Everhour tracks work hours for payroll review, but the 40-hour overtime line still depends on the FLSA federal baseline.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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For the United States federal baseline, this calculation answers how much overtime pay is due when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. The trigger is hours worked in excess of 40, not the employee's schedule, job title, weekend shift, or pay period label.
The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. It may start on any day and hour, but each workweek stands alone. Hours from two workweeks cannot be averaged to avoid overtime when one week goes above 40.
Start with total hours actually worked in the fixed workweek. Paid time not worked, including vacation or holiday pay, is not required by the FLSA and generally comes from employer policy, contract, representative or union contract, or state law. Those paid-but-not-worked hours do not automatically become FLSA hours worked.
Federal law also does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. Under the FLSA federal baseline, the overtime trigger is more than 40 hours worked in the workweek unless a more protective state rule, agreement, or contract gives the employee a greater benefit.
For a single regular rate, split the week into regular hours and overtime hours. Regular pay covers the first 40 hours. Overtime pay covers hours over 40 at not less than 1.5 times the employee's regular rate of pay. If compensation includes items that belong in the regular rate, calculate the regular rate as total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked.
Example: a covered nonexempt employee works 49 hours in one FLSA workweek at a $31 regular rate. Regular pay is 40 × $31 = $1,240. Overtime hours are 49 − 40 = 9. The overtime rate is $31 × 1.5 = $46.50. Overtime pay is 9 × $46.50 = $418.50, making total gross pay $1,658.50.
A one-off calculation is enough when you need to verify a single week, compare a pay stub line, or answer whether the total crosses the federal 40-hour threshold. It is not enough when several people submit hours, managers approve corrections, or payroll needs a defensible record of who worked when.
For repeat payroll cycles, use a managed workflow: captured time, submitted timesheets, approval before payroll, locked periods after review, and reports that show regular and overtime hours. Everhour Time Tracking supports that workflow with timers, manual entries, approvals, locked periods, reminders, and payroll review context.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Under the FLSA federal baseline, count hours actually worked in the fixed workweek. Paid vacation, holiday pay, or other time not worked is not federally required and generally follows employer policy, contract, representative or union contract, or state law. Do not treat paid leave as FLSA hours worked unless the applicable rule or agreement says to include it.
The FLSA federal baseline uses a weekly threshold for covered nonexempt employees: overtime is due for hours worked in excess of 40 in one fixed 168-hour workweek. Federal law does not create daily overtime. More protective state rules can require daily overtime, and the employee gets the greater benefit when both federal and state wage laws apply.
Use the regular rate for the workweek, not just one base rate, when multiple rates or includable compensation are involved. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Then apply at least 1.5 times that regular rate to overtime hours.
Not under the FLSA federal baseline by themselves. The FLSA does not require payment for time not worked, including vacations or federal and non-federal holidays. Holiday or vacation benefits are generally set by agreement, employer policy, representative or union contract, or state law, and those rules decide how they appear in payroll.
State rules change the result when they give the employee a greater benefit or more generous rights than the FLSA federal baseline. That includes state rules with daily overtime, different thresholds, or additional premium-pay requirements. When both federal and state wage laws cover the employee, apply the rule that gives the covered employee the greater benefit.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including inside supported project tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Submitted time can flow into timesheets for approval, payroll review, reporting, budgeting, and billing.
Everhour admins can lock completed periods, send reminders, configure timer behavior, and approve timesheets before payroll or billing. Submitted and approved time is protected from regular member edits, which keeps reviewed overtime records from changing after payroll handoff.
Track approved hours before payroll, lock reviewed periods, and keep overtime context attached to timesheets. Everhour turns weekly time capture into cleaner payroll review.
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