Overtime Calculator: Free Overtime Pay Tool 2026

A Beaumont welder earning the BLS Texas median of $25.88 per hour grosses $94,203 annually on a sustained 60-hour-per-week refinery turnaround schedule, factoring in 20 weekly overtime hours at the FLSA-mandated 1.5 times rate. The same welder on a straight 40-hour week earns only $53,830 base. Heavy overtime adds roughly $40,373 per year, a 75 percent uplift on annual gross from the same hourly wage. The overtime calculator above runs that math in seconds for any base rate, hours pattern, and state daily-OT rule. The headline 1.5 times multiplier is just the federal floor; California, Alaska, Nevada, Colorado, and Kentucky add daily and 7th-day rules that often pay more than federal weekly OT alone.

Quick version: A worker earning $25 per hour with 10 overtime hours per week at federal 1.5 times pays gross $1,375 weekly: $1,000 regular pay (40 hrs × $25) plus $375 overtime premium (10 hrs × $25 × 1.5). Annualized over 52 weeks, that adds $19,500 above straight-time gross. The U.S. Department of Labor sets the federal Fair Labor Standards Act overtime threshold at 40 hours per workweek per 29 USC 207. Five states (California, Alaska, Nevada, Colorado, Kentucky) layer daily-OT rules on top, and California adds a 7th-consecutive-day rule that triggers double-time after 8 hours.

This calculator gives gross overtime estimates for educational purposes, not legal or tax advice. Consult your state labor department for exempt classification questions specific to your situation.

How to Use This Overtime Calculator

Pick a mode at the top: Weekly OT for the standard FLSA federal rule (over 40 hours per week), or Daily OT for California, Alaska, Nevada, Colorado, or Kentucky daily-hours rules. In Weekly mode, enter your hourly base rate, regular hours per week (default 40), overtime hours per week, and pick a multiplier (1.5 times for FLSA standard, 2 times for double-time). The calculator displays regular pay, overtime premium, weekly total, biweekly extrapolation, and annual extrapolation at 52 weeks. In Daily mode, pick your state, enter hours per day and days per week, and the calculator applies the right combination of state daily rules and federal weekly rules (whichever benefits the worker per FLSA preemption logic). The insight box explains the rule applied and any state-specific caveats, including the Nevada threshold tied to the state minimum wage and the California 7th-day double-time trigger.

Understanding FLSA Overtime: The 40-Hour Rule

The Fair Labor Standards Act of 1938 established the federal 40-hour workweek and required non-exempt employees to be paid 1.5 times their regular rate for hours worked above that threshold per 29 USC 207. The “workweek” is defined as any fixed and regularly recurring period of 168 consecutive hours (seven 24-hour days), set by the employer per 29 CFR 778.105. An employer cannot vary the workweek week-to-week to avoid overtime; the period must be stable. Most employers use Sunday-to-Saturday, but Monday-to-Sunday or any other start day is permitted as long as it stays consistent. The FLSA overtime rule applies to non-exempt employees only. Exempt employees, defined by both salary level (currently $35,568 per year per the 2019 DOL rule restored after the 2024 vacatur) and a duties test, receive no overtime regardless of hours worked. The Department of Labor enforces these rules through the Wage and Hour Division.

For a $25 per hour worker on a 50-hour week:

Annualized: $71,500 if sustained 52 weeks. The overtime premium alone (the 0.5 portion above straight-time) is $125 per week or $6,500 per year.

Overtime Pay Formula Explained

Overtime math is straightforward: Overtime Pay = Hourly Rate × Multiplier × Overtime Hours. The federal FLSA standard multiplier is 1.5 (time and a half). Double-time at 2 times rate is not federally required but appears in California (over 12 hours per day or after 8 hours on the 7th consecutive day per CA Labor Code 510), some union collective bargaining agreements, and many holiday pay policies. Employers may pay higher multipliers voluntarily. The “regular rate” includes hourly wage plus any non-discretionary bonuses, shift differentials, and per-piece earnings, and excludes paid time off, gifts, and discretionary year-end bonuses per 29 CFR 778.108. For salaried non-exempt workers, the regular rate equals weekly salary divided by hours intended to compensate, then OT is calculated on that derived hourly rate. This regular-rate inclusion of bonuses is a frequent FLSA enforcement target during DOL Wage and Hour audits.

For the $25 per hour Beaumont welder example with 10 OT hours per week, the math walks line by line. Regular weekly pay: 40 × $25 = $1,000. Overtime weekly pay: 10 × $25 × 1.5 = $375. Total weekly: $1,375. Multiply by 52 weeks for annual approximation: $71,500. The straight-time annual would have been only $52,000 ($25 × 2,080), so 10 OT hours per week generates an additional $19,500 per year, a 37 percent uplift on annual gross from sustained moderate overtime alone.

California 7th-Day and Daily-OT Rules

California is the most generous overtime state in the country. CA Labor Code 510 mandates 1.5 times rate for hours over 8 in any workday, 2 times rate for hours over 12 in any workday, and on the 7th consecutive day worked in a workweek the first 8 hours pay 1.5 times and any additional hours pay 2 times. Federal weekly 40-hour OT applies on top: workers receive whichever rule yields more pay. A Los Angeles retail worker scheduled six 8-hour days (48 hours) plus a 10-hour 7th day picks up substantial premiums: federal weekly OT covers 8 hours above 40 at 1.5 times, plus the 7th-day rule pays the first 8 hours of day 7 at 1.5 times and the last 2 at 2 times. Total OT premium for that schedule on a $20 per hour base reaches roughly $200 above straight-time ($1,360 paid vs $1,160 straight). None of the major calculator pages from ADP, Omnicalculator, or PaychexCity walk through this stacking explicitly.

For after-tax impact on this CA OT scenario, see the California paycheck calculator. The CA exempt salary threshold also runs higher than federal: $70,304 per year for 2026 (twice the state minimum wage of $16.90/hr at 40 hours per week, effective January 1, 2026), rising annually with the state minimum wage indexation per CA Labor Code 515. A salaried worker earning $50,000 in California is automatically non-exempt by salary alone (California rule), even though that same worker would potentially qualify for federal exemption above $35,568.

Nevada $18 Threshold and Other Daily-OT States

Nevada Revised Statutes 608.018 grants daily overtime (1.5 times above 8 hours per day) only to workers earning less than 1.5 times the state minimum wage. Nevada moved to a single-tier $12.00 per hour minimum wage effective July 1, 2024 per Question 2 ballot 2022, raising the daily-OT eligibility threshold to $18.00 per hour. Workers earning $18.00 or above receive only the federal weekly 40-hour rule. A Las Vegas server earning $17 per hour qualifies for daily OT after 8 hours on any single day; the same server bumped to $18 falls back to weekly-only. Most online overtime calculator pages from ADP, Omnicalculator, and PaycheckCity still cite the obsolete $13.18 figure tied to the pre-2024 two-tier minimum wage system, leaving Nevada workers without accurate guidance on whether daily OT applies to their pay rate. The threshold updates each January if Nevada raises the minimum wage further by ballot or legislative action.

Other daily-OT states use varied rules. Alaska (AS 23.10.060) applies 1.5 times above 8 hours per day OR above 40 hours per week, whichever benefits the worker, with an exemption for employers with fewer than 4 employees. Colorado COMPS Order 40 (effective January 1, 2026) triggers 1.5 times above 12 hours per day, above 12 consecutive hours regardless of start time, OR above 40 hours per week. Kentucky KRS 337.050 pays 1.5 times for all hours on the 7th consecutive day worked in a workweek with no daily-hours threshold, requiring the prior 6 days to have been worked. The overtime calculator above implements all five state rule sets in dedicated logic.

The 2024 Vacatur: Why the FLSA Exempt Threshold Stayed at 35,568 Dollars

The Department of Labor’s April 2024 final rule attempted to raise the white-collar exempt salary threshold from $35,568 ($684 per week) to $43,888 effective July 1, 2024 and then to $58,656 effective January 1, 2025. On November 15, 2024, the Eastern District of Texas in State of Texas v. Department of Labor vacated the entire rule nationally including both the July 2024 increase and the planned January 2025 increase. The Trump administration paused the DOL appeal to the Fifth Circuit in April 2025 and indicated plans to reconsider the rulemaking. As a result, the operative federal exempt salary threshold for 2026 reverts to the 2019 DOL rule at $35,568 per year, equivalent to $684 per week or roughly $17.10 per hour at 40 hours. Highly Compensated Employee threshold sits at $107,432 per year per the restored 2019 rule.

Practical impact for the overtime calculator: a salaried worker earning $50,000 per year retains potential exempt status under 2026 rules (was set to lose it under the now-vacated 2025 rule). Top-ranking calculator pages have not yet updated this; many still display the higher $58,656 figure as if operative. Some states (California $70,304 for 2026, New York $62,353-$66,300 by region, Washington approximately $80,168) set higher thresholds that still apply within state borders.

Common Hourly Rates and Their Overtime Premiums

The reference table below shows time-and-a-half and double-time rates plus the per-week premium and annualized OT bonus at 10 overtime hours per week, a common pattern for shift workers, trades, and seasonal industries. Welders, equipment operators, manufacturing line workers, and construction trades commonly run 45-55 hour weeks during peak project periods, generating between $5,000 and $13,000 in additional annual gross from the OT premium alone at typical median rates. Healthcare workers (registered nurses, respiratory therapists) on 36-hour base schedules may pick up 12-16 OT hours per pay cycle through mandatory or voluntary extra shifts. Restaurant and retail workers see less consistent OT but periodic seasonal spikes around holidays. Each scenario uses the same FLSA 1.5 times federal multiplier; the variable is the base rate and OT hour count. Higher base rates compound the OT bonus dramatically because the 0.5 premium portion scales with the hourly wage.

Note: figures are gross before federal income tax, state income tax, and FICA. Overtime is taxed at the same marginal income tax rate as regular wages (the persistent myth that OT is taxed higher is false; it only feels higher because OT often pushes weekly withholding into a higher bracket on the supplemental withholding tables). For after-tax estimates including state-specific rates, see the paycheck calculator hub.

Tipped Workers, Day-Rate, and Other Edge Cases

Several employee categories have FLSA-specific overtime rules worth noting. Tipped employees (servers, bartenders, valets) receive overtime calculated on the full minimum wage, not the reduced tipped wage of $2.13 per hour federal. A server with the federal $7.25 minimum wage receives OT premium of $7.25 × 0.5 = $3.62 per hour above 40, regardless of tip income. Section 7(k) of the FLSA permits law enforcement and firefighters to use a 7-to-28-day work cycle with proportional OT thresholds: 171 hours over a 28-day cycle, equivalent to 42.75 hours per 7 days, before OT triggers. Day-rate workers (paid a flat amount per day) calculate OT by dividing total weekly pay by total hours worked to derive a regular rate, then receive an additional 0.5 times that rate for hours above 40. Salaried non-exempt workers are similarly paid on a derived hourly basis. Salaried exempt workers receive no overtime but cannot have pay docked for partial-day absences in most cases.

FAQ

How do you calculate overtime pay?

Multiply your hourly rate by 1.5 (the FLSA standard time-and-a-half multiplier) by the number of overtime hours worked in the workweek. The formula is OT Pay = Hourly Rate × 1.5 × OT Hours. A worker earning $20 per hour with 10 OT hours earns $300 in overtime pay ($20 × 1.5 × 10), on top of $800 regular pay (40 hrs × $20), for $1,100 total weekly gross. The overtime calculator above runs this math automatically with state-specific daily rules layered in.

What is time and a half for $20 an hour?

$20 per hour at time-and-a-half is $30 per hour. For each overtime hour worked, the worker earns $30 instead of $20, an extra $10 premium per OT hour. Working 10 OT hours per week at $20 base adds $300 to weekly gross ($100 of which is the OT premium above straight-time, $200 is the wage portion that would have been paid anyway at straight-time).

Is overtime taxed at a higher rate?

No. Overtime is taxed at the same marginal income tax rate as regular wages. The myth persists because employers often use the IRS supplemental withholding rate (22 percent flat) on bonus or OT-heavy paychecks, making the withholding feel higher. At tax filing time, the actual tax liability is based on annual income at standard brackets, and any over-withholding on OT paychecks comes back as a refund.

Do salaried employees get overtime?

Salaried workers earning above the FLSA exempt threshold ($35,568 per year per the 2019 rule restored after the 2024 vacatur) AND meeting one of the duties tests (executive, administrative, professional, computer, outside sales) are exempt and receive no overtime regardless of hours. Salaried workers below the threshold OR failing the duties test are non-exempt and entitled to OT under FLSA. Some states (CA, NY, WA) set higher thresholds that override the federal floor within state borders.

Is overtime after 8 hours or 40 hours?

Federal FLSA: 40 hours per workweek. State daily-OT rules (CA, AK, NV, CO, KY): some trigger after 8 hours per day. California is the most aggressive (>8 hrs/day = 1.5×, >12 hrs/day = 2×, plus 7th-day rule). Most other states follow the federal weekly-only rule. Use the Daily OT mode in the overtime calculator above for state-specific calculations.

What states require daily overtime?

Five states: California, Alaska, Nevada, Colorado, and Kentucky. Each uses different rules. CA: >8 hrs/day = 1.5×, >12 = 2×, plus 7th-day premium. AK: >8 hrs/day OR >40 hrs/week. NV: >8 hrs/day if base rate < $18.00/hr (1.5× state minimum wage as of 2024). CO: >12 hrs/day OR >12 consecutive hours OR >40 hrs/week. KY: 7th consecutive day worked in workweek = 1.5× all hours.

Can my employer refuse to pay overtime?

No, if you are non-exempt under FLSA. Employers may legally limit OT hours by capping schedules, but cannot work non-exempt employees over 40 hours and refuse to pay 1.5× rate. Misclassifying employees as exempt to dodge OT is a common FLSA violation that triggers Department of Labor Wage and Hour Division enforcement, back-pay awards, and double damages. The DOL Wage and Hour Division recovers hundreds of millions in FLSA back wages annually for misclassified workers.

How does overtime work for tipped employees?

Tipped employees (servers, bartenders) receive OT calculated on the full federal minimum wage of $7.25 per hour, NOT the reduced tipped wage of $2.13. A server’s OT premium is $7.25 × 0.5 = $3.62 per hour above 40, on top of the regular tipped wage and tips. State minimum wages (higher than federal in most states) replace the $7.25 base in the calculation. A California tipped worker uses the state $16.50 minimum wage, yielding OT premium of $8.25 per hour above 40.

What is the FLSA overtime salary threshold for 2026?

$35,568 per year ($684 per week). The 2024 DOL Final Rule attempted to raise this to $58,656 but was vacated nationally on November 15, 2024 by the Eastern District of Texas in State of Texas v. Department of Labor. Trump administration paused the DOL appeal in April 2025, and the 2019 rule is now restored as the operative federal threshold. Highly Compensated Employee threshold: $107,432 per year. Several states (CA $70,304 for 2026, NY $62,353-$66,300 by region, WA approximately $80,168) maintain higher thresholds within state borders.

Sources

Federal: Department of Labor

• DOL FLSA Fact Sheet 23 Overtime Pay: dol.gov FLSA OT
• DOL FLSA Fact Sheet 17A Exempt Threshold: dol.gov exempt threshold
• DOL Salary Levels (operative thresholds): dol.gov salary levels
• DOL elaws FLSA Overtime Advisor: dol.gov elaws OT
• DOL Final Rule 89 FR 32842 (vacated): federal register exempt rule

Federal regulation references

• 29 CFR Part 778 Overtime Compensation: ecfr.gov part 778
• BLS Occupational Employment Statistics May 2024: bls.gov OEWS
• IRS Publication 15 Employer Tax Guide: irs.gov publication 15

State labor departments

• California DIR Overtime FAQ: dir.ca.gov OT FAQ
• Nevada Office of Labor Commissioner: Nevada labor
• Colorado CDLE COMPS Order: Colorado CDLE

Conclusion

The overtime calculator above runs the gross math for any hourly rate, hours pattern, and state daily-OT rule in seconds, but the headline 1.5 times multiplier hides important state-by-state and edge-case rules. A Beaumont welder at $25.88 per hour earns $53,830 base annually and adds roughly $20,186 in overtime premium on a 50-hour-per-week schedule, total $74,016 gross. California stacks daily-OT and 7th-day premiums on top of federal weekly OT, often paying the most. Nevada’s daily-OT rule applies only below $18.00 per hour after the 2024 minimum wage update. The FLSA exempt salary threshold reverted to $35,568 after the November 2024 court vacatur. For after-tax estimates beyond gross OT, consult a payroll professional or use the state-specific paycheck calculator. Comparing a raise versus more OT hours? See the pay raise calculator. Converting between hourly and salaried compensation? Use the hourly to salary calculator. This overtime calculator provides estimates for educational purposes only, not legal or tax advice.

Jordan Wells

Jordan spent four years in payroll processing before joining Kalkfy as a financial research editor. He is not a CPA, tax attorney, or HR practitioner; this content is educational, not legal or financial advice.