Overtime Pay Calculator
Price every hour at the right multiplier and see exactly what your overtime is worth before tax.
Work Out One Week of Pay, Tier by Tier
Enter the hours for a single workweek. Regular hours are paid at your base rate; each premium tier is paid at its own multiplier.
All figures are gross, before income tax, payroll taxes and any deductions. Hours are treated as one workweek; the annual figure simply repeats that week across the paid weeks you enter.
Understanding Overtime Pay
The Regular Rate Is Not Always Your Base Rate
Premium multipliers are applied to the regular rate of pay, which under the US Fair Labor Standards Act includes non-discretionary bonuses, shift differentials, commissions and most production incentives, divided across the hours they cover. Only genuinely discretionary gifts, reimbursed expenses and premium pay already counted are excluded. If you receive any of these, enter the blended figure as your base rate here, otherwise every premium tier is understated.
Weekly, Daily and Seventh-Day Rules
- US federal: 1.5x beyond 40 hours in a fixed seven-day workweek. Hours cannot be averaged across two weeks.
- California: also 1.5x beyond 8 hours in a day, and 2x beyond 12 hours in a day or beyond 8 hours on the seventh consecutive day.
- Elsewhere: thresholds, multipliers and daily caps vary widely. Change the threshold input to match your own rule.
Exempt Versus Non-Exempt
Being paid a salary does not by itself remove the right to overtime. In the US an employee is exempt only if they meet a salary basis test, a salary level threshold and a duties test covering executive, administrative, professional, outside sales or certain computer roles. Misclassification is one of the most common and most expensive payroll errors, and back pay is usually owed with penalties.
Where Overtime Is Commonly Miscounted
- Weekend and public-holiday work carries no federal US premium; any extra is contractual, so check your agreement before assuming 2x.
- Paid leave, sick days and holidays are usually not hours worked, so they do not count toward the 40-hour threshold.
- Pre-shift setup, post-shift closing, mandatory training and working through an unpaid break are compensable hours worked.
- Private employers generally cannot swap overtime pay for time off in lieu.