Everhour supports approved timesheets and payroll review, while after-8-hours overtime requires the right daily or weekly rule.
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
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Calculating overtime after 8 hours answers one practical question: how much pay is due when a workday passes an 8-hour threshold. Under the United States federal baseline, the FLSA does not create daily overtime by itself. Covered nonexempt employees must receive at least 1.5x their regular rate for hours worked over 40 in a fixed 168-hour workweek.
An after-8-hours calculation matters when a state rule, employer policy, union contract, or employment agreement gives the worker a daily overtime right. In that case, you calculate the daily overtime hours first, then compare the result against any applicable weekly overtime rule so the employee receives the greater benefit where federal and state wage laws both apply.
The common mistake is applying an 8-hour daily threshold to every employee as if it were the FLSA rule. It is not. The FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods, and each FLSA workweek stands alone. Hours from separate workweeks cannot be averaged to avoid overtime.
Start by identifying the rule that applies to the worker category. If only the federal baseline applies, covered nonexempt employees receive overtime after 40 hours in the workweek. If a more protective state rule or contract requires daily overtime after 8 hours, count the hours above 8 in each covered workday, then check whether weekly overtime also changes the final amount.
Example: an employee earns $25 per hour and works 10 hours Monday, 9 hours Tuesday, 8 hours Wednesday, 8 hours Thursday, and 7 hours Friday. Total hours are 42. Under an after-8-hours daily rule, 2 overtime hours come from Monday and 1 overtime hour comes from Tuesday, for 3 daily overtime hours.
At $25 per hour, the overtime rate is $37.50. The daily-threshold calculation pays 39 regular hours at $25, plus 3 overtime hours at $37.50, for $1,087.50. Under only the FLSA weekly baseline, covered nonexempt overtime would be 2 hours over 40, producing $1,075.00. If the daily rule applies and gives the greater benefit, use the higher result.
A calculator is enough for a one-off check when you know the worker is covered, nonexempt, the applicable threshold is confirmed, and the workweek totals are complete. It is also enough for checking a single timecard before payroll when there are no bonuses, multiple rates, double-time tiers, or state-rule interactions to reconcile.
A managed workflow is better when overtime repeats across a team. Submitted timesheets, manager approvals, rejected corrections, partial approvals, and locked approved entries create a payroll handoff that a one-off calculation cannot provide. Everhour Timesheets support that review by collecting weekly project and working hours before payroll or billing uses the numbers.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
No. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a workweek. Federal law does not require daily overtime merely because a workday exceeds 8 hours. A state law, employer policy, union contract, or employment agreement can create an after-8-hours rule.
When a valid daily overtime rule applies, count only the hours above the daily threshold as daily overtime. A 10-hour day creates 2 daily overtime hours under an after-8-hours rule. Then check the workweek total because a more protective weekly rule can still affect the final pay owed.
Do not double-pay the same overtime hour unless the applicable state rule, policy, or contract requires that result. Calculate the daily overtime premium, calculate the weekly overtime requirement, and apply the method that gives the covered employee the required greater benefit under the laws and agreements that cover that worker.
The FLSA does not require payment for time not worked, including vacations or federal or non-federal holidays. Holiday or vacation pay is generally set by agreement, employer policy, or a representative or union contract. For overtime math, confirm whether the paid holiday hours are treated as worked hours under the applicable rule.
The workweek still matters because the FLSA weekly overtime rule remains the federal baseline for covered nonexempt employees. The fixed 168-hour workweek defines whether hours exceed 40, and each workweek stands alone. Daily overtime rules add a separate threshold only when an applicable state law, policy, or contract creates one.
Everhour Timesheets collect weekly project hours and working hours so employees can submit time for review before payroll or billing. Managers can approve, reject, partially approve, and lock submitted entries, which keeps overtime checks tied to an approved time record instead of a loose spreadsheet total.
Track daily and weekly hours through submitted timesheets, review exceptions before payroll, and lock approved entries so Everhour keeps overtime review tied to approved work records.
14-day free trial · No credit card · Cancel anytime
