Calculate overtime pay under FLSA 2026. Covers Time & Half, Double Time, blended rates, state OT laws no-tax-on-overtime rules | Calculator4U
Calculate overtime pay and total earnings.
The Overtime Calculator helps you see exactly how much you'll earn for those extra hours at work. An overtime calculator determines your total weekly pay by computing time-and-a-half, double time, or triple time earnings for hours worked beyond your employer's standard threshold—and shows you exactly how much more you earn per year when overtime is regular. Calculate your overtime pay rate, total pay per period, and annual earnings including both regular and overtime hours instantly.
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay of at least 1.5× their regular rate for hours worked over 40 in a fixed seven-day workweek. Some employers offer double time or even triple time for certain situations like holidays, late-night shifts, or extended hours. While there is no federal limit on how many overtime hours an employer can require, the law strictly regulates the baseline rate they must pay.
FLSA Exempt Salary Threshold in 2026: The current federal baseline stands at $684/week ($35,568/year). Employees earning below this annual salary are automatically entitled to overtime pay regardless of job title. Note that the Department of Labor's (DOL) prior 2024 administrative rule change that attempted to elevate this threshold to $1,128/week ($58,656/year) was officially struck down by a federal court in November 2024 and remains legally unenforceable. If your salary falls below $35,568/year and you have been denied overtime, you may have a valid wage claim—consider contacting the DOL Wage and Hour Division at dol.gov.
No Tax on Overtime Legislative Updates: Following legislative tracking in 2025, Congress introduced bills aimed at exempting overtime pay from federal income tax for certain sectors. As of May 2026, limited exemptions actively apply to specific occupations, including first responders and targeted healthcare workers. However, a broader, universal federal tax exemption for all overtime wages has not yet passed. Workers in qualifying sectors should monitor these updates or consult a tax professional, as this variable heavily increases net take-home pay relative to raw OT earnings.
State Overtime Laws: Local state regulations frequently add strict employee protections beyond basic FLSA rules. California, Alaska, and Nevada require daily overtime after 8 hours of work in a single workday, regardless of the weekly cumulative total. Furthermore, California mandates double-time pay after 12 hours in a single workday. If you work within these jurisdictions, you may earn overtime pay even during weeks where your total hours do not cross the 40-hour mark.
Standard multipliers: Time-and-a-half (1.5×), Double time (2×), Triple time (3×).
Hourly rate $20, 40 regular hours + 10 OT hours at 1.5×:
Regular pay = $20 × 40 = $800
OT pay = $20 × 1.5 × 10 = $300
Total weekly pay = $1,100
| Base Rate | 1.5× (Time & Half) | 2× (Double) | 3× (Triple) |
|---|---|---|---|
| $15/hr | $22.50 | $30.00 | $45.00 |
| $20/hr | $30.00 | $40.00 | $60.00 |
| $25/hr | $37.50 | $50.00 | $75.00 |
| $30/hr | $45.00 | $60.00 | $90.00 |
| Scenario ($20/hr base) | Weekly Pay | Annual Pay | OT Earnings |
|---|---|---|---|
| 40 hrs (no OT) | $800 | $41,600 | $0 |
| 45 hrs (5 OT @ 1.5×) | $950 | $49,400 | $7,800/yr |
| 50 hrs (10 OT @ 1.5×) | $1,100 | $57,200 | $15,600/yr |
| 50 hrs (10 OT @ 2×) | $1,200 | $62,400 | $20,800/yr |
| State | Weekly OT Threshold | Daily OT | Double Time |
|---|---|---|---|
| Federal (most states) | After 40 hrs | None | Not required |
| California | After 40 hrs | After 8 hrs | After 12 hrs/day |
| Alaska | After 40 hrs | After 8 hrs | Not required |
| Nevada | After 40 hrs | After 8 hrs | Not required |
Under FLSA, OT Pay = Hourly Rate × 1.5 × OT Hours (for hours over 40/week). Example: $20/hr × 1.5 × 10 OT hours = $300. Total weekly pay = (40 × $20) + $300 = $1,100. The FLSA applies to non-exempt employees earning below $684/week ($35,568/year in 2026). Your employer's workweek definition (any fixed 7-day cycle) determines when the 40-hour clock resets — it doesn't have to align with Monday–Sunday or your pay period.
The current enforceable FLSA exempt salary threshold is $684/week ($35,568/year). Employees earning below this are automatically entitled to overtime. Note: The DOL's 2024 rule raising this to $1,128/week ($58,656/year) was struck down by a federal court in November 2024 and is unenforceable as of 2026. To be exempt, employees must also pass a duties test — executive, administrative, or professional functions. Earning above the threshold alone does not guarantee exempt status.
Non-exempt hourly workers qualify for 1.5× overtime after 40 hours/week under FLSA. Salaried employees earning under $684/week ($35,568/year) also qualify. Those earning above this threshold may still be non-exempt if they don't perform executive, administrative, or professional duties — job title alone does not determine status. If your employer classifies you as exempt but you earn under $35,568/year or your job duties don't meet the duties test, you may be misclassified. File a complaint at dol.gov/agencies/whd for back pay up to 3 years.
Not for most workers. Overtime pay is subject to regular federal income tax and FICA (Social Security and Medicare). However, legislation passed in 2025 created limited overtime tax exemptions for specific occupations — first responders and certain healthcare workers including some nurses. As of May 2026, the broader "No Tax on Overtime" proposal that would exempt all overtime income from federal tax has not passed. If you work in an exempt occupation, consult a tax professional. Higher overtime earnings may also push you into a higher marginal tax bracket — use the US Paycheck Tax Calculator after this tool to see your actual take-home pay.
California has the strictest overtime laws in the US, going beyond federal FLSA in three ways: (1) Daily OT: 1.5× applies after 8 hours in a single workday — regardless of weekly total. (2) Daily double time: 2× applies after 12 hours in a single workday. (3) 7th day rule: 1.5× for the first 8 hours on the 7th consecutive day worked; 2× for hours beyond 8 on that day. California workers may earn overtime even in weeks under 40 hours if any single day exceeds 8 hours. Alaska and Nevada also require daily OT after 8 hours. Always check your state law — employers must apply whichever standard (federal or state) gives employees the greater benefit.
When you work at different rates in the same workweek, FLSA requires a weighted average (blended) overtime rate. Formula: Weighted Average Rate = Total Straight-Time Earnings ÷ Total Hours. OT Premium = Weighted Rate × 0.5 × OT Hours. Example: 32 hrs at $18/hr ($576) + 10 hrs at $22/hr ($220) = $796 for 42 hours. Weighted rate = $796 ÷ 42 = $18.95. OT premium for 2 OT hours = $18.95 × 0.5 × 2 = $18.95 extra (in addition to the $220 already paid for those 10 hours). Using only the lower rate for overtime is a federal wage violation.
Yes — non-discretionary bonuses, shift differentials, commissions, and piece-rate pay must be included in your regular rate of pay before calculating overtime. Example: $20/hr base + $100 weekly production bonus on a 45-hour week. Straight-time pay = $800 base + $100 bonus = $900. Regular rate = $900 ÷ 45 = $20/hr. OT premium due = $20 × 0.5 × 5 OT hours = $50 additional on top of the hours already paid. Excluding bonuses from OT calculations is one of the most common and costly FLSA violations — companies face back-pay class actions for this. Only truly discretionary bonuses (no advance announcement, entirely at employer's sole discretion) are excluded.