Overtime Pay Calculator: Calculate Time and a Half & Annual Impact
Overtime can materially change annual pay: at $25/hour, five overtime hours a week at 1.5x adds about $9,750 per year before tax.
What this page helps you do
- Calculate time-and-a-half, double time and custom overtime rates
- See the weekly and annual impact of overtime hours
- Understand why FLSA status and state rules can change the result
Reading time: about 4 minutes. Calculator results are estimates for planning, not tax, legal or payroll advice.
How Overtime Pay Is Calculated Under the FLSA
The Fair Labor Standards Act (FLSA) requires that non-exempt employees receive overtime pay at 1.5 times their regular hourly rate for every hour worked beyond 40 in a workweek. Many employers and state laws also use 2× double time for Sundays, holidays or hours beyond 12 in a day — select 2× in the calculator above for those scenarios.
Step-by-Step Example
For a worker earning $25/hour with 10 hours of overtime per week:
- Regular weekly pay: $25 × 40 = $1,000
- OT rate: $25 × 1.5 = $37.50/hour
- Weekly OT pay: $37.50 × 10 = $375
- Total weekly: $1,000 + $375 = $1,375
- Annual with OT: $1,375 × 52 = $71,500
Without overtime, this worker earns $52,000/year. With 10 hours of weekly OT, they earn $71,500 – a 37.5% increase.
2026 FLSA Overtime Exemption Threshold
Not all employees qualify for overtime. The FLSA classifies workers as exempt (not eligible for OT) or non-exempt (eligible for OT). To be exempt, employees must:
- Earn at least $58,656 per year ($1,128/week) – the 2026 threshold
- Be paid on a salary basis
- Perform executive, administrative, professional, computer, or outside sales duties
Note: Simply paying someone a salary does not make them exempt. If an employee earns above the threshold but performs non-exempt duties (manual labor, routine data entry), they may still be entitled to overtime pay. Consult the DOL FLSA guidelines for details.
State-Specific Overtime Rules
Some states have additional overtime requirements. California, for example, mandates:
- 1.5× pay after 8 hours in a single day
- 2× pay after 12 hours in a single day
- 1.5× pay for the first 8 hours on the 7th consecutive day of work
Always check your state's labor laws, as they may provide greater overtime protections than federal law.
Overtime Pay Impact: Quick Reference
This table shows how overtime hours affect annual pay at various hourly rates (1.5× rate, 52 weeks):
| Base Rate | No OT (Annual) | 5 hrs OT/wk | 10 hrs OT/wk | 15 hrs OT/wk |
|---|---|---|---|---|
| $15/hr | $31,200 | $37,050 | $42,900 | $48,750 |
| $20/hr | $41,600 | $49,400 | $57,200 | $65,000 |
| $25/hr | $52,000 | $61,750 | $71,500 | $81,250 |
| $30/hr | $62,400 | $74,100 | $85,800 | $97,500 |
| $35/hr | $72,800 | $86,450 | $100,100 | $113,750 |
| $40/hr | $83,200 | $98,800 | $114,400 | $130,000 |
| $50/hr | $104,000 | $123,500 | $143,000 | $162,500 |
Overtime Calculator FAQs
"Time and a half" means 1.5 times your regular hourly rate. If you earn $20/hour, your time-and-a-half rate is $30/hour. Under FLSA, this applies to all hours worked over 40 per week for non-exempt employees.
Non-exempt employees earning below $58,656/year (2026 threshold) generally qualify for overtime pay. Most hourly workers are non-exempt. Exempt employees must earn above the threshold AND perform specific managerial, professional, or administrative duties.
Under federal FLSA, overtime is calculated on a weekly basis (hours over 40/week). However, some states like California also require daily overtime (hours over 8/day). Check your state's specific rules.