Overtime Pay Calculator

Regular pay is hourly rate × regular hours; overtime pay is hourly rate × overtime multiplier × overtime hours. The usual federal illustration is time-and-a-half after 40 hours for covered non-exempt employees.

At $20/hour, 40 regular hours plus 5 overtime hours at 1.5× gives $800 regular pay + $150 overtime pay = $950 gross pay.

Determine eligible overtime hours before entering them. State daily-overtime rules and the legal regular rate can differ from the base hourly wage.

The calculator does not determine exemption status, include all bonus adjustments or compute take-home pay. Salary alone does not determine overtime eligibility.

The form asks for an hourly rate, regular hours and overtime hours. It applies the entered rate to regular hours and one and a half times that rate to overtime hours. It does not examine a timesheet and automatically classify hours above a threshold. If you worked 45 hours and are modeling 40 regular plus five overtime, enter 40 and 5. Entering 45 regular plus five overtime would count 50 hours and overstate the pay.

Choose figures from the same period and explain that period when saving the result. A weekly comparison is different from entering a whole month's hours. The form does not know your employer's workweek, pay cycle or overtime policy. The overtime box represents hours already classified for this arithmetic illustration; it does not establish that the hours legally qualify for overtime or that time and a half is the correct rate for every situation.

At $20 an hour, 32 regular hours produce $640. Four separately entered overtime hours use a $30 rate and produce $120, giving total gross pay of $760. The calculation has not determined why those four hours are overtime; it only applies the assumed classification and multiplier. With the same regular hours and zero overtime, total modeled pay is $640. Keeping the regular hours unchanged makes the effect of the additional overtime hours easy to see.

Minutes should be converted to decimal hours before entry. Thirty minutes is 0.5 hours, and 15 minutes is 0.25 hours. An entry of 1.30 means 1.3 hours, not one hour and 30 minutes. That difference can affect both regular and overtime pay. Use the actual compensated hours from your records, and keep any unpaid breaks separate rather than including them automatically in both the shift length and the pay calculation.

The hourly amount entered here is the rate used in the multiplication. A legally required regular-rate calculation can involve pay components beyond a base hourly wage, depending on the applicable rules and circumstances. This form has no bonus, commission or other compensation fields. It also does not decide whether a worker is covered by overtime requirements or exempt from them. A salaried worker's hourly equivalent alone cannot answer those classification questions.

The Department of Labor reference explains the federal overtime framework, but a general calculator is not a substitute for checking the rules that apply to your job. State requirements, agreements and particular work arrangements can differ. The fixed 1.5 multiplier does not model every premium-pay situation, such as a different contractual rate. If your purpose is to check a disputed payment, preserve the timesheet and pay records and obtain guidance appropriate to the circumstances.

The regular, overtime and total figures are gross amounts before taxes and payroll deductions. They are not a forecast of your bank deposit. The calculator does not assign a special tax rate to overtime or simulate withholding. If a larger paycheck has different deductions, examine the payroll breakdown rather than concluding from this tool that the overtime was taxed incorrectly. Annual tax liability and one paycheck's withholding are different questions.

Before relying on the total, confirm that the rate and both hour entries match the period you intended. Look for duplicated hours and misplaced decimals first. If the result differs from an employer's record, compare the classified hours, rate calculation, rounding and other pay components. The page can make a simple time-and-a-half calculation transparent, but it cannot determine the correct wage for every employment arrangement or resolve a legal disagreement about pay.