Does federal law require double-time or daily overtime?

No. The FLSA has no daily overtime and no double-time requirement — only 1.5× for hours over 40 per week. Daily overtime, double-time, and 7th-consecutive-day rules are state law (for example, California). Where state and federal differ, the rule more favorable to the worker applies.

Do bonuses change my overtime rate?

Yes. Nondiscretionary bonuses and commissions must be added in before computing overtime, which raises your regular rate above your base hourly wage. Forgetting this is the most common overtime underpayment error (29 CFR 778.211).

Is the overtime calculator free?

Yes — 100% free. Everything is calculated privately in your browser; no pay data is stored or sent anywhere.

Overtime Pay Calculator

Q: How is overtime pay calculated?

Under the federal FLSA, hours over 40 in a single workweek are paid at 1.5× your regular rate of pay. This calculator pays straight time on every hour, then adds a 0.5× premium for each overtime hour, so the total equals 1.5× on the overtime hours without double-paying.

See your gross weekly pay split into regular, overtime & double-time

Pay basis

Hourly Salaried (non-exempt)

Salary alone does not make you exempt. If you are an exempt employee, the FLSA owes no overtime and this tool does not apply.

Base hourly rate

Tipped? Enter your full regular/minimum rate, not the reduced cash wage.

Total hours worked this week

Nondiscretionary bonus / commission

Enter only the portion earned in this workweek. Quarterly/annual bonuses must be spread across the weeks they were earned.

State overtime rule set

Estimated gross pay this week

$0.00 OT premium

Overtime Pay Calculator — guide & how it works

Estimate only — not legal, tax, or payroll advice. This calculator assumes you are a covered, non-exempt employee under the FLSA and shows gross pay before any taxes or withholding. Verify your own state's rules and confirm specifics with your employer, HR, or the U.S. Department of Labor.

What it does

This overtime pay calculator turns your hourly rate (or salary), hours worked, and any bonus into a clear line-item breakdown: straight-time pay, the overtime premium (1.5×), optional double-time (2×), and your total gross pay for one workweek. It defaults to the federal FLSA rule so it works out of the box, and lets you switch on California-style daily overtime and double-time. Everything runs privately in your browser.

How to use it

Pick your pay basis — hourly, or salaried non-exempt (the calculator derives your regular rate from the salary).
Enter your rate or salary and the total hours you worked in the 7-day workweek.
Add any nondiscretionary bonus or commission earned that week — it legally raises your overtime rate.
Leave the rules on Federal only, or switch to California and fill in your daily hours to capture daily OT, double-time, and the 7th-consecutive-day premium.

How overtime pay is actually calculated

The federal rule (DOL Fact Sheet #23): overtime is owed only for hours over 40 in a single fixed workweek, at 1.5× the regular rate. The trick most online calculators get wrong is the regular rate: it is not always your base wage. Nondiscretionary bonuses and commissions must be folded in first (29 CFR 778.211 / Fact Sheet 56C), which makes your real OT rate higher.

regularRate = (totalHours × baseRate + bonus) / totalHours
otHours     = max(totalHours − 40, 0)
grossPay    = totalHours × baseRate + bonus + otHours × (regularRate × 0.5)

Straight time is paid on every hour first, then a 0.5× premium is added on the overtime hours — that equals 1.5× on those hours without double-paying, the most common payroll mistake.

California: daily OT & double-time

Daily OT (1.5×): hours 8–12 in a single day.
Double-time (2×): hours over 12 in a single day.
7th consecutive day: first 8 hours at 1.5×, beyond 8 at 2×.

In CA mode the tool computes both the federal result and the California result and pays you the greater of the two — exactly what the law requires. Each hour is counted at only its single highest premium, so no hour is double-counted as both daily and weekly overtime.

How to embed this tool on your website

Embed this calculator on your own site free, in one line — no account, no coding. Grab the copy-paste snippet from the “Put this calculator on your site” box below.

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Common overtime mistakes

Leaving nondiscretionary bonuses/commissions out of the regular rate — the #1 underpayment error.
Paying full 1.5× on top of straight time (double-paying) instead of the 0.5× add-on.
Averaging hours across a 2-week pay period — the FLSA is strictly per 7-day workweek.
Assuming federal law requires daily OT or double-time — it does not; that's state law.
Treating a salaried worker as exempt — salary alone does not make someone exempt from overtime.

A note on "No Tax on Overtime"

The 2025 federal "No Tax on Overtime" provision (OBBBA) is an income-tax deduction for tax years 2025–2028, covering only the premium portion (the half/extra above straight time) of FLSA-required overtime, capped at $12,500 single / $25,000 joint per year with income phase-outs. It does not increase your paycheck and does not apply to state-only daily OT/DT beyond the federal requirement. This tool shows the premium amount for reference only.

Frequently asked questions

How is overtime pay calculated?

Straight time on all hours, plus a 0.5× premium on hours over 40 — equal to 1.5× on those overtime hours. Bonuses raise the regular rate first.

Does federal law require double-time?

No. The FLSA only requires 1.5× over 40/week. Double-time and daily OT are state rules (e.g. California).

What if I'm a tipped worker?

Overtime must be figured on your full regular/minimum rate, not the reduced cash wage. That case is out of scope here — confirm with HR.

Is it really free?

Yes. 100% free, everything runs in your browser. No pay data is stored or sent.

Sources

Related tools

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Tip: California mode adds a 7-day grid and is taller — if you expect CA users, raise the iframe height to about 1040px.

Everything is calculated in your browser. We don't store or sell your pay data.