Everhour connects tracked hours to payroll review, but the overtime rate still starts with 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
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.
An overtime rate calculation answers one narrow question: what hourly rate applies to overtime hours for a covered nonexempt employee in a specific workweek. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5x the employee's regular rate of pay.
That regular rate is not always the employee's base hourly wage. The FLSA regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that same workweek. Multiple hourly rates, nondiscretionary bonuses, commissions, and similar compensation can change the regular rate before the 1.5x overtime multiplier is applied.
Start with all straight-time compensation for hours actually worked in the workweek, then add includable workweek compensation such as a nondiscretionary bonus. Divide that total by the total hours actually worked. Do not average two workweeks together; each FLSA workweek stands alone, even when payroll runs every two weeks or twice a month.
Example: a covered nonexempt employee works 34 hours at $26 and 11 hours at $31 in one FLSA workweek, plus an $80 nondiscretionary bonus for that same week. Straight-time earnings are $884 and $341, so total compensation is $1,305. Total hours are 45. The regular rate is $29.00, the overtime rate is $43.50, and the additional half-time premium for 5 overtime hours is $72.50.
The common mistake is multiplying one base wage by 1.5 and calling it the overtime rate. That works only when the employee has one hourly rate and no additional includable compensation in the workweek. When rates vary or a nondiscretionary bonus applies, base-wage-only math understates the regular rate and the overtime amount.
Weekend, holiday, or rest-day work does not create a federal overtime rate by itself. The FLSA federal trigger is hours worked over 40 in the workweek unless a more protective state law, employer policy, contract, or union agreement gives the employee a greater benefit. Holiday or vacation time not worked is generally set by agreement, policy, contract, or state law, not by the FLSA overtime formula.
A one-off overtime rate calculation is enough when you are checking a single workweek, one worker category, and a clear set of wage inputs. It is also enough for explaining why the overtime rate changes when the regular rate includes more than the base hourly wage. Keep the workweek dates, hours worked, pay items, and exclusions with the result.
A managed workflow is the better fit when overtime has to move from time capture to approval, payroll review, or client billing without re-keying. Everhour can embed tracking controls in supported project tools, sync project and task metadata, expose timesheets and budgets inside work tools, and connect 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.
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.
The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. The overtime rate is at least 1.5x that regular rate for FLSA overtime hours. For covered nonexempt employees, the federal baseline applies after 40 hours worked in a fixed FLSA workweek.
Nondiscretionary bonuses for the workweek can change the regular rate, which changes the overtime rate. Add the includable bonus to other workweek compensation, divide by total hours actually worked, then apply the 1.5x multiplier to the resulting regular rate. Discretionary bonuses and other statutory exclusions are not handled the same way.
Yes. When a covered nonexempt employee works at two hourly rates in the same FLSA workweek, the regular rate is based on total compensation divided by total hours actually worked. The overtime rate then comes from that blended regular rate unless a valid alternative method applies under the governing rule or agreement.
Payroll dates can distract from the fixed workweek. The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. Overtime is calculated inside that workweek, not by averaging pay-period totals across two or more workweeks to reduce overtime.
No. Job titles alone do not determine exempt status. The standard executive, administrative, and professional exemptions described in DOL Fact Sheet #17A 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, and outside-sales rules use duties and location tests.
Everhour integrates with project management and accounting tools, adds tracking controls inside supported workflows, and syncs project and task metadata into one reporting layer. That keeps approved time tied to the work context before overtime review, payroll checks, or invoice preparation.
Track approved hours where work happens, then carry reviewed time into payroll and billing workflows. Everhour connects embedded tracking, synced task data, and accounting handoffs to cleaner overtime review.
14-day free trial · No credit card · Cancel anytime
