Updated October 2026 with DOL and IRS rules
Overtime Calculator
Worked more than 40 hours this week? Enter your hourly rate and hours to see your regular pay, time-and-a-half overtime pay and weekly total, including bonuses that raise your overtime rate.
- Time and a half or double time
- Bonuses and shift differentials
- Custom overtime threshold
- Premium for the tax deduction
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Overtime calculator
One workweek at a time, gross pay
Enter your hourly rate and the hours you worked this week.
| This week | Hours | Rate | Pay |
|---|
Gross pay before taxes and deductions. Federal overtime is counted per workweek, not per day or pay period, so run each week separately.
Sources: U.S. Department of Labor (FLSA overtime, Fact Sheet #56A); IRS No Tax on Overtime deduction ($25,000 and $300,000 for joint filers).
Quick reference
Overtime Pay Chart: Time and a Half by Hourly Rate
Your overtime rate is your regular rate × 1.5. Here’s what that looks like for common wages, plus a full 50-hour week (40 regular hours and 10 overtime hours):
| Hourly rate | Overtime rate | 5 OT hours | 10 OT hours | 50-hour week total |
|---|---|---|---|---|
| $15 | $22.50 | $112.50 | $225.00 | $825.00 |
| $16 | $24.00 | $120.00 | $240.00 | $880.00 |
| $17 | $25.50 | $127.50 | $255.00 | $935.00 |
| $18 | $27.00 | $135.00 | $270.00 | $990.00 |
| $20 | $30.00 | $150.00 | $300.00 | $1,100.00 |
| $22 | $33.00 | $165.00 | $330.00 | $1,210.00 |
| $25 | $37.50 | $187.50 | $375.00 | $1,375.00 |
| $28 | $42.00 | $210.00 | $420.00 | $1,540.00 |
| $30 | $45.00 | $225.00 | $450.00 | $1,650.00 |
| $35 | $52.50 | $262.50 | $525.00 | $1,925.00 |
| $40 | $60.00 | $300.00 | $600.00 | $2,200.00 |
Gross pay before taxes. Assumes no bonuses or shift differentials (see below if you get them).
So overtime at $25 an hour is $37.50 an hour, and a 50-hour week at $25 pays $1,375 before taxes, compared with $1,250 if all 50 hours were paid at the regular rate.
The formula
How Overtime Pay Is Calculated
Under the Fair Labor Standards Act, covered, non-exempt employees “must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay,” according to the U.S. Department of Labor.
Regular pay = hourly rate × first 40 hours
Overtime pay = hourly rate × 1.5 × hours over 40
Total gross pay = regular pay + overtime pay
Say you earn $18 an hour and work 48 hours. Your first 40 hours pay $720. The other 8 hours are paid at $27 an hour, for $216. Your gross pay for the week is $936.
Often missed
Bonuses and Shift Differentials Raise Your Overtime Rate
This one is easy to miss. Overtime is based on your regular rate, which isn’t always your base hourly wage. The Labor Department’s Fact Sheet #56A says the regular rate includes “all remuneration for employment,” minus a specific list of exclusions, and is worked out like this:
Regular rate = total pay for the workweek (minus excluded payments) ÷ total hours worked
The exclusions include gifts, pay for vacation, holidays and sick days, expense reimbursements and truly discretionary bonuses. Pay that is promised or tied to your hours or output, such as a production bonus or a shift differential, isn’t on that list, so it goes into the regular rate.
Example: you earn $18 an hour, work 48 hours and get a $60 production bonus that week. Your regular rate is ($864 + $60) ÷ 48 = $19.25. The half-time premium for 8 overtime hours is 8 × $9.63 = $77, not $72, so the week should pay $1,001. Enter the bonus in the calculator’s “extra pay” field and it does this for you.
“Overtime is not time and a half of your base rate. It’s time and a half of your regular rate […] My overtime line was exactly 1.5 × base, every period.”
Our take: That’s the pattern to look for. If you earn night, weekend or charge differentials and your overtime rate never moves above 1.5 × your base wage, enter the differential pay as “extra pay” in the calculator and compare the result with your stub.
See what a raise does to your hourly, biweekly and yearly pay, and whether it keeps up with inflation.
Federal rules
The Workweek Rule Most People Miss
Federal overtime is based on the workweek, not the pay period. The Labor Department defines a workweek as “a fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods,” and says “averaging of hours over two or more weeks is not permitted.”
That matters if you’re paid every two weeks. Working 50 hours one week and 30 the next still earns 10 hours of overtime for the first week, even though the two-week total is 80. Run each week through the calculator separately.
State laws
States With Daily or Seventh-Day Overtime
The federal rule only looks at weekly hours. A few states go further. This is what the Labor Department’s state law table (updated July 1, 2026) lists for premium pay beyond the 40-hour week:
| State | Overtime trigger | Notes |
|---|---|---|
| Alaska | Over 8 hours a day or 40 a week | Doesn’t apply to employers with fewer than 4 employees |
| California | Over 8 hours a day or 40 a week; first 8 hours on the 7th day | Double time over 12 hours a day and over 8 hours on the 7th day |
| Colorado | Over 12 hours a day or 40 a week | Listed for retail and service, commercial support service, food and beverage, and health and medical industries |
| Nevada | Over 8 hours a day or 40 a week | Daily overtime only if you earn less than 1.5 × the $12 state minimum, i.e. under $18 an hour |
| Kentucky | Hours on the 7th day if you work all 7 days | Separate 7th-day law; weekly overtime after 40 |
| Puerto Rico | Over 8 hours a day or 40 a week, and the rest day | |
| U.S. Virgin Islands | Over 8 hours a day or 40 a week; 6th or 7th consecutive day |
Source: U.S. Department of Labor, State Minimum Wage Laws (updated July 1, 2026). Check your state labor office for exemptions.
The calculator handles weekly overtime. If you’re in a daily-overtime state, add up the daily overtime hours by hand and compare. Some states also set different weekly rules for certain jobs, so your state labor department is the final word.
Eligibility
Who Gets Overtime, and Who Doesn’t
Most hourly workers are non-exempt and entitled to overtime: retail, warehouse, restaurant and delivery jobs typically fall here. Some salaried employees in executive, administrative and professional roles are exempt if they meet the federal salary and duties tests. A salary alone doesn’t make you exempt, but if you are exempt, this calculator won’t apply to you.
Some employers pay more than the law requires, such as double time on holidays or after 12 hours. Choose “Double time” in the calculator if that’s your situation, and check your handbook or union contract for the exact rules.
Taxes
Overtime and the Federal Tax Deduction
A federal deduction now applies to part of your overtime pay. According to the IRS, it covers qualified overtime compensation, meaning “the pay that exceeds your regular rate of pay.” The maximum is $12,500 a year, or $25,000 if you file jointly, and it phases out once modified adjusted gross income passes $150,000 ($300,000 for joint filers).
Only the extra half counts, not the whole overtime check. Here’s roughly how big that premium gets over a year of steady overtime:
| Hourly rate | 2 OT hrs/week | 5 OT hrs/week | 10 OT hrs/week | 15 OT hrs/week |
|---|---|---|---|---|
| $15 | $780 | $1,950 | $3,900 | $5,850 |
| $20 | $1,040 | $2,600 | $5,200 | $7,800 |
| $25 | $1,300 | $3,250 | $6,500 | $9,750 |
| $30 | $1,560 | $3,900 | $7,800 | $11,700 |
| $40 | $2,080 | $5,200 | $10,400 | $15,600 |
Half-time premium × 52 weeks. The deduction is capped at $12,500 ($25,000 joint).
“Divide by 3 and that’s the amount eligible because the “half” in ‘time and a half’ overtime pay is the only part eligible as deductible.”
Our take: The shortcut works, with limits. At time and a half, $27 of overtime pay at $18 an hour is $18 of straight time plus a $9 premium, so the premium is exactly one-third of the overtime line. It only holds when all your overtime is time and a half for hours over 40. Double time, holiday premiums and bonuses that raise your regular rate change the math; commenters in the same thread raised holiday pay too. A holiday premium for hours that aren’t over 40 in the workweek isn’t overtime the FLSA requires, so it isn’t the kind of overtime the deduction covers.
Most hourly workers stay well under the cap. Even at $40 an hour with 10 overtime hours every week, the premium is $10,400. It’s a deduction on your tax return, not a change to your paycheck, and the IRS has said employers don’t adjust withholding for it unless you file an updated Form W-4. If your employer pays double time, IRS guidance (Fact Sheet 2026-13, August 2026) says only the portion federal law requires counts. Ask a tax professional how it applies to you.
Next steps
Check Your Overtime Pay in 4 Steps
- Split your hours by workweek. Use your employer’s workweek, not the pay period, and total the hours for each week.
- Find your regular rate. Add any promised bonuses or shift differentials for that week and divide by hours worked.
- Run each week through the calculator. Compare the overtime pay with the overtime line on your pay stub.
- Ask payroll about any gap. Bring your own record of hours and the week you’re asking about.
Holiday season is when many hourly jobs offer extra hours. If you’re picking up seasonal work, our guides to seasonal jobs hiring this year and Walmart seasonal jobs explain how the hours and pay work.
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FAQ
Frequently Asked Questions
How do you calculate time and a half?
Multiply your hourly rate by 1.5. At $18 an hour, time and a half is $27 an hour. Multiply that by your hours over 40 to get your overtime pay.
What is overtime for $25 an hour?
Time and a half on $25 is $37.50 an hour. Ten overtime hours pay $375, on top of $1,000 for your first 40 hours.
Is overtime calculated weekly or biweekly?
Under federal law, weekly. Overtime is owed for hours over 40 in each workweek, and the Labor Department says hours can’t be averaged across two or more weeks.
Do bonuses count toward overtime pay?
Often, yes. The regular rate includes all pay for work except listed exclusions such as gifts, paid leave, expense reimbursements and discretionary bonuses. Promised production bonuses and shift differentials raise the regular rate and the overtime rate.
Do salaried employees get overtime?
Some do. Salaried workers who don’t meet the federal exemption tests for salary level and job duties are still owed overtime. Exempt executive, administrative and professional employees aren’t.
Is overtime pay tax-free?
Not entirely. The IRS deduction covers only the pay above your regular rate, up to $12,500 a year ($25,000 joint), and it phases out at higher incomes. Overtime is still subject to withholding on your paycheck.