Salary alone does not decide overtime eligibility. Everhour keeps time records organized when salaried nonexempt hours need review.
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.
This calculation answers whether a salaried worker has overtime pay due for a specific FLSA workweek, and how much extra pay belongs in that period. Under the federal baseline in the United States, covered nonexempt salaried workers must receive overtime for hours worked over 40 in a fixed 168-hour workweek. The result is not based on job title alone.
The calculation also separates math from classification. Executive, administrative, and professional exemptions generally require salary-basis pay of at least $684 per week plus the applicable duties test. Computer-employee exemption compensation can use $684 per week on a salary or fee basis, or hourly pay of at least $27.63, with the required duties test. Outside-sales employees have no salary threshold.
The first decision point is whether the salaried worker is exempt or nonexempt. A salary does not remove overtime rights by itself. For the federal executive, administrative, and professional exemptions, both the salary-basis requirement and the duties test matter. The highly compensated employee exemption requires at least $107,432 per year, including at least $684 per week on a salary or fee basis, plus other conditions.
If the worker is covered and nonexempt, calculate overtime inside one fixed workweek. Do not average a 35-hour week and a 45-hour week to avoid overtime. Each FLSA workweek stands alone. More protective state wage laws, contracts, policies, or collective bargaining agreements can change the result, so the federal number is the baseline, not always the final payroll answer.
For a fixed salary intended to cover a regular workweek longer than 40 hours, divide the salary by the agreed hours to get the regular rate. Then add an extra half-time premium for overtime hours, because the salary already covers straight-time pay for those hours. Example: a covered nonexempt salaried employee earns $1,170 for an agreed 45-hour workweek.
The regular rate is $1,170 divided by 45 hours, or $26 per hour. The employee has 5 overtime hours over 40. The extra half-time premium is 5 hours × $13, which equals $65. Total pay for that week is $1,235. For a valid fluctuating-workweek arrangement, the same half-time premium concept applies, but the arrangement must satisfy its own requirements.
A one-off calculation is enough when you are checking one salaried nonexempt workweek, confirming the regular rate, or reviewing a single payroll question before submitting corrections. It works best when the salary terms, agreed hours, actual hours worked, and exemption status are already clear. The calculator result gives a clean payroll figure for that defined period.
A managed workflow becomes necessary when salaried nonexempt hours repeat across projects, tools, or approval layers. Everhour integrates with major project management and accounting tools, embeds tracking controls in supported workflows, and syncs project and task metadata into one reporting layer. That gives managers approved time records before payroll review instead of rebuilding salaried overtime from scattered notes.
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.
Yes. Under the FLSA federal baseline, covered nonexempt salaried workers must receive overtime for hours worked over 40 in a single fixed 168-hour workweek. Salary alone does not create an exemption. Exempt status depends on the applicable legal test, including duties requirements and, for many exemptions, salary-basis or compensation thresholds.
For executive, administrative, and professional exemptions, the federal salary-basis level is generally at least $684 per week plus the required duties test. Computer-employee exemption compensation can be $684 per week on a salary or fee basis, or at least $27.63 per hour, with the required computer duties. Outside-sales employees have no salary threshold under Part 541.
If a fixed salary is intended to cover an agreed workweek longer than 40 hours, divide the salary by the agreed hours to find the regular rate. Then pay an additional 0.5× regular-rate premium for each overtime hour over 40, because the salary already includes straight-time pay for those hours.
No. Under the FLSA federal baseline, each workweek is a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods. Hours cannot be averaged across multiple workweeks to avoid overtime. A 50-hour week creates overtime even if the following week has fewer than 40 hours.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For the federal baseline, the trigger is hours worked over 40 in the workweek. Holiday pay, vacation pay, weekend premiums, and paid time not worked are generally set by policy, contract, representative agreement, or state law.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Project and task metadata sync into Everhour, so salaried nonexempt time can be reviewed by the same work structure managers already use before payroll or accounting handoff.
Everhour timesheets let users submit weekly project hours or working hours for manager review. Managers can approve, reject, partially approve, and lock submitted time, which protects payroll records from later edits and gives accounting a reviewed set of hours before salaried overtime is finalized.
Connect salaried nonexempt time to the tools where work happens, review approved hours, and hand clean records to payroll with Everhour integrations.
14-day free trial · No credit card · Cancel anytime
