US National Overtime Calculator
Calculate your statutory 1.5× overtime pay under the Fair Labor Standards Act (FLSA), see your full gross earnings, and estimate your exact net take-home pay after Federal income tax and FICA (7.65%).
Calculate Your Overtime & Take-Home Pay
Under the 2025–2028 federal law, your estimated tax-deductible overtime premium slice is$90.00 this week (claimed on Form 1040 at tax filing). FICA and payroll withholdings apply normally at payroll time.
How US Overtime Pay Works Under Federal FLSA Law
The foundation of American overtime pay is the federal Fair Labor Standards Act of 1938 (FLSA), codified at 29 U.S.C. § 207. Under federal law, covered non-exempt employees must receive overtime compensation for all hours worked in excess of 40 hours in a defined 7-consecutive-day workweek at a statutory rate of not less than one and one-half times (1.5×) their regular hourly rate.
The FLSA 40-Hour Rule
The FLSA operates strictly on a weekly basis. An employer cannot average hours over two or more weeks, even if employees are paid on a bi-weekly or semi-monthly schedule. For example, if you work 48 hours in week one and 32 hours in week two of a bi-weekly pay period, you are owed 8 hours of overtime pay for the first week, regardless of the fact that your two-week total equals 80 hours. Furthermore, federal law contains no statutory cap on how many hours an employer may schedule, and it does not mandate overtime pay simply because an employee works on Saturdays, Sundays, or federal holidays, unless those hours push the workweek total beyond 40.
Understanding the "Regular Rate"
Overtime is calculated on the employee's regular rate of pay, not merely their base hourly rate. Under Department of Labor regulations (29 CFR Part 778), the regular rate includes all remuneration paid for employment, such as shift differentials, non-discretionary production bonuses, attendance awards, and commissions. These earnings are divided by total hours worked in the week to determine the true hourly rate. True gifts, expense reimbursements, discretionary bonuses, and paid time off (vacation, sick leave, jury duty) are excluded from the regular rate calculation.
Why State Rules Can Pay You Significantly More
Under Section 18(a) of the FLSA (29 U.S.C. § 218(a)), federal labor standards establish a nationwide floor, not a ceiling. Individual states possess full legal authority to enact more protective labor statutes. When state and federal laws conflict, employers must obey the standard that is most beneficial to the employee.
While 47 states follow the standard 40-hour weekly rule, four states mandate daily overtime regardless of weekly hour totals:
- California Overtime Calculator: Under Labor Code § 510, California requires 1.5× daily overtime after 8 hours (up to 12 hours), 2.0× double time after 12 hours in a single workday, and extra premiums on the 7th consecutive day of the workweek.
- Alaska Overtime Calculator: Under Alaska Statutes AS 23.10.060, daily overtime at 1.5× is triggered after 8 hours of work in a day or 40 hours in a workweek for non-exempt workers.
- Colorado Overtime Calculator: Under Colorado COMPS Order #39, overtime at 1.5× is required after 12 hours in a workday, 12 consecutive hours, or 40 hours in a workweek.
- Nevada Overtime Calculator: Under NRS 608.018, employees earning less than 1.5 times the Nevada minimum wage ($18.00/hr) are entitled to 1.5× daily overtime after 8 hours worked in a 24-hour period.
Worked Overtime Examples (With Take-Home Pay)
Real math showing how gross overtime converts to take-home paycheck earnings.
46 Hours at $25.00/Hour
Standard hourly employee with 6 hours of weekly overtime.
- Regular Pay: 40 hrs × $25.00 = $1,000.00
- Overtime Pay: 6 hrs × $37.50 (1.5×) = $225.00
- Total Gross: $1,225.00
- FICA (7.65%): -$93.71
- Est. Federal Tax (~10%): -$122.50
- Net Take-Home: $1,008.79 / week
50 Hours at $32.00/Hour
Five 10-hour shifts on a bi-weekly paycheck schedule.
- Regular Pay: 40 hrs × $32.00 = $1,280.00
- Overtime Pay: 10 hrs × $48.00 (1.5×) = $480.00
- Weekly Gross: $1,760.00
- Bi-Weekly Gross: $3,520.00
- Bi-Weekly FICA: -$269.28
- Bi-Weekly Take-Home: ~$2,763.52
Federal vs. California Daily OT
Working four 12-hour shifts (48 hours total).
- Federal FLSA: 40 regular hrs + 8 overtime hrs = 8 premium hours total.
- California (§510): 4 hrs daily OT per shift × 4 shifts = 16 overtime hours.
- Difference: California law awards 8 additional overtime hours ($360+ extra gross).
- Take-Home Boost: ~$275.00 more in pocket
Complete 51-State Overtime Directory
Overtime regulations differ by state. Browse all 50 states plus Washington, D.C. for local overtime thresholds, daily rules, and state income tax withholding rates.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
Daily overtime: 1.5× after 8 hours per day OR 40 hours per workweek.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
1.5× after 8h/day up to 12h & first 8h on 7th day; 2.0× double time after 12h/day & after 8h on 7th day.
Daily overtime: 1.5× after 12 hours per day, 12 consecutive hours, or 40 hours per workweek.
Standard FLSA: 1.5× after 40 hours per workweek. Certain restaurant exemptions apply.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
Standard FLSA: 1.5× after 40 hours per workweek. High local minimum wage protections.
Standard FLSA: 1.5× after 40 hours per workweek. No state overtime statutes.
Standard FLSA: 1.5× after 40 hours per workweek. Relies on federal FLSA enforcement.
Standard FLSA: 1.5× after 40 hours per workweek. (Agriculture has 48h seasonal threshold).
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
Standard FLSA: 1.5× after 40 hours per workweek under Illinois Minimum Wage Law.
Standard FLSA: 1.5× after 40 hours per workweek. County local income taxes apply.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
State rule 1.5× after 46 hours for non-FLSA covered; FLSA covers almost all workers at 40h.
Standard FLSA: 1.5× after 40 hours per workweek; 7th consecutive day overtime rule applies.
Standard FLSA: 1.5× after 40 hours per workweek. Governed entirely by federal law.
Standard FLSA: 1.5× after 40 hours per workweek. Mandatory overtime limits apply.
Standard FLSA: 1.5× after 40 hours per workweek under Maryland Wage and Hour Law.
Standard FLSA: 1.5× after 40 hours per workweek. Specific exemptions for certain retail roles.
Standard FLSA: 1.5× after 40 hours per workweek under Workforce Opportunity Wage Act.
State standard is 48 hours, but federal FLSA mandates 1.5× after 40 hours for covered employers.
Standard FLSA: 1.5× after 40 hours per workweek. Relies entirely on federal FLSA.
Standard FLSA: 1.5× after 40 hours per workweek. (Seasonal amusement exemptions exist).
Standard FLSA: 1.5× after 40 hours per workweek under Montana Labor Standards.
Standard FLSA: 1.5× after 40 hours per workweek. Enforced primarily under federal law.
Daily overtime: 1.5× after 8h/day IF earning less than 1.5× NV minimum wage ($18/hr). Otherwise 40h/wk.
Standard FLSA: 1.5× after 40 hours per workweek under NH Revised Statutes.
Standard FLSA: 1.5× after 40 hours per workweek under NJ Wage and Hour Law.
Standard FLSA: 1.5× after 40 hours per workweek under New Mexico Statutes.
Standard FLSA: 1.5× after 40 hours per workweek; spread of hours pay (1 additional hour) applies for >10h spans.
Standard FLSA: 1.5× after 40 hours per workweek under NC Wage and Hour Act.
Standard FLSA: 1.5× after 40 hours per workweek under ND Administrative Code.
Standard FLSA: 1.5× after 40 hours per workweek under Ohio Constitution & Revised Code.
Standard FLSA: 1.5× after 40 hours per workweek. Relies on federal FLSA enforcement.
Standard FLSA: 1.5× after 40 hours per workweek. (Special daily overtime applies for manufacturing/mills).
Standard FLSA: 1.5× after 40 hours per workweek under PA Minimum Wage Act.
Standard FLSA: 1.5× after 40 hours per workweek; 1.5× premium for Sunday/holiday work in retail.
Standard FLSA: 1.5× after 40 hours per workweek. Relies entirely on federal FLSA.
Standard FLSA: 1.5× after 40 hours per workweek under federal Fair Labor Standards Act.
Standard FLSA: 1.5× after 40 hours per workweek. No state overtime laws.
Standard FLSA: 1.5× after 40 hours per workweek under Texas Labor Code § 62.051.
Standard FLSA: 1.5× after 40 hours per workweek. No daily overtime.
Standard FLSA: 1.5× after 40 hours per workweek under 21 V.S.A. § 384.
Virginia Overtime Wage Act: 1.5× after 40 hours per workweek with strict remedies.
Standard FLSA: 1.5× after 40 hours per workweek under Washington Minimum Wage Act.
Standard FLSA: 1.5× after 40 hours per workweek for covered employers.
Standard FLSA: 1.5× after 40 hours per workweek under Wisconsin Administrative Code.
Standard FLSA: 1.5× after 40 hours per workweek. Relies on federal FLSA.
Specialized Profession & Wage Calculators
Dedicated calculation engines implementing specific federal exemptions, industry work periods, and state mandates.
Nurses Overtime Calculator
Calculates nursing overtime under standard 40h workweeks and the hospital 8-and-80 14-day rule, including night, weekend, and charge differentials.
Open Nurses Calculator →Truck Drivers Overtime Calculator
Evaluates the federal Motor Carrier Exemption, the SAFETEA-LU 10,000 lb small-vehicle exception, and California transportation wage overrides.
Open Truck Drivers Calculator →Double-Time Calculator
Calculate double-time pay under California statutory rules (Labor Code § 510) and contractual union policy overrides.
Open Double-Time Calculator →Salaried Employees Overtime
Test your salary against the federal $684/week ($35,568/yr) threshold and state levels to determine non-exempt overtime rights.
Open Salaried Calculator →Blended-Rate Calculator
Compute weighted-average regular rates when working multiple pay rates, job roles, or shift differentials in a single workweek.
Open Blended-Rate Calculator →Overtime Tax Calculator
Calculate your above-the-line federal tax deduction for the qualified FLSA 0.5× overtime premium slice with Schedule 1-A phase-outs.
Open Tax Calculator →Frequently Asked Questions About US Overtime
Common legal and payroll questions answered in plain English.
How is overtime pay calculated under federal FLSA law?
Under the federal Fair Labor Standards Act (FLSA), covered non-exempt employees must receive overtime pay for all hours worked over 40 in a single workweek at a rate not less than one and one-half times (1.5×) their regular rate of pay. Federal law does not limit the number of hours an employee may work in a day or week, nor does it require overtime for work on weekends or holidays unless those hours push total weekly hours past 40.
What is included in my 'regular rate of pay' when calculating overtime?
Your regular rate is not always just your base hourly wage. Under 29 U.S.C. § 207(e), it includes all remuneration paid to or on behalf of the employee, such as shift differentials, non-discretionary bonuses, attendance bonuses, hazard pay, and sales commissions, divided by total hours worked in the workweek. However, discretionary gifts, expense reimbursements, paid time off (PTO), and statutory premium pay are excluded.
Does federal law require daily overtime after 8 hours of work?
No. Federal FLSA rules only mandate overtime after 40 hours in a defined 7-day workweek. However, four states provide greater statutory protections with daily overtime requirements: California (1.5× after 8 hours and 2.0× double time after 12 hours), Alaska (1.5× after 8 hours), Colorado (1.5× after 12 hours), and Nevada (1.5× after 8 hours for workers earning under 1.5× minimum wage). Employers in those states must obey the more generous daily rules.
Can an employer force employees to work mandatory overtime?
Yes. In most states and under federal law, an employer has the legal right to require mandatory overtime, assign extra shifts, or discipline/terminate an employee who refuses overtime, provided the worker is properly compensated at 1.5× their regular rate and the hours do not violate specific industry safety regulations (such as commercial driver hours-of-service or nurse mandatory overtime limits).
Is overtime pay taxed at a higher rate than regular pay?
Overtime pay is taxed as ordinary income at the exact same marginal tax rates as regular pay. However, because payroll withholding algorithms annualize your gross earnings for that specific paycheck, a large overtime check may temporarily push that paycheck into a higher withholding bracket. Any excess withheld is reconciled and refunded when you file your annual federal tax return. Under the 2025–2028 OBBBA §225 law, qualified overtime premiums may also be eligible for a dedicated federal tax deduction.
Are salaried workers entitled to overtime pay under FLSA?
Salaried employees are only exempt from overtime if they satisfy both the salary basis test (earning at least the federal statutory threshold of $684/week or $35,568/year, or higher state thresholds such as California's $70,304/year) and the statutory duties test (executive, administrative, or professional duties). Salaried workers who do not meet both criteria are classified as salaried non-exempt and must receive 1.5× overtime pay for hours over 40.