Overtime Pay Calculator
Work out your weekly pay when overtime is involved: regular hours at your normal rate, plus time and a half for every hour over 40 in the workweek.
Total Weekly Gross Pay
How It Works
Under the federal Fair Labor Standards Act (FLSA), most hourly workers in the United States must be paid at least 1.5 times their regular hourly rate — "time and a half" — for every hour worked over 40 in a single workweek. The calculation splits your week in two: the first 40 hours are paid at your normal rate, and every hour after that is paid at 1.5× your rate. So weekly gross pay = (40 × hourly rate) + (overtime hours × hourly rate × 1.5). If you work 40 hours or fewer, there is no overtime and the pay is simply hours × rate.
The key detail is that the 40-hour threshold is measured per workweek, not per day and not per pay period. Working 12 hours on Monday and 6 hours on Tuesday does not create overtime by itself — what matters is the week's total. Your employer's workweek is a fixed 7-day period, and it does not have to start on a Monday. Hours cannot be averaged across two weeks to avoid overtime: a 50-hour week followed by a 30-hour week still owes 10 hours of overtime for the first week, even though the two-week average is 40.
Not everyone is covered. The FLSA overtime rule applies to non-exempt employees; exempt salaried workers — generally executives, administrators, professionals and some others who meet specific duties and salary tests — are not entitled to overtime pay under federal law. This calculator also does not model state rules: some states, such as California, have their own daily-overtime rules that can pay overtime for long single days even when the weekly total is under 40. If your state has daily overtime, your actual pay may be higher than this calculator shows.
The rate the 1.5× applies to is your "regular rate", and it is not always the same as your base hourly rate. Under the FLSA, the regular rate is your total pay for the week divided by the total hours worked, and most extra pay — non-discretionary bonuses, shift differentials and piece-rate earnings — has to be folded in before the overtime rate is worked out. This calculator uses the single hourly rate you enter, so if you earn differentials or bonuses, treat its result as a floor and check your pay stub against the higher regular rate.
Weekly gross pay at $25/hour for different week lengths:
| Hours per week | Regular pay | Overtime pay | Total | Annual (52 weeks) |
|---|---|---|---|---|
| 40 | $1,000.00 | $0.00 | $1,000.00 | $52,000.00 |
| 45 | $1,000.00 | $187.50 | $1,187.50 | $61,750.00 |
| 50 | $1,000.00 | $375.00 | $1,375.00 | $71,500.00 |
| 55 | $1,000.00 | $562.50 | $1,562.50 | $81,250.00 |
| 60 | $1,000.00 | $750.00 | $1,750.00 | $91,000.00 |
Each overtime hour at $25 base pay is worth $37.50, so the jump from 40 to 60 hours adds $750 a week — 75% more pay for 50% more hours. The annual column shows the same story at full-year scale: a steady 60-hour week at $25 an hour is worth $91,000 a year gross — $39,000 more than the 40-hour baseline of $52,000.
Worked Example
At $25 an hour working 50 hours in a week: the first 40 hours pay 40 × $25 = $1,000. The 10 overtime hours pay at 1.5 × $25 = $37.50 an hour, so 10 × $37.50 = $375. Total weekly gross pay is $1,000 + $375 = $1,375. If you worked at that pace for all 52 weeks, the annual gross would be $1,375 × 52 = $71,500 — compared with $52,000 for a 40-hour week at the same rate. Those 10 extra hours a week are worth $19,500 a year before tax, because every overtime hour pays 50% more than a regular one.
Take a lower rate and a longer week: $20 an hour for 55 hours. The first 40 hours pay 40 × $20 = $800. The 15 overtime hours pay at 1.5 × $20 = $30 an hour, so 15 × $30 = $450. Total weekly gross pay is $800 + $450 = $1,250. Kept up for 52 weeks that is $65,000 a year — $23,400 more than the $41,600 a 40-hour week at the same rate pays over a year. The overtime premium alone is worth more than half a year of regular pay.
Assumptions
- Federal FLSA rule only: 1.5× for hours over 40 in a workweek. It does not model state daily-overtime rules, double time, or holiday pay.
- A single hourly rate for the whole week. Shift differentials, bonuses and piece rates can change the "regular rate" that overtime is based on — the FLSA requires most extra pay to be folded into the regular rate before the 1.5× is applied.
- The annual estimate simply multiplies one week by 52. Real annual pay depends on how many weeks you actually work overtime, plus holidays and time off.
- All figures are gross pay, before tax and deductions. Use the paycheck calculator to see what reaches your bank account.
- You are a non-exempt employee covered by the FLSA. Exempt salaried workers are not entitled to federal overtime pay.
- All hours fall in a single workweek. Hours split across two workweeks are calculated separately, and cannot be averaged together to reduce overtime.
Sources: US Department of Labor — Fact Sheet #23: Overtime Pay Requirements of the FLSA (1.5× the regular rate for hours over 40 in a workweek). Last reviewed: 13 November 2026.
Built and tested by SumKitTool — see how we check our numbers.
How to Use This Calculator
Enter your hourly rate and the total hours you worked this week. The overtime multiplier defaults to 1.5 — the federal time-and-a-half rate — and you only need to change it if your employer pays a different overtime rate. The result shows your regular pay, your overtime pay, your total weekly gross, and what that pace would be worth over a full year. The Reset button returns to the $25-an-hour, 50-hour example.
The multiplier field is there for the cases the federal rule does not cover. If your employer pays double time, change the multiplier to 2: at $25 an hour for 50 hours, double time pays $50 an hour for the 10 overtime hours — $500 of overtime pay and $1,500 for the week, or $78,000 over a full year.
Tips and Practical Advice
Keep your own record of hours worked. Pay errors are common, and the most useful check is your own log against your pay stub: multiply your overtime hours by 1.5× your rate and compare. If the numbers do not match, ask payroll — and remember that bonuses and shift differentials can legally raise the "regular rate" used for the overtime calculation, so your overtime rate may be slightly higher than 1.5× your base rate, never lower.
Also check your state's rules before assuming the federal figure is the whole story. California, for example, requires daily overtime after 8 hours in a day and double time after 12, so a worker there can earn overtime in a week that never passes 40 hours. And if you are regularly working 50–60 hour weeks, the annual estimate in the results is a useful negotiating number: it shows, in dollars, what those extra hours are worth to your employer.
Check short weeks as well as long ones: a 38-hour week at $25 an hour pays $950 with no overtime at all, so two missed hours cost $50 — the base rate, not the $37.50 overtime rate — which is worth knowing when you are weighing an early finish against the pay.
Frequently Asked Questions
What is time and a half?
Time and a half means 1.5 times your regular hourly rate. At $25 an hour, time and a half is $37.50 an hour. Under the federal FLSA, most hourly workers must be paid at least time and a half for hours worked over 40 in a workweek.
Is overtime calculated daily or weekly?
Under federal law, overtime is calculated weekly: hours over 40 in a single workweek qualify, regardless of how they fall across days. Some states, such as California, also have daily overtime rules, so check your state law if you work long single days.
Do salaried employees get overtime?
It depends on whether they are exempt. The FLSA exempts certain salaried executive, administrative and professional workers who meet specific duties and salary tests. Non-exempt salaried workers are entitled to overtime. Exemption depends on the job's actual duties, not just its title.
How much is 10 hours of overtime at $25 an hour?
Each overtime hour pays 1.5 × $25 = $37.50, so 10 overtime hours pay $375. Added to 40 regular hours at $1,000, a 50-hour week at $25 an hour grosses $1,375.
Can my employer average my hours over two weeks to avoid overtime?
No. The FLSA requires overtime to be calculated per workweek, and hours cannot be averaged across weeks. A 50-hour week followed by a 30-hour week still owes 10 hours of overtime for the first week.
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