pay. Executives, outside salespeople, and certain computer professionals may be exempt from overtime requirements.
Does federal law require double time pay (2x rate) for very long workdays?
No, federal law only requires time and a half (1.5x rate) for hours worked over 40 in a workweek. Double time pay is not mandated by federal law, though some states or specific industries may have additional requirements. Many employers offer double time as a benefit, but it's not required by the FLSA.
Q&A
Q: I worked 45 hours this week, but my employer only paid me for 40 hours. Is this legal?
A: No, this is not legal for non-exempt employees under the Fair Labor Standards Act (FLSA). Here's what should happen:
Required Payment:
- Regular Pay: 40 hours × regular rate = $X
- Overtime Pay: 5 hours × (regular rate × 1.5) = $Y
- Total Due: Regular pay + Overtime pay
Employee Rights:
- You are entitled to overtime pay for all hours worked over 40 in a workweek
- Employers cannot average hours across weeks to avoid overtime
- You can file a complaint with the Department of Labor if unpaid
- State laws may provide additional protections
Document your hours worked and contact the Department of Labor Wage and Hour Division if payment is not corrected.
Q: I'm salaried - do I still get overtime pay?
A: It depends on whether you're classified as exempt or non-exempt. Here's how to determine your status:
Non-Exempt Salaried Employees:
- Earn less than $684/week ($35,568/year)
- Perform duties that don't meet exemption criteria
- Receive overtime pay for hours over 40/week
- Still receive minimum salary regardless of hours
Exempt Salaried Employees:
- Earn at least $684/week ($35,568/year)
- Perform executive, administrative, or professional duties
- No overtime pay regardless of hours worked
- Must meet duties test, not just salary threshold
Ask HR for your classification. If misclassified, you may be owed back overtime pay.
Q: I work at two different jobs for the same company. Do they count together for overtime?
A: Yes, when working multiple positions for the same employer, all hours must be combined to determine overtime eligibility:
Example Scenario:
- Job 1: 25 hours this week
- Job 2: 20 hours this week
- Total: 45 hours combined
- Result: 5 hours of overtime due
Important Points:
- Same employer rule applies even if jobs have different rates
- Weighted average rate may apply if rates differ significantly
- Company cannot split hours across separate paychecks to avoid overtime
- State laws may have additional requirements
Keep records of all hours worked across positions to ensure proper overtime calculation.