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Overtime Calculator 2025

Calculate your time-and-a-half and double-time pay in seconds — enter your hourly rate and hours to see your total weekly pay, annualized earnings, and blended hourly rate.

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How the Overtime Calculator Works

This calculator turns the numbers you already know — your hourly rate and how many regular, overtime, and double-time hours you worked — into a clear picture of your weekly pay. Regular hours are paid at your base rate. Overtime hours are paid at your rate times your overtime multiplier, which defaults to 1.5 (time-and-a-half), the federal minimum under the Fair Labor Standards Act for hours worked beyond 40 in a week. Double-time hours, where your state or contract requires them, are paid at twice your base rate.

Each pay component is shown separately so you can see exactly how much your overtime is adding. The calculator also annualizes your weekly pay (multiplying by 52 weeks) and computes your blended rate — your total pay divided by your total hours — so you can see your effective dollars-per-hour. Defaults reflect a common scenario ($20/hr, 40 regular and 10 overtime hours), so the page is useful the moment it loads; just replace the values with your own.

Who Benefits Most From This Calculator

  • Hourly workers who regularly work more than 40 hours and want to verify their paycheck.
  • Shift and trade workers in healthcare, manufacturing, retail, and hospitality with variable overtime.
  • Employees in daily-overtime states like California who need to model time-and-a-half and double-time together.
  • Anyone weighing extra shifts who wants to see how much overtime lifts their weekly and annual pay.
  • Workers checking for underpayment who want to confirm their employer applied the correct overtime premium.

Who Should Look Elsewhere

This tool models gross overtime pay for nonexempt hourly workers. If you are an exempt salaried employee, you generally are not entitled to overtime and this calculator will not reflect your situation. It also does not compute taxes or withholding — if you want your take-home pay after federal and state taxes, use a paycheck calculator instead. Workers paid on piece-rate, commission, or with multiple differing rates in a week need a true weighted-average regular-rate calculation, which differs from the simple blended figure shown here. And because double-time and daily-overtime rules vary by state and contract, always confirm the exact thresholds that apply to you with your state labor department or employment agreement.

Tax Implications of Overtime Pay

Overtime is taxed as ordinary income — there is no special, higher tax rate for overtime. Your overtime earnings are subject to the same federal income tax, Social Security, and Medicare taxes as your regular wages, and to any applicable state and local income taxes. The widespread belief that overtime is "taxed more" comes from payroll withholding, not actual tax. When a paycheck is larger than usual because of overtime, your employer's payroll software may annualize that bigger check and withhold at a higher rate, so it looks like more was taken out. That is only an estimate; your true tax is calculated on your total annual income when you file, and any over-withholding comes back as a refund. The practical takeaway: overtime always increases your take-home pay — just not by the full pre-tax amount — and a big check that looks heavily taxed usually evens out at tax time. Consult a tax professional for advice on your specific situation.

Tips & Tricks

  • Know the 40-hour FLSA threshold — federal overtime kicks in after 40 hours in a fixed workweek, and employers cannot average hours across two weeks to avoid it.
  • Check who is exempt — exemption depends on both a salary threshold and your actual job duties, not your job title; misclassification is common.
  • Learn your state's double-time rules — California pays double-time after 12 hours in a day and on the 7th consecutive workday; many states add daily overtime federal law does not require.
  • Comp time isn't legal in the private sector — private employers generally must pay overtime in cash, not give time off in lieu of it.
  • Watch the blended rate for multiple pay rates — if you work at two different rates in a week, overtime must be based on the weighted-average regular rate, not just the lower rate.
  • Keep your own time records — tracking your hours protects you if a paycheck under-counts overtime.

Overtime Pay Formula (2025)

How regular, overtime, and double-time hours combine into your total weekly pay.

Overtime Pay = Rate × 1.5 × Overtime Hours

Example:

$20/hr, 10 overtime hours at 1.5×

20 × 1.5 × 10
= $300.00 overtime pay

Variables:

Rate - Your base hourly rate
1.5 - Time-and-a-half multiplier (FLSA minimum)
Overtime Hours - Hours worked beyond 40 in the week

Double-Time Pay = Rate × 2 × Double-Time Hours

Example:

$20/hr, 4 double-time hours

20 × 2 × 4
= $160.00 double-time pay

Variables:

Rate - Your base hourly rate
2 - Double-time multiplier
Double-Time Hours - Hours qualifying for 2× pay

Total = (Rate × Regular Hours) + Overtime Pay + Double-Time Pay

Example:

$20/hr, 40 regular + 10 overtime @ 1.5×, no double-time

(20 × 40) + (20 × 1.5 × 10) + 0
= $800 + $300 = $1,100.00 / week

Variables:

Regular Hours - Hours worked up to 40 at the base rate
Total - Gross pay before taxes for the week

These formulas provide the mathematical foundation for the calculations. Actual results may vary based on rounding, compounding frequency, and specific lender policies.

How We Calculate & Keep This Accurate

Regular pay is your hourly rate times regular hours. Overtime pay applies your overtime multiplier (default 1.5, the FLSA minimum) to overtime hours, and double-time pay applies a 2× multiplier to double-time hours. Total weekly pay is the sum of all three, annualized by multiplying by 52 weeks, and the blended rate is total weekly pay divided by total hours worked.

We use the federal weekly 40-hour overtime model by default. We do not compute income tax, payroll withholding, weighted-average regular rates across multiple pay rates, or state-specific daily overtime and double-time thresholds automatically — these vary by state and contract. Results are gross-pay estimates for planning and may differ from your official paycheck.

Data & Freshness

Figures reflect 2025 tax-year data.

Last updated June 9, 2026 · Maintained by the Financial Calculator editorial team.

Overtime Calculator — Frequently Asked Questions

Answers to the most common questions about overtime pay, time-and-a-half, double-time, eligibility, taxes, and blended rates.

How is overtime pay calculated?

Overtime pay is calculated by multiplying your regular hourly rate by an overtime premium — most commonly 1.5, known as time-and-a-half — and then by the number of overtime hours you worked. The formula is: Overtime Pay = Hourly Rate × Overtime Multiplier × Overtime Hours. Under the federal Fair Labor Standards Act (FLSA), nonexempt employees must receive at least 1.5 times their regular rate for every hour worked beyond 40 in a single workweek. For example, if you earn $20 an hour and work 50 hours in a week, the first 40 hours are paid at $20 ($800 regular pay) and the remaining 10 overtime hours are paid at $30 each ($300 overtime pay), for a total of $1,100 that week. Some employers or states require double-time (2×) for certain hours, which is calculated separately at twice the base rate. This calculator lets you enter regular, overtime, and double-time hours independently so you can see each component and your total weekly pay, annualized earnings, and effective blended rate per hour.

What is time-and-a-half?

Time-and-a-half is the most common overtime rate and means you are paid 1.5 times your regular hourly wage for qualifying overtime hours. If your base rate is $20 per hour, your time-and-a-half rate is $30 per hour. Under the federal Fair Labor Standards Act (FLSA), time-and-a-half is the legal minimum overtime premium that covered, nonexempt employees must receive for hours worked beyond 40 in a workweek. The 'half' refers to the extra 50% premium added on top of your normal rate. It is important to understand that the overtime rate is based on your 'regular rate of pay,' which can include more than just your base hourly wage — nondiscretionary bonuses, shift differentials, and commissions may need to be folded in when computing the regular rate. Employers cannot avoid paying time-and-a-half by giving comp time in place of cash in the private sector, and they cannot average hours across two weeks to dodge the 40-hour threshold. If you regularly work over 40 hours, time-and-a-half can meaningfully boost your annual earnings.

Who is eligible for overtime under the FLSA?

Eligibility for overtime hinges on whether you are classified as 'nonexempt' or 'exempt' under the Fair Labor Standards Act (FLSA). Nonexempt employees — which includes most hourly workers and many salaried workers below a certain salary threshold — must receive overtime pay of at least time-and-a-half for hours worked beyond 40 in a workweek. Exempt employees are not entitled to overtime. To be exempt, an employee generally must be paid on a salary basis above the Department of Labor's salary threshold and perform certain executive, administrative, professional, outside sales, or computer-related duties (the so-called 'white-collar' exemptions). Job title alone does not determine exemption; actual job duties and salary level both matter. Some workers, such as independent contractors, certain agricultural workers, and specific transportation employees, fall outside FLSA overtime rules. Many states have their own overtime laws that are more generous than federal law, so even if you are exempt federally you may still qualify for overtime in your state. When in doubt, check both federal and state rules or consult your state labor department.

When does double-time apply?

Double-time means being paid twice your regular hourly rate, and it is not required by federal law — the FLSA only mandates time-and-a-half for hours over 40 per week. Double-time obligations come instead from state law, union contracts, or individual employer policies. California is the most well-known example: under California law, nonexempt employees earn double-time for hours worked beyond 12 in a single workday, and for hours worked beyond 8 on the seventh consecutive day of work in a workweek. California also requires time-and-a-half after 8 hours in a day, not just after 40 in a week. Other states have their own daily overtime or double-time rules, and many collective bargaining agreements specify double-time for holidays, Sundays, or extended shifts. Because double-time rules vary so widely, this calculator includes a separate double-time hours field so you can model your specific situation. Always check your state's labor department and your employment agreement to know exactly when double-time applies to you.

Is overtime taxed more than regular pay?

No — overtime is not taxed at a higher rate than your regular wages. Overtime pay is treated as ordinary income and is subject to the same federal income tax, Social Security, and Medicare taxes as your regular earnings. There is no special 'overtime tax.' The common belief that overtime is taxed more comes from how payroll withholding works. When you receive a larger-than-usual paycheck because of overtime, your employer's payroll system may temporarily withhold at a higher rate, because it estimates your annual income by annualizing that single larger check. This makes it look like more tax was taken out, but it is only withholding, not your actual tax bill. When you file your annual tax return, your true tax liability is calculated on your total yearly income, and any over-withholding is refunded. So while a big overtime check can feel like it was taxed heavily, the extra withholding evens out at tax time. The bottom line: overtime still increases your take-home pay, just not by the full pre-tax amount.

Are salaried employees entitled to overtime?

Being paid a salary does not automatically disqualify you from overtime. Whether a salaried employee earns overtime depends on whether they are classified as exempt or nonexempt under the FLSA. Salaried nonexempt employees are entitled to overtime pay for hours worked beyond 40 in a week; their hourly equivalent is calculated by dividing their weekly salary by the hours it is meant to cover. Salaried exempt employees are not entitled to overtime. To qualify as exempt, an employee must generally be paid on a salary basis above the Department of Labor's minimum salary threshold and perform exempt executive, administrative, professional, or other qualifying duties. Misclassification is common — some employers label workers as exempt to avoid paying overtime even when their duties or salary do not actually meet the exemption tests. If you are salaried, regularly work more than 40 hours, and your duties are routine or closely supervised, you may be misclassified and owed overtime. Review the duties tests and salary threshold, and consult your state labor department if you suspect misclassification.

What is the 40-hour weekly threshold?

The 40-hour weekly threshold is the line set by the federal Fair Labor Standards Act (FLSA) at which overtime pay kicks in. For covered, nonexempt employees, any hours worked beyond 40 in a single workweek must be paid at a minimum of time-and-a-half. A 'workweek' is a fixed and regularly recurring period of 168 hours — seven consecutive 24-hour days — and it does not have to align with the calendar week or your pay period. Importantly, the FLSA threshold is weekly, not daily: under federal law alone, working a 12-hour day does not trigger overtime as long as your total for the week stays at or under 40 hours. Employers also cannot average hours across two weeks — working 30 hours one week and 50 the next still means 10 overtime hours in the second week. Several states add daily overtime rules on top of the federal weekly threshold; California, for instance, requires overtime after 8 hours in a day. This calculator uses the federal weekly model by default, letting you enter regular hours up to 40 and overtime hours separately.

What is a blended overtime rate?

A blended overtime rate, sometimes called a weighted average rate, comes into play when an employee works at two or more different pay rates in the same workweek. Under the FLSA, overtime for such workers is not based on just one of those rates — instead, the employer must calculate a 'regular rate' by taking the weighted average of all the rates earned that week, then pay overtime at 1.5 times that blended figure. For example, if you work 30 hours at $20 and 20 hours at $25, your total straight-time pay is $1,100 for 50 hours, giving a regular rate of $22 per hour; the 10 overtime hours are then paid at 1.5 × $22. In this calculator, the 'blended rate' shown in your results means something slightly different but related: it is your total weekly pay divided by your total hours worked, showing the effective average dollars you earned per hour once overtime and double-time premiums are included. It is a quick way to see how much your overtime hours lift your real hourly earnings across the whole week.
US Overtime Calculator User Reviews

Disclaimer: Results are estimates for planning only and do not constitute tax, legal, lending, or investment advice. Actual paycheck and tax outcomes can vary based on employer settings, local rules, and personal elections. Consult a qualified US tax professional, CFP, or attorney before making financial decisions.