Work out your overtime pay and total for the week. Enter your hourly rate, regular hours, and overtime hours, pick the overtime multiplier, and see regular pay, overtime pay, and the total.
Gross pay before taxes and deductions. US federal law (FLSA) requires at least 1.5× for hours over 40/week for non-exempt employees; your state or contract may differ.
Overtime pay is your hourly rate times the overtime multiplier, for each overtime hour. Under US federal law (FLSA), non-exempt employees earn at least 1.5× ("time-and-a-half") for hours over 40 in a week. So $20/hour becomes $30/hour for overtime.
Overtime pay = hourly rate × multiplier × overtime hours
Total pay = regular pay (rate × regular hours) + overtime pay.
Overtime pay is a premium on hours beyond a threshold. Under the federal Fair Labor Standards Act the threshold is 40 hours in a single workweek and the premium is at least one and a half times the employee's regular rate; the calculator multiplies your hourly rate by the multiplier you choose (1.5× or 2×) and by the overtime hours, then adds regular pay to give a gross weekly total. Everything it shows is before tax, before deductions and before any state rule that is more generous than federal law.
Two things it deliberately does not model. First, the FLSA “regular rate” is not always the hourly rate on your offer letter: non-discretionary bonuses, shift differentials and most commissions have to be folded into it before the 1.5× is applied. Second, the 40-hour weekly test is the federal floor only. Some states add daily overtime — California, for example, requires time-and-a-half after eight hours in a day and double time after twelve — and union contracts and employer policies frequently pay double time for holidays or a seventh consecutive day. Exempt salaried employees are outside all of this; whether you are exempt depends on duties and a salary threshold, not on the word “salary”.
Hourly rate $20; regular hours 40; overtime hours 5; multiplier 1.5×. Regular pay is 20 × 40 = $800. The overtime rate is 20 × 1.5 = $30 an hour, so overtime pay is 30 × 5 = $150, and gross pay for the week is 800 + 150 = $950. Switch the multiplier to double time and the five hours pay 20 × 2 × 5 = $200, for a $1,000 week.
Now add the wrinkle the calculator leaves out. Suppose the same employee also earned a $50 non-discretionary production bonus that week. The regular rate becomes (20 × 45 + 50) ÷ 45 = $21.11, the overtime premium is half of that on each overtime hour, and the extra owed is 21.11 × 0.5 × 5 = $52.78 rather than the $50 the base rate implies. The difference is small on one week and material across a year of payroll, and it is the single most common overtime error the Department of Labor finds in audits.
For tax years 2025 through 2028, federal law allows a deduction for “qualified overtime compensation”: the premium half of time-and-a-half that the FLSA requires, not the whole overtime paycheck. The deduction is capped at $12,500 a year ($25,000 on a joint return) and phases out above $150,000 of modified adjusted gross income ($300,000 joint). On the default week here the qualifying amount is the $50 premium (the $10 above base on each of five hours), not the $150 of overtime pay. Social Security and Medicare are still withheld on all of it, and from 2026 employers must report the qualifying amount separately on your W-2 (the IRS Q&A says separate reporting was optional for 2025 and required from 2026). State treatment varies.
A calculator answers one week for one person. A small employer with three hourly staff, two pay rates and a shift differential needs the regular-rate arithmetic done every week, with the timesheets kept, which is a payroll log rather than a calculator: hours in, rates and bonuses recorded, weekly overtime computed from the workweek the business has actually defined. The small business bookkeeping workbook keeps that record alongside the rest of the books; if you are past a handful of employees, or in a daily-overtime state, payroll software that knows your state's rules is cheaper than getting one audit wrong.
Multiply your hourly rate by 1.5 (time-and-a-half) and by the number of overtime hours, then add your regular pay. At $20/hour, 5 overtime hours is 20 × 1.5 × 5 = $150 on top of your regular wages.
Under US federal law, for hours worked over 40 in a workweek for non-exempt employees. Some states have daily overtime rules too — check your state and employment agreement.
Related: time-and-a-half calculator · hourly to salary · hours calculator.
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It uses standard formulas and recalculates the moment you change a value, so the math is exact for the inputs you enter. Treat the result as a reliable planning estimate; for decisions with legal or tax consequences, confirm the figures with a qualified professional.
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Last reviewed: September 2026. Free to use, no signup — Overtime Calculator by ToolWise Digital.
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