Everhour tracks work by task and project, while mixed-rate overtime requires a separate 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.
This calculation answers how much overtime pay is due when a covered nonexempt employee works at more than one hourly rate in the same fixed FLSA workweek. Under the federal baseline, overtime applies to hours worked in excess of 40 in that workweek, and the overtime rate must be at least 1.5x the employee's regular rate of pay.
The key point is that the regular rate is not always the employee's lowest, highest, or most recent hourly rate. For a mixed-rate week, total workweek compensation is divided by total hours actually worked, excluding statutory exclusions. That weighted regular rate then drives the overtime premium calculation.
Start with all straight-time earnings for the workweek. Add earnings from each rate, then divide that total by all hours actually worked in the same workweek. Each FLSA workweek stands alone, so you cannot average a 48-hour week with a 32-hour week to remove overtime.
Example: a covered nonexempt employee works 32 hours at $24 and 16 hours at $30 in one fixed FLSA workweek. Straight-time earnings are $768 plus $480, or $1,248. Total hours are 48, so the regular rate is $26. The overtime premium is the extra 0.5x due on 8 overtime hours: 8 × $13 = $104. Total gross pay is $1,352.
A common mistake is paying all overtime hours at 1.5x the rate of the job performed after hour 40. That can be wrong when the employee already received straight-time pay for all hours at their actual rates. The federal regular-rate method uses the weighted average of total compensation over total hours worked, then adds the extra overtime premium.
Another mistake is using the lowest rate to reduce overtime cost. If the employee worked at $24 and $30 in the same workweek, the regular rate must reflect both rates. Employer policy, contract terms, or more protective state wage law can require a greater benefit than the federal baseline, but the FLSA floor cannot be waived by agreement.
The calculation depends on the employer's fixed and regularly recurring 168-hour workweek: seven consecutive 24-hour periods that may start on any day and hour. Once set for payroll purposes, that workweek frames the overtime count. Weekend or holiday work does not create federal overtime as such unless the hours push the covered nonexempt employee over 40.
Holiday pay, vacation pay, and other pay for time not worked are not federally required under the FLSA. Those benefits are generally controlled by agreement, policy, contract, or state law. For overtime math, separate hours actually worked from paid nonwork time before finding total hours and the regular rate.
A one-off calculation is enough when you are checking one completed workweek, all rates are known, and there are no disputes about hours worked. It is also enough for explaining why 48 mixed-rate hours do not equal 40 hours at one rate plus 8 hours at another rate.
A managed workflow matters when multiple employees, approvals, corrections, payroll handoff, or client billing are involved. Everhour Time Tracking captures hours through timers or manual entries inside supported project tools, then feeds approved timesheets, reporting, budgeting, invoicing, and payroll review so the overtime calculation starts from reviewed time records.
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.
Add straight-time earnings from both rates, divide by total hours actually worked in the same FLSA workweek, then use that regular rate for overtime. If straight-time pay has already been paid for every hour, add the extra 0.5x regular-rate premium for hours worked over 40.
Not under the federal baseline when the employee already received straight-time pay for all hours at the applicable rates. The FLSA regular rate is total workweek compensation divided by total hours actually worked, excluding statutory exclusions. A contract, policy, or more protective state law can require a higher result.
If both jobs are for the same employer in the same fixed FLSA workweek, combine the hours and compensation unless a valid legal exception applies. For a covered nonexempt employee, hours worked over 40 still require overtime at not less than 1.5x the regular rate.
That shortcut can underpay overtime in a mixed-rate week. The federal calculation looks at total compensation and total hours actually worked across the workweek, not only the rate attached to the last hours worked. Use the weighted regular rate before adding the overtime premium.
A nondiscretionary bonus for the same workweek generally belongs in total compensation when calculating the regular rate, unless a statutory exclusion applies. Adding that bonus raises the regular rate and can increase overtime premium pay. Discretionary bonuses and other excluded payments require separate treatment.
Everhour Time Tracking captures task and project hours through timers or manual entries, including entries made inside supported tools such as Asana, ClickUp, Jira, Trello, GitHub, and Monday. Admins can use approvals, locked periods, reminders, and timer rules before those hours move into payroll review.
Track hours with timers or manual entries, approve timesheets, and lock reviewed periods before payroll review. Everhour gives teams cleaner records for mixed-rate overtime calculations.
14-day free trial · No credit card · Cancel anytime
