The Overtime Pay Calculator separates straight-time earnings from overtime premium earnings for a single workweek or other consistent pay period. The threshold and multiplier are editable because overtime rules vary by jurisdiction, employment status, contract, and pay structure. For many covered, nonexempt U.S. employees, federal law generally uses a 40-hour workweek and at least 1.5 times the regular rate, but state or local rules may be more protective.
Use compensable hours for one consistent workweek or pay period.
Use the applicable regular hourly rate, not automatically the base wage if bonuses or multiple rates affect it.
Set the overtime trigger required by the applicable rule or agreement.
Use the legally or contractually required premium multiplier.
Check regular hours, overtime hours, and gross pay before deductions.
This simplified model assumes one regular rate and one overtime tier.
The result is gross pay before taxes and other payroll deductions.
Coverage, exemptions, daily overtime, bonuses, and multiple-rate rules can change the legal calculation.
Given: 46 hours, $25 regular rate, 40-hour threshold, and 1.5× multiplier.
Calculation: Regular pay = 40 × $25 = $1,000. Overtime pay = 6 × $25 × 1.5 = $225.
Result: Total gross pay = $1,225.
Not necessarily. Under U.S. federal law, weekend work alone does not trigger overtime unless total workweek hours exceed the applicable threshold; other laws or agreements may differ.
It may include certain nondiscretionary compensation beyond base wages. Payroll rules should be checked for your situation.
This version uses one threshold for the entered period. Daily overtime or double-time rules require a more detailed calculation.
No. Salary alone does not determine exemption; duties and applicable legal tests matter.
No. It is gross pay before tax withholding, benefits, and other deductions.