Everhour keeps overtime review simple with time tracking controls, while FLSA calculations still require the right weekly inputs.
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 a direct payroll question: how much overtime pay is due for a covered nonexempt employee in one fixed workweek. Under the United States federal baseline, the FLSA requires overtime after 40 hours worked in a workweek, paid at not less than 1.5x the employee's regular rate. The workweek is a fixed 168-hour period made of seven consecutive 24-hour periods.
The easy version uses only the inputs that change the number: total hours worked in that workweek and the regular rate. It does not add federal premium pay just because the work happened on Saturday, Sunday, a holiday, or a scheduled rest day. More protective state law, an employer policy, a contract, or a representative agreement can still require a higher result.
For a fast check, separate the question into three lines: regular hours, overtime hours, and overtime rate. Regular hours are capped at 40 under the FLSA weekly baseline. Overtime hours are total hours worked minus 40. The overtime rate is the regular rate multiplied by 1.5, unless a more generous rule applies.
Example: a covered nonexempt employee works 47 hours in one FLSA workweek at a $28 regular rate. Regular pay is 40 hours times $28, or $1,120. Overtime is 7 hours times $42, or $294. Total gross pay for the week is $1,414 before taxes, deductions, reimbursements, or other payroll adjustments.
The most common easy-calculation mistake is using the pay period instead of the workweek. The FLSA workweek stands alone, and hours may not be averaged across two or more workweeks to avoid overtime. If a biweekly pay period has 35 hours in week one and 47 hours in week two, the second week still has 7 overtime hours.
Paid time not worked is a separate issue. The FLSA does not require payment for time not worked, including vacations or federal and non-federal holidays. Those benefits are generally set by agreement, employer policy, or a representative or union contract. For overtime under the federal baseline, count hours actually worked in the fixed workweek.
A one-off calculation is enough when you need a quick estimate for one employee, one rate, and one completed workweek. It is also enough for checking whether the overtime line on a draft payroll register roughly matches the hours and regular rate you expected. Keep the workweek dates, hours, regular rate, and any policy exception with the result.
A managed workflow becomes necessary when overtime needs approval, corrections, locked periods, or payroll review before the number becomes final. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and approval workflow, so overtime review starts from controlled time records instead of scattered notes.
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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Use the fixed workweek, total hours actually worked, the employee's regular rate, and the applicable overtime multiplier. For the United States federal baseline, covered nonexempt employees get at least 1.5x the regular rate for hours worked over 40 in one FLSA workweek. Add state, policy, contract, or union rules only when they apply.
No. Under the FLSA, each workweek stands alone for overtime calculations. Hours may not be averaged across two or more workweeks to avoid overtime. A 32-hour week followed by a 48-hour week creates 8 overtime hours in the second week for a covered nonexempt employee, even though the two-week average is 40 hours.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal overtime trigger is hours worked over 40 in the fixed workweek, unless a state law, employer policy, contract, or representative agreement gives the employee a greater benefit.
In a simple hourly case with one rate and no additional includable earnings, the regular rate is the hourly rate. The broader FLSA regular-rate formula is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Bonuses, commissions, or multiple rates can change that number.
No. FLSA overtime cannot be waived by employer-employee agreement. Overtime is due on the regular payday for the period worked, and compensatory time off generally is not a substitute except in special circumstances for state and local government employees. If the employee is covered and nonexempt, the overtime calculation still has to be paid.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and approval workflow. That gives managers a controlled record to review before payroll instead of rebuilding overtime totals from editable notes or late manual changes.
Everhour Overtimes lets admins set daily and weekly overtime limits, then review overtime in Team Hours. Everhour supports regular, 1.5x overtime, and 2x double overtime tiers, with overtime pay and gross pay calculated from employee hourly cost and tracked time when the Overtime app is enabled.
Use Everhour Team Management to lock periods, correct entries, manage limits, and approve timesheets before payroll review, so overtime checks come from governed time records.
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