The definitive wage calculator for American workers. Calculate federal 40-hour overtime, California daily and double-time rules, 7-day timesheets, and salaried non-exempt pay in seconds.
Select your calculation mode below. Our engine automatically applies statutory federal FLSA guidelines or state-specific daily overtime and double-time rules.
Quick estimator, 7-day timesheet, or salaried non-exempt.
Federal FLSA, California (daily + double-time), Colorado, Alaska, or Nevada.
See straight-time pay, overtime pay, double-time, and effective hourly rate.
Real-time calculation engine with state law presets
| Day of Week | Hours | Regular | Overtime | Double Time |
|---|---|---|---|---|
| Monday | 8.00 | 0.00 | 0.00 | |
| Tuesday | 8.00 | 1.00 | 0.00 | |
| Wednesday | 8.00 | 0.00 | 0.00 | |
| Thursday | 8.00 | 2.00 | 0.00 | |
| Friday | 8.00 | 0.00 | 0.00 | |
| Saturday | 0.00 | 5.00 | 0.00 | |
| Sunday (7th Day) | 0.00 | 0.00 | 0.00 |
While the Fair Labor Standards Act sets the federal baseline at 1.5x after 40 weekly hours, states have the legal authority to enact more protective wage standards. Search below to review your state's specific daily overtime and double-time requirements.
| State | Daily OT Threshold | Weekly OT Threshold | Double-Time Mandate | Key Exceptions & Statutory Notes |
|---|---|---|---|---|
| California (CA) | > 8 hours/day | > 40 hours/week | > 12 hrs/day & 7th day >8 hrs | Cal. Labor Code § 510; strict alternative workweek schedule rules. |
| Colorado (CO) | > 12 hours/day | > 40 hours/week | None statutory | COMPS Order #39; applies to 12 consecutive hours regardless of workday boundary. |
| Alaska (AK) | > 8 hours/day | > 40 hours/week | None statutory | Alaska Stat. § 23.10.060; applies to employers with 4 or more workers. |
| Nevada (NV) | > 8 hours/day* | > 40 hours/week | None statutory | *Applies only if employee earns less than 1.5x state minimum wage. |
| New York (NY) | None | > 40 hours/week | None statutory | Spread-of-hours rule mandates 1 extra hour at min wage for days over 10h. |
| Texas (TX) | None | > 40 hours/week | None statutory | Follows federal FLSA guidelines (29 U.S.C. § 207). |
| Florida (FL) | None | > 40 hours/week | None statutory | Follows federal FLSA guidelines; constitutional minimum wage updates. |
| Illinois (IL) | None | > 40 hours/week | None statutory | One Day Rest in Seven Act (ODRISA) mandates 24 consecutive hours rest. |
| Pennsylvania (PA) | None | > 40 hours/week | None statutory | PA Minimum Wage Act does not permit fluctuating workweek overtime reduction. |
| Washington (WA) | None | > 40 hours/week | None statutory | Agricultural workers phased into full 40-hour overtime protections in 2024. |
| Massachusetts (MA) | None | > 40 hours/week | None statutory | M.G.L. c. 151 § 1A; strict exemptions with mandatory 3x liquidated damages. |
| Federal Standard (FLSA) | None | > 40 hours/week | None statutory | Baseline across remaining 39 states including OH, GA, NC, VA, MI, AZ, TN, IN. |
Under federal and state law, calculating overtime is not always as simple as multiplying your base hourly rate by 1.5. Learn how regular rates, non-discretionary bonuses, and weighted averages are computed according to 29 C.F.R. § 778.
For employees with a single fixed hourly rate and no supplemental bonuses, gross overtime compensation is computed strictly on straight-time earnings plus the half-time premium.
Under 29 C.F.R. § 778.208, non-discretionary bonuses (production, safety, attendance) must be added into straight-time earnings before dividing by total hours worked to find the true regular rate.
When an employee performs two or more different jobs at different wage rates within the same workweek, overtime must be computed using the weighted regular rate of all hours worked.
Wage theft through overtime violations costs American workers billions of dollars annually. If your employer engages in any of the following practices, you may be entitled to back wages and liquidated damages.
Many employers falsely tell employees that receiving a fixed salary automatically exempts them from overtime. Under the FLSA, you must also pass specific statutory job duties tests (bona fide executive, administrative, or professional duties).
An employer cannot average 50 hours in Week 1 and 30 hours in Week 2 to report "80 straight-time hours" on an 80-hour bi-weekly paycheck. Each individual 7-day workweek stands completely alone under federal law.
Private companies frequently offer "comp time" (allowing you to take 1.5 hours off next month instead of paying overtime this week). In the private sector, comp time in lieu of overtime wages is completely illegal under 29 U.S.C. § 207.
Arriving early to boot up computers, donning safety gear, attending mandatory meetings, or answering company emails/messages from home are all compensable work hours under the Portal-to-Portal Act.
Paying overtime solely based on base wage while paying separate production, sales, or attendance bonuses violates 29 C.F.R. § 778. Bonuses increase your regular rate, which in turn increases the overtime rate retroactively.
Automatic payroll deductions for lunch breaks when employees are interrupted by phone calls, asked to monitor workstations, or required to remain on premises constitute unpaid compensable work hours.
Audited & Verified for 2025–2026 Labor Code Compliance • Last Updated: February 2025
Our calculation models are strictly built and maintained according to statutes published by the United States Department of Labor (DOL) Wage and Hour Division (WHD), the Fair Labor Standards Act (FLSA), and respective state labor commissions (including the California Department of Industrial Relations and Colorado Division of Labor Standards and Statistics).
Statutory References & Authoritative Sources:
Clear, authoritative answers to the most common questions regarding overtime pay eligibility, rates, and rights.
Under the federal Fair Labor Standards Act (FLSA), time-and-a-half is calculated by multiplying your regular hourly rate by 1.5 for each hour worked beyond 40 in a single workweek. For example, if you earn $20.00 per hour and work 45 hours, your 40 regular hours equal $800.00 ($20 x 40), and your 5 overtime hours equal $150.00 ($20 x 1.5 x 5 = $30 x 5), yielding a gross total of $950.00.
In the private sector, giving compensatory time off ("comp time") instead of cash overtime pay is strictly prohibited under 29 U.S.C. § 207. Non-exempt private employees must be paid overtime in currency on their regular designated payday. Comp time agreements are only legal for certain public agency employees (such as state, county, or municipal government workers) subject to collective bargaining or specific statutory agreements.
No, under federal law, the FLSA does not require extra pay simply for working on Saturdays, Sundays, or holidays unless working those days causes your total hours to exceed 40 in that workweek. However, company employment contracts or collective bargaining agreements often specify weekend or holiday premium rates independently of statutory requirements.
Under 29 C.F.R. § 778.208, all nondiscretionary bonuses—including safety bonuses, production incentives, attendance awards, and commissions—must be included in your regular rate calculation. Your employer must add the bonus amount to your total straight-time earnings for the period, divide by total hours worked to find the true regular rate, and pay an additional 0.5x on that higher rate for all overtime hours worked.
California is one of the few states with comprehensive daily overtime rules under California Labor Code § 510. You receive 1.5x pay for hours worked over 8 up to 12 in a single day, and 2.0x (double time) for hours worked beyond 12 in a day. Furthermore, if you work seven consecutive days in a workweek, the first 8 hours on the 7th day are paid at 1.5x, and all hours worked beyond 8 on that 7th day are paid at 2.0x double time.
No. The FLSA strictly dictates that each workweek stands alone. Averaging hours over two or more weeks is illegal. In this scenario, the employer must pay 40 regular hours plus 10 overtime hours (at 1.5x) for Week 1, and 30 regular hours for Week 2. An employer who pays this as 80 straight-time hours owes back wages plus potential liquidated damages.
Yes. Earning a salary does not automatically exempt you from overtime pay. To be considered an "exempt" salaried worker, you must meet both the federal salary threshold and pass the specific duties test for executive, administrative, professional, or outside sales roles. Salaried non-exempt employees (such as administrative assistants, inside sales representatives, and technical support staff) are fully entitled to overtime pay.
If your employer refuses to pay legally earned overtime: (1) Keep meticulous personal records of your actual daily work hours; (2) Request written clarification from payroll; (3) If unresolved, file a wage complaint with the US Department of Labor Wage and Hour Division (WHD) or your state labor department; (4) Under the FLSA, you can recover 100% of unpaid wages plus an equal amount in liquidated damages (double back pay) and reasonable attorney fees.
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