Time and a Half & Overtime Pay Calculator
Calculate time and a half (1.5x), double time (2x), or a custom overtime multiplier and see your total weekly pay.
How to Calculate Overtime Pay
Use this overtime pay calculator to estimate extra earnings from time and a half, double time, or a custom overtime multiplier. It helps employees check payslips and weekly totals, and it helps managers estimate labour cost for extended shifts or peak periods.
Enter your regular hourly rate, regular hours, and overtime hours. The calculator multiplies each overtime hour by the premium rate, adds that amount to your regular pay, and then shows total pay and your effective hourly rate for the full week.
Overtime Pay Formula
Overtime Pay = Regular Hourly Rate × Overtime Multiplier × Overtime Hours
Total Pay = Regular Pay + Overtime Pay
Effective Hourly Rate = Total Pay / Total Hours Worked
Where:
- Regular Hourly Rate = Your standard pay rate per hour
- Overtime Multiplier = The premium rate factor (1.5x for time-and-a-half, 2x for double time, or a custom value)
- Overtime Hours = Total hours worked beyond the standard work schedule
- Regular Pay = Regular Hourly Rate × Regular Hours Worked
How to Calculate Time and a Half (Step by Step)
Time and a half means 1.5 times your regular hourly rate. This is exactly how the calculator works it out:
- Find your regular hourly rate. If you are salaried, divide your weekly salary by the hours it is meant to cover (usually 40). Fold in nondiscretionary bonuses, shift differentials, and commissions first — under the FLSA the "regular rate" is not just your base wage.
- Multiply the rate by 1.5. A $20/hour rate becomes $30/hour of time and a half ($20 × 1.5 = $30).
- Count the overtime hours. Under federal law these are the hours worked over 40 in a single workweek.
- Multiply the time-and-a-half rate by the overtime hours. $30 × 8 overtime hours = $240 in overtime pay.
- Add the overtime pay to your regular pay for the week to get your gross total.
For "double time and a half" searches: there is no single 2.5x federal rate. People usually mean either double time (2x) or time and a half (1.5x) — pick the matching multiplier in the calculator above, or enter a custom value.
Understanding FLSA Overtime Rules
The Fair Labor Standards Act (FLSA) in the United States establishes the federal standard for overtime pay. Under the FLSA, non-exempt employees must receive overtime pay at a rate of not less than 1.5 times their regular rate of pay for all hours worked over 40 in a workweek. It is important to note that the FLSA calculates overtime on a weekly basis, not daily. This means that even if you work 12 hours in a single day, you would not be entitled to federal overtime pay unless your total hours for that week exceed 40. However, some states, like California, have daily overtime rules that require overtime pay for hours worked beyond 8 in a single day and double time for hours beyond 12.
The FLSA exempts certain categories of employees from overtime requirements, including executive, administrative, professional, computer, and outside sales employees who meet specific criteria related to their job duties and salary level. These are known as "exempt" employees. The salary threshold for exemption is periodically updated by the Department of Labor. If you are classified as exempt, you are generally not entitled to overtime pay regardless of how many hours you work. Misclassification of employees as exempt when they should be non-exempt is a common source of labor disputes and wage claims.
Time and a Half vs. Double Time
Time and a half (1.5x) is the standard overtime multiplier required by federal law in the United States and is the most widely used overtime rate globally. It means you earn 50% more per hour than your regular rate. For example, if your regular rate is $20 per hour, your time-and-a-half rate would be $30 per hour. Double time (2x) means you earn twice your regular rate. Using the same example, double time would pay $40 per hour. Double time is typically reserved for specific situations such as working on holidays, working beyond a certain number of overtime hours in a day, or as specified in collective bargaining agreements. Some employers voluntarily offer double time as an incentive for employees to work undesirable shifts or during peak demand periods.
Example Calculations
Example 1: $25/hr with 10 Overtime Hours at 1.5x
An employee earns $25 per hour, works 40 regular hours and 10 overtime hours at time and a half.
- Regular Pay = $25 × 40 = $1,000.00
- Overtime Rate = $25 × 1.5 = $37.50/hour
- Overtime Pay = $37.50 × 10 = $375.00
- Total Pay = $1,000.00 + $375.00 = $1,375.00
- Effective Hourly Rate = $1,375.00 / 50 = $27.50/hour
Example 2: $30/hr with 5 Overtime Hours at 2x
An employee earns $30 per hour, works 40 regular hours and 5 overtime hours at double time.
- Regular Pay = $30 × 40 = $1,200.00
- Overtime Rate = $30 × 2 = $60.00/hour
- Overtime Pay = $60.00 × 5 = $300.00
- Total Pay = $1,200.00 + $300.00 = $1,500.00
- Effective Hourly Rate = $1,500.00 / 45 = $33.33/hour
Overtime Pay for Salaried Employees
Salaried employees who are classified as non-exempt are also entitled to overtime pay. To calculate overtime for a salaried employee, you first need to determine their regular hourly rate by dividing their weekly salary by the number of hours the salary is intended to cover (typically 40). Once the hourly rate is established, overtime is calculated the same way as for hourly employees. For example, if a non-exempt salaried employee earns $800 per week for 40 hours, their regular hourly rate is $20, and their overtime rate at 1.5x would be $30 per hour for any hours worked beyond 40 in that week.
State and International Variations
While the FLSA sets the federal minimum standard in the United States, individual states may have more generous overtime laws. California, for example, requires overtime pay for hours worked beyond 8 in a single day and double time for hours beyond 12 in a day, regardless of the weekly total. Some states also require overtime for working more than six consecutive days. Internationally, overtime regulations vary significantly. Many European countries have strict limits on working hours with mandated premium pay for overtime. In some Asian countries, overtime rates can be 1.25x, 1.5x, or higher depending on whether the overtime is on a regular workday, a rest day, or a holiday. Always check the specific labor laws in your jurisdiction to understand your overtime rights and obligations.
2026 Federal Overtime Salary Threshold + Recordkeeping
For 2026, the US Department of Labor FLSA overtime rules require that a salaried employee earn at least the federal salary threshold ($684/week / $35,568/year) AND meet a duties test to be exempt from overtime. This $684/week figure is the 2019 level: the higher 2024 DOL rule was vacated by a federal court in November 2024, and the Department republished the 2019 regulations in a May 2026 technical amendment. Below the threshold, the employee is non-exempt regardless of title and must receive 1.5x pay past 40 hours a week.
- Track hours accurately: employers must preserve payroll records for at least 3 years under 29 CFR § 516.5, and the records those wage computations are based on for at least 2 years under 29 CFR § 516.6.
- Compute the regular rate correctly: nondiscretionary bonuses, shift differentials, and commissions must be folded into the regular hourly rate before multiplying by 1.5.
- Do not average across weeks: overtime is calculated week-by-week; a 30/50-hour split cannot be netted to 40/40 to avoid the 10 OT hours.
- Watch state daily-OT rules: California, Alaska, Colorado, and several others require overtime past 8 or 12 hours in a day even if the weekly total is 40 or fewer. State rules vary widely — check your state labor agency.
If your employer refuses to pay overtime, you can file a WHD complaint at dol.gov/agencies/whd/contact/complaints — the statute of limitations is 2 years, or 3 years for willful violations.
Sources
- DOL Fact Sheet #23: Overtime Pay Requirements of the FLSA — 1.5x rate over 40 hours per workweek; workweek (not daily) basis; no cap on hours for employees 16+.
- DOL Wage and Hour Division: Overtime Pay — federal overtime overview and $684/week salary threshold.
- DOL Fact Sheet #56A: Regular Rate of Pay — nondiscretionary bonuses, shift differentials, and commissions are included in the regular rate.
- DOL: Salary levels for the white-collar exemptions — $684/week ($35,568/year) 2019 level restored after the 2024 rule was vacated.
- 29 CFR § 516.5 — payroll records preserved for 3 years.
- California DIR: Overtime FAQ — 1.5x over 8 hours/day (to 12), 2x over 12 hours/day, and the 7th-consecutive-day rules.
Last updated: 2026-07-10. This page is general information, not legal or tax advice. Verify current figures with the official sources above.
Frequently Asked Questions
What is time and a half?
Time and a half is the most common overtime pay rate, where employees earn 1.5 times their regular hourly rate for each hour of overtime worked. For example, if your regular rate is $20 per hour, time and a half would pay you $30 per hour for overtime hours. This rate is mandated by the Fair Labor Standards Act (FLSA) in the United States for non-exempt employees who work more than 40 hours in a workweek, and similar regulations exist in many other countries.
How do I calculate time and a half?
To calculate time and a half, multiply your regular hourly rate by 1.5 to get the overtime rate, then multiply that rate by the number of overtime hours. For example, a $20 hourly rate becomes $30 per hour (20 x 1.5), so 8 overtime hours pay $240. Under the federal FLSA, time and a half applies to hours worked over 40 in a single workweek; some states, such as California, also require it after 8 hours in a workday. Fold any nondiscretionary bonuses, shift differentials, and commissions into your regular rate before multiplying by 1.5.
Who is eligible for overtime pay?
Under the FLSA, non-exempt employees are eligible for overtime pay. Non-exempt status is determined by factors including salary level, salary basis, and job duties. Generally, employees who earn below a certain salary threshold (set by the Department of Labor) and perform non-managerial, non-professional duties are classified as non-exempt. Exempt employees, including many executive, administrative, professional, computer, and outside sales workers, are not entitled to overtime pay. State laws may provide broader overtime coverage than federal law.
Is overtime mandatory?
In most jurisdictions, employers can legally require employees to work overtime as long as they properly compensate them at the mandated overtime rate. Refusing to work mandatory overtime can be grounds for disciplinary action or termination in many employment-at-will states. However, there are limits and protections. Some industries have maximum hour restrictions, collective bargaining agreements may limit mandatory overtime, and certain employees (such as minors) have special protections. Some states also require advance notice for mandatory overtime scheduling.
How is overtime calculated for salaried employees?
For salaried employees who are non-exempt, overtime is calculated by first determining the regular hourly rate. This is done by dividing the weekly salary by the number of hours the salary is intended to compensate (usually 40). Once the hourly rate is established, overtime is computed at 1.5 times that rate for hours exceeding 40 in a workweek, just like for hourly employees. For instance, a non-exempt employee earning $1,000 per week has a regular rate of $25 per hour and an overtime rate of $37.50 per hour.
What is double time?
Double time is an overtime pay rate where employees earn twice their regular hourly rate. While there is no federal requirement for double time under the FLSA, some state laws mandate it in specific situations. For example, California requires double time for hours worked beyond 12 in a single workday and for all hours worked beyond 8 on the seventh consecutive day of work in a workweek. Additionally, some employers offer double time voluntarily for holiday work, weekend shifts, or as part of union-negotiated contracts to incentivize employees to work during less desirable times.
What is the 2026 FLSA salary threshold for exempt employees?
The current federal FLSA salary threshold for exempt employees is $684 per week ($35,568 per year), the 2019 level that remains in effect after the 2024 DOL overtime rule was vacated in November 2024 and the Department of Labor republished the 2019 regulations in a May 2026 technical amendment. Anyone paid a salary below that level is non-exempt and must receive 1.5x overtime past 40 hours a week, regardless of job title. Several states (CA, NY, WA, CO) set their own higher thresholds that override the federal minimum for local employees.
How do I file an unpaid overtime complaint with the Department of Labor?
File a Wage and Hour Division complaint at dol.gov/agencies/whd/contact/complaints, by phone at 1-866-4US-WAGE, or in person at a WHD district office. The statute of limitations is 2 years from the missed payment, or 3 years if the violation was willful. Keep your own copy of hours worked (screenshots, texts, emails) because you cannot rely on the employer's records if they are the target of the complaint.