Everhour connects tracked time to billing workflows, but overtime hours still start with the right workweek calculation.
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This calculation tells you how many hours fall into overtime for a pay period, invoice review, or payroll check. Under the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in a fixed workweek. The calculation starts with hours actually worked, not scheduled hours, paid leave, or a two-week average.
The result matters because overtime hours change pay, billing, job-cost reports, and manager approvals. A basic federal calculation separates 40 straight-time hours from the hours above 40. State law, contract terms, union agreements, or employer policy can create a greater benefit, including daily overtime or premium rules, but the federal baseline does not create daily overtime by itself.
The FLSA workweek is a fixed and regularly recurring 168-hour period: seven consecutive 24-hour periods. It can start on any day and hour, but once set, each workweek stands alone. You do not average 36 hours in one week and 44 hours in the next week to avoid 4 overtime hours in the second week.
Count only hours worked for the federal overtime threshold. The FLSA does not require payment for time not worked, including vacations or holidays, so paid time off generally does not create federal overtime hours unless a policy, contract, representative agreement, or state law says otherwise. Weekend or holiday work is not overtime merely because of the calendar day.
For the federal baseline, use this formula: overtime hours = total hours worked in the fixed workweek - 40. If the result is zero or negative, there are no federal overtime hours. Example: a covered nonexempt employee works 52 hours in one FLSA workweek at a $29 regular rate. The overtime hours are 52 - 40 = 12.
If you also need pay from those hours, multiply overtime hours by the regular rate and at least 1.5. In the same example, overtime pay is 12 × $29 × 1.5 = $522. Straight-time pay for the first 40 hours is $1,160, so total gross pay for the week is $1,682 before taxes, deductions, or other pay items.
A one-off calculator is enough when you need a quick check for one covered nonexempt employee, one fixed workweek, one regular rate, and no state or contract rule that changes the threshold. It is also enough for spotting whether a timesheet crosses the federal 40-hour line before payroll review.
A managed workflow is better when overtime affects client billing, approvals, payroll handoff, or audit history. Billable overtime needs clean source time, approval status, rates, and invoice treatment. Everhour Billing & Invoicing turns tracked billable time and expenses into invoices, excludes non-billable tasks, and exports invoices to QuickBooks Online, Xero, or FreshBooks.
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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For the FLSA federal baseline, subtract 40 from the total hours worked in the fixed workweek for a covered nonexempt employee. If the employee worked 52 hours, the federal overtime hours are 12. If the employee worked 40 hours or fewer, the federal calculation produces no overtime hours.
Paid vacation hours generally do not count as hours worked for the FLSA overtime threshold. The FLSA does not require payment for time not worked, including vacations or holidays. Employer policy, a contract, a representative agreement, or state law can provide a greater benefit, so payroll review must follow the rule that applies to that worker.
No. Under the FLSA, each fixed 168-hour workweek stands alone for overtime. An employer cannot average hours across two or more workweeks to avoid overtime for covered nonexempt employees. A 34-hour week followed by a 46-hour week still leaves 6 federal overtime hours in the 46-hour week.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the fixed workweek, unless a more protective state law, employer policy, contract, or agreement gives the employee additional premium rights.
The FLSA overtime calculation applies to covered nonexempt employees. Some executive, administrative, and professional exemptions require duties tests and salary-basis pay of at least $684 per week; the computer-employee exemption can use that salary basis or $27.63 per hour. Job titles alone do not determine exempt status.
Everhour Billing & Invoicing converts approved billable time and expenses into invoices, with amounts calculated from rates, time, and billable expenses. Non-billable tasks stay excluded, and invoices can be exported to QuickBooks Online, Xero, or FreshBooks with status details synced back to Everhour.
Everhour Overtimes supports daily and weekly overtime limits, including 1.5x and 2x tiers. Admins can review overtime in Team Hours and use the Payroll dashboard to calculate overtime pay and gross pay from employee hourly cost and tracked time.
Use Everhour Billing & Invoicing to carry approved billable time into invoices, keep non-billable work out, and export invoices to accounting tools with connected status tracking.
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