Overtime Pay Calculator
↻ Updated 2026Calculate overtime pay at time-and-a-half (or any multiplier) and see your regular pay, overtime pay, total weekly earnings and annualized income.
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Runs entirely in your browser — nothing you enter is sent to us.How this works
How to read your overtime week
Ten overtime hours on a 40-hour week is a 25% increase in hours and a 37.5% increase in pay — $1,375 instead of $1,000. That gap is the whole point of the multiplier, and it's why overtime is 27.3% of the week's earnings despite being 20% of its hours.
How time-and-a-half and your weekly total are worked out
Two blocks of hours at two different prices, added together. The regular block is paid at your rate; the overtime block is paid at your rate times the multiplier. There's no third step.
Where the arithmetic gets misread is the multiplier itself. Time-and-a-half means 1.5 times the hourly rate for the overtime hours only. It does not mean your week is worth 1.5× more, and it does not mean you receive an extra half-hour's pay on top of a normal rate for all hours — a distinction that costs people real money when they check a stub.
overtime rate = hourly rate × multiplier regular pay = hourly rate × regular hours overtime pay = overtime rate × overtime hours total weekly pay = regular pay + overtime pay annualized = total weekly pay × 52 overtime share = overtime pay ÷ total weekly pay
- hourly rate
- Your base rate — what one regular hour earns — under the FLSA the 'regular rate' for overtime must also include non-discretionary bonuses and shift differentials, which this page has no field for
- multiplier
- How much more an overtime hour is worth — 1.5× is the federal floor past 40 hours; 2× is double time, which no federal law requires
- regular hours
- Hours in the week paid at your base rate — capped at 40 on this slider, because 40 is where the federal workweek threshold sits
- overtime hours
- Hours in the week paid at the multiplied rate — federally, these are hours past 40 in a single workweek — not hours past 8 in a day
- overtime rate
- Hourly rate × multiplier — $37.50 on the defaults — applies only to the overtime hours
- annualized
- Total weekly pay × 52 — an if-sustained figure; it assumes every week of the year looks like this one
The multiplier is where a week's worth of pay is decided. Moving from 1.5× to 2× on the same ten hours takes overtime pay from $375 to $500 and the weekly total from $1,375 to $1,500 — a $125 difference on identical work, which annualizes to $6,500. Nothing about the hours changed, only their price.
One thing this calculator will let you do that federal law won't: it pays the multiplier on overtime hours even if regular hours are below 40. Set regular hours to 30 and 10 overtime hours, and you'll get $37.50 an hour on the last ten — but under the FLSA a 40-hour week has no overtime in it at all, whatever the shifts looked like. Some states do run daily overtime rules that would produce something like this. If you want the base-rate conversion without the overtime framing, the hourly to salary calculator handles it.
Worked examples
Example: $25 an hour with 10 hours of time-and-a-half
The calculator's defaults — a standard 40-hour week plus ten overtime hours at the federal 1.5× minimum.
| Hourly ratethe base rate | $25.00 |
| Overtime rate (1.5×)$25 × 1.5 | $37.50 |
| Regular pay$25 × 40 hours | $1,000 |
| Overtime pay$37.50 × 10 hours | $375 |
| Total weekly payregular + overtime | $1,375 |
| Overtime share of pay$375 ÷ $1,375 | 27.3% |
| Annualized (× 52)if every week looks like this | $71,500 |
$1,375 for the week. Read the two percentages against each other: those ten hours are 20% of the 50 hours worked but 27.3% of the pay, because each one is worth 1.5 regular hours. Sustained all year, the same $25 rate produces $71,500 rather than the $52,000 a straight 40-hour year pays — overtime is worth $19,500, which is 37.5% more income for 25% more time.
Example: the same ten hours at double time
Drag the multiplier from 1.5× to 2×. Same rate, same hours, same week — a scenario a union contract or a California 13th hour might produce, and one federal law never requires.
| Overtime rate (2×)up from $37.50 | $50.00 |
| Regular payunchanged | $1,000 |
| Overtime payup $125 | $500 |
| Total weekly payup from $1,375 | $1,500 |
| Overtime share of payup from 27.3% | 33.3% |
| Annualized (× 52)up $6,500 | $78,000 |
A half-point on the multiplier is worth $6,500 a year on ten hours a week. At 2×, a third of the paycheck comes from a fifth of the hours, and the annualized figure of $78,000 is more than the $75,000 salary many of the people scheduling this work are on. Double time is where overtime stops being a top-up and starts being the job.
Frequently asked questions
How is time and a half calculated?
Multiply your hourly rate by 1.5, then multiply that by the overtime hours. On this calculator's defaults: $25 × 1.5 = $37.50, and $37.50 × 10 hours = $375 of overtime pay, on top of $1,000 of regular pay.
The multiplier only touches the overtime hours. A common misreading is to apply 1.5 to the whole week, which would give $2,062.50 rather than the correct $1,375. Under the Fair Labor Standards Act, the 1.5× applies to your 'regular rate' — which is not always your base rate, because non-discretionary bonuses, shift differentials and commissions have to be folded in before the multiplier is applied.
Is overtime taxed at a higher rate?
No. Overtime is ordinary wages and hits the same brackets as everything else. What makes it feel taxed harder is that a bigger check can trigger higher withholding — payroll systems often extrapolate a single large check as if every week looked like that, and overtime paid as supplemental wages can be withheld at a flat 22%. Withholding isn't tax; the return trues it up.
There is now a real exception, and it's a deduction rather than a rate. The IRS's qualified overtime compensation deduction lets eligible filers deduct the premium half of overtime pay — the extra $12.50 an hour in the defaults, not the whole $37.50 — up to $12,500, or $25,000 filing jointly, phasing out above $150,000 of modified AGI ($300,000 joint). It reduces federal income tax only: Social Security and Medicare are still owed on every overtime dollar. This calculator does not model it. See the take-home paycheck calculator for how the rest of the withholding stack behaves.
Does overtime apply after 8 hours a day or 40 hours a week?
Federally, 40 hours a week. The FLSA operates on a workweek basis, not a daily one, so a 10-hour Monday followed by four 6-hour days is a 34-hour week with no overtime in it at all — however long the Monday felt (US Department of Labor, Fact Sheet #23).
Several states go further. California requires 1.5× past eight hours in a workday and 2× past twelve; Alaska, Nevada and Colorado run daily rules of their own. Where state and federal rules both apply, the one more favourable to the employee wins. This calculator has no state field — it prices whatever hours you label as overtime, so if your state runs daily overtime you'll need to count those hours yourself.
Is double time required by law?
Not by federal law. The FLSA sets 1.5× past 40 hours as the floor and stops there — it requires no premium at all for weekends, nights or holidays, which surprises most people who've worked a Christmas shift.
Double time comes from two places instead: state law and agreements. California is the notable state, requiring 2× past twelve hours in a day and past eight on a seventh consecutive workday. Everywhere else it's a matter of union contracts or employer policy, often used to staff holidays and extreme weeks. That's what the 2× position on the multiplier slider represents — a real arrangement, just not a federal entitlement.
What this overtime calculator doesn't know about your week
It prices hours you classify. It doesn't classify them for you, and it doesn't know your state, your contract or your job duties — all three of which decide whether you're owed overtime at all.
- It doesn't test the 40-hour threshold — Enter 30 regular hours and 10 overtime hours and this page will happily pay time-and-a-half on the last ten. Federal law wouldn't: those are 40 ordinary hours. The calculator trusts your labels, which is fine if you know the rule and misleading if you don't.
- It doesn't know if you're exempt — Overtime rights turn on the FLSA's exemption tests — a salary threshold and a duties test, both of which must be met to lose the entitlement. This page assumes you're non-exempt and owed the premium. If you're a salaried exempt employee, the honest overtime rate is zero.
- The regular rate may not be your base rate — The FLSA multiplier applies to the 'regular rate', which must include non-discretionary bonuses, shift differentials and commissions earned that week. A production bonus can raise the rate the 1.5× is calculated on. There's one rate field here, so a real stub with a bonus in it will show more overtime pay than this does.
- Annualized means 'if nothing ever changes' — $71,500 assumes ten overtime hours every week for 52 weeks, including the weeks you're on holiday or sick. Overtime is the first thing cut when work slows, so the annualized line is a projection of the current week repeated, not a forecast.
- Everything is gross, and the new overtime deduction isn't modelled — No federal tax, no FICA, no state tax. The qualified overtime compensation deduction — up to $12,500, or $25,000 joint, on the premium portion — would reduce the federal income tax on these amounts for eligible filers, and appears nowhere on this page.
- ·U.S. Dept. of Labor — Overtime Pay under the FLSA — 1.5× the regular rate for hours over 40 in a workweek
- ·IRS Topic 751 — Social Security & Medicare withholding rates
Rates, brackets and limits here are checked against primary sources. If a number still looks off, email support@realmoneyiq.com and we'll review and fix it.
RealMoneyIQ provides free educational calculators, not financial, tax, investment or legal advice. Results are estimates based on the assumptions you enter and publicly published rates; your actual outcome will differ. Always confirm decisions with a licensed professional who knows your full situation.