For Hourly Employees

Hourly Overtime Calculator

The simplest way to calculate your overtime pay as an hourly employee. Just enter your hourly rate, select your state, and input your total hours — we'll show you the exact breakdown instantly.

Your Hourly Details

State

Your Hourly Rate

$/hour

Total Hours Worked This Week

hours

Applied Rules (Federal (FLSA))

Threshold: 40h/weekOT Rate: 1.5× ($27.00/hr)

Your Results

TOTAL WEEKLY PAY$0.00

HOURS BREAKDOWN

REGULAR HOURS0 hrs

OVERTIME HOURS0 hrs

PAY BREAKDOWN

REGULAR PAY ($18.00/hr)$0.00

OVERTIME PAY ($27.00/hr)$0.00

TOTAL WEEKLY PAY$0.00

How the Hourly Overtime Calculator Works

This overtime calculator is designed specifically for hourly employees. Under the federal FLSA, any non-exempt hourly worker who exceeds 40 hours in a workweek must be paid at 1.5× their regular hourly rate — often called "time and a half." Our calculator applies this rule automatically and also accounts for state-specific thresholds like daily overtime in California and Alaska.

Example: If you earn $22/hour and work 50 hours in a week, your regular pay is 40 × $22 = $880. Your 10 overtime hours are paid at $22 × 1.5 = $33/hour, so your overtime pay is 10 × $33 = $330. Your total weekly earnings: $1,210.

If you are a salaried employee, use our salaried overtime calculator instead, which converts your annual salary to an hourly rate before calculating overtime. For a deeper understanding of the math, visit our overtime formula guide.

FREQUENTLY ASKED QUESTIONS

Common Questions About Overtime Pay

For hourly workers, overtime is straightforward: any hours over 40 in a workweek are paid at 1.5× your regular hourly rate. Multiply your overtime hours by your hourly rate, then by 1.5.

Most hourly employees are classified as non-exempt under FLSA and are entitled to overtime. Some exceptions exist for certain agricultural, seasonal, or small-business employees.

Overtime is calculated per employer. If you work 30 hours at one job and 20 at another, neither employer owes you overtime — even though your total is 50 hours.

Your 'regular rate' may differ from your base hourly rate if you receive non-discretionary bonuses, shift differentials, or commissions. These must be factored into the overtime rate.

Federal law does not require extra pay for working holidays. However, holiday hours count toward your weekly total, so they can push you over the 40-hour threshold.

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