Everhour supports detailed time tracking and billing, while customizable overtime rules need precise inputs before payroll review.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
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A customizable overtime calculation answers what gross pay should be when a standard weekly formula is not enough. Under the United States federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed FLSA workweek at not less than 1.5x the regular rate. More protective state rules, contracts, or employer policies can require daily thresholds, double-time tiers, or premium rules.
The result matters when one employee has multiple hourly rates, a nondiscretionary bonus, a daily overtime policy, or both billable and non-billable work tied to payroll review. The calculation should separate regular hours, overtime hours, premium multipliers, and total gross pay. It should not average two workweeks together, because each FLSA workweek stands alone for overtime.
Start with total compensation for the workweek, excluding statutory exclusions, then divide by total hours actually worked in that same workweek. That gives the regular rate. For covered nonexempt employees paid straight time for all hours, the FLSA overtime adjustment is usually the extra half-time premium for hours over 40. Custom rules then add daily thresholds, double-time tiers, or policy premiums only when they apply.
Example: a covered nonexempt employee works 30 hours at $28 and 18 hours at $36 in one fixed FLSA workweek. Straight-time pay is $1,488 for 48 hours, so the regular rate is $31. The federal overtime premium is 8 overtime hours × $31 × 0.5, or $124. Total gross pay is $1,612 before taxes, deductions, or any separate policy-based additions.
The customization should reflect the rule source, not replace it. A federal-only setup needs the fixed 168-hour FLSA workweek, a 40-hour weekly threshold, the regular rate, and a 1.5x minimum overtime multiplier. A policy or more protective state setup can add daily overtime, double time, or holiday premiums, but those settings need labels so payroll knows whether each amount came from law, contract, or company policy.
The common mistake is treating customization as permission to simplify. Base-rate-only math fails when an employee works at two rates in the same workweek. Daily overtime settings fail when paid holiday hours are counted as hours worked without a policy saying they count. Weekend work also does not create federal overtime merely because it happened on Saturday or Sunday; the federal trigger is hours worked over 40 in the workweek unless another rule applies.
A calculator is enough for a one-off estimate, a payroll spot check, or a quick explanation of why two employees with the same total hours received different overtime pay. It works best when you already know the correct workweek, covered nonexempt status, total hours worked, included compensation, and which custom thresholds apply. If any of those inputs are uncertain, fix the source record first.
A managed workflow is better when overtime affects approvals, billing, or payroll handoff every pay period. Everhour can track billable and non-billable time by project billing status, task-level settings, custom task rates, and member-rate exceptions, then surface billable time, non-billable time, billable amount, and cost in admin reports. That gives managers a cleaner record before overtime, invoices, or payroll are reviewed.
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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It should include the fixed workweek, total hours actually worked, covered nonexempt status, each pay rate, included workweek compensation, overtime threshold, multiplier, and any policy or contract rule. For the United States federal baseline, covered nonexempt employees receive overtime after 40 hours in the FLSA workweek at not less than 1.5x the regular rate.
Yes, if a more protective state law, contract, or employer policy creates a daily threshold. Federal FLSA overtime does not create daily overtime by itself; it uses hours worked over 40 in a fixed workweek. A custom setup should label daily overtime separately so it is not confused with the federal weekly calculation.
Multiple hourly rates should flow into the regular rate calculation for the workweek. Add the straight-time earnings from each rate, divide by total hours actually worked, then apply the overtime premium to overtime hours. Paying overtime from only the lowest or most recent base rate can understate pay for covered nonexempt employees.
Only include them as overtime-counting hours when an applicable policy, contract, representative agreement, or state rule says to include them. The FLSA does not require payment for time not worked, including vacations or holidays. If paid time off is included in gross pay but not hours worked, label that treatment clearly.
The biggest error is mixing rule sources without labels. Federal weekly overtime, more protective state rules, double-time policies, and holiday premiums can all produce different pay lines. A calculator should show which threshold created each premium, because payroll review needs to know whether the amount is required by law or created by policy.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, which helps separate client billing review from payroll overtime review.
Everhour Overtimes supports daily and weekly overtime limits, 1.5x overtime, and 2x double overtime tiers. Managers can review overtime in Team Hours, where overtime and double-overtime data can also feed configurable reports for payroll review.
Track billable and non-billable time before payroll review, then use Everhour reports to connect overtime checks with billing, cost, and approval decisions.
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