Everhour tracks work hours for payroll review, but FLSA overtime pay still depends on the correct regular-rate calculation.
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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This calculation answers how much extra pay is due when hours cross the overtime line for a covered nonexempt employee. Under the United States federal baseline, the FLSA requires overtime after more than 40 hours worked in a fixed 168-hour workweek. The federal overtime rate is at least 1.5x the employee's regular rate of pay, not simply the base hourly wage in every case.
The output is gross overtime pay for the workweek and, when needed, total gross pay for regular and overtime hours. The result matters for payroll checks, pay stub review, job-costing, client billing, and correcting underpaid time. More protective state rules, employment contracts, union agreements, or employer policies can create a greater benefit than the federal baseline.
Start with hours actually worked in the fixed workweek. Count up to 40 hours at the regular rate, then count only hours over 40 as federal overtime. For a straightforward hourly case, a covered nonexempt employee who works 46 hours at a $29 regular rate has 40 regular hours and 6 overtime hours.
The math is: 40 regular hours × $29 = $1,160. Overtime is 6 hours × $29 × 1.5 = $261. Total gross pay for the week is $1,421. Each FLSA workweek stands alone, so you cannot average 34 hours in one week with 46 hours in the next week to erase the 6 overtime hours.
A common payroll mistake is multiplying overtime by the base hourly wage when the regular rate is different. The FLSA regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Multiple pay rates, nondiscretionary bonuses, and certain incentive payments can change the rate used for overtime.
Federal law also does not require overtime merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the fixed workweek, unless another applicable law or agreement adds a premium. Paid vacation or holiday time not worked does not create federal overtime by itself.
A calculator is enough when you need a one-time check: one worker, one workweek, known hours, and a known regular rate. It is also enough for explaining a pay stub line, estimating the gross cost of extra hours, or checking whether the 40-hour federal baseline was applied before a payroll run.
A managed workflow is the better fit when time entries need approval, locked periods, reminders, or a payroll handoff. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside common project tools, and feeds approved timesheets, reporting, budgeting, invoicing, and payroll review.
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 United States federal baseline, covered nonexempt employees must receive at least 1.5x their regular rate of pay for hours worked over 40 in a fixed 168-hour FLSA workweek. Regular gross pay covers the first 40 worked hours, and overtime gross pay covers only the hours above 40.
The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. If a worker has multiple rates or earns certain nondiscretionary compensation in the same workweek, base-wage-only overtime math understates the rate used for the overtime premium.
No. FLSA overtime for covered nonexempt employees cannot be waived by employer-employee agreement. Overtime is due on the regular payday for the period worked. Compensatory time off generally is not a substitute for FLSA overtime pay, except in special circumstances for state and local government employees.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. Under the federal baseline, overtime turns on hours worked over 40 in the workweek. A state law, employer policy, contract, or union agreement can add separate premium rules.
More protective state wage laws control when they give the employee a greater benefit than the FLSA. A state rule can add daily overtime, double-time tiers, or different coverage rules. Employer policies and contracts can also promise higher premiums, but they do not remove FLSA rights for covered nonexempt employees.
Everhour Time Tracking records task and project hours through live timers or manual entries, then feeds those entries into timesheets and reports for payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep the reviewed time record stable before pay is calculated.
Everhour Overtimes lets admins set daily and weekly overtime limits, including 1.5x overtime and 2x double-overtime tiers. Team Hours can show overtime columns, and the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Capture work hours before payroll review, approve timesheets, and lock completed periods. Everhour turns tracked time into a cleaner record for overtime checks and payroll handoff.
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