Everhour converts tracked billable time into invoices, while fast estimates keep one-off overtime pay checks simple.
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 one practical question: how much overtime pay is owed for a covered nonexempt employee once worked hours pass the applicable overtime threshold. Under the United States federal baseline, the FLSA requires overtime for hours worked over 40 in one fixed workweek, paid at not less than 1.5 times the employee's regular rate of pay.
A fast result is useful when you are checking a timesheet, estimating a paycheck line, or reviewing whether a weekly total was treated correctly before payroll closes. It does not decide exempt status, replace state-law review, or override a contract or policy that gives the worker a greater benefit than the federal baseline.
For a single-rate week, split the workweek into regular hours and overtime hours. Regular hours are paid at the regular rate. Overtime hours are paid at 1.5 times that regular rate under the FLSA federal baseline. Each FLSA workweek stands alone, so hours from two workweeks cannot be averaged to avoid overtime.
Example: a covered nonexempt employee works 47 hours in one fixed FLSA workweek at a $23 regular rate. The first 40 hours pay $920. The 7 overtime hours pay $34.50 each, for $241.50. Total gross pay for worked hours is $1,161.50 before taxes, deductions, reimbursements, or any separate policy-based premium.
A fast overtime check works best when the inputs are clean. Use hours actually worked in the workweek, not paid leave that was not worked, unless a policy, contract, or state rule treats it differently. The FLSA does not require payment for time not worked, including vacation or holidays, and it does not require overtime merely because work occurs on a weekend or holiday.
The common fast-calculation mistake is using the base wage when the regular rate is different. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Bonuses, commissions, or multiple pay rates can change the rate, so a one-minute estimate is reliable only when the regular rate input is already correct.
A one-off calculation is enough when you have one employee, one completed workweek, confirmed nonexempt status, and a known regular rate. It is also enough for a quick audit of a paycheck line when the question is narrow: hours over 40, overtime rate, and total pay for worked hours under the federal baseline.
A managed workflow is needed when overtime entries move into client billing, payroll review, approvals, or invoices. Everhour Billing & Invoicing can turn tracked billable time and expenses into invoices, calculate invoice amounts from rates while excluding non-billable work, and export invoices to QuickBooks Online, Xero, or FreshBooks with status synced back to Everhour.
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, the worker category, exempt or nonexempt status, and the correct regular rate for that same workweek. Under the FLSA federal baseline, covered nonexempt employees receive overtime for hours worked over 40 at not less than 1.5 times the regular rate. State law, contracts, and employer policies can require a greater benefit.
No, not when they affect the regular rate. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked. If a bonus or commission belongs in that calculation, base-wage-only math understates overtime. A fast calculator is accurate only when the regular rate input already includes required compensation.
No. The FLSA federal baseline does not create daily overtime. It requires overtime for covered nonexempt employees after 40 hours worked in a fixed 168-hour workweek. More protective state rules, contracts, or employer policies can create daily overtime, double-time tiers, or weekend premiums, and the worker gets the greater applicable benefit.
No. Each FLSA workweek stands alone. A fixed workweek is 168 hours, or seven consecutive 24-hour periods, and hours cannot be averaged over two or more workweeks to avoid overtime. For example, 35 hours one week and 45 hours the next still creates 5 overtime hours in the second week for a covered nonexempt employee.
For private employers under the FLSA federal baseline, compensatory time off generally is not a substitute for required overtime pay. Overtime is due on the regular payday for the period worked and cannot be waived by an employer-employee agreement. Special comp-time rules exist for state and local government employees.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices. You can generate invoices from uninvoiced time, calculate amounts from rates, exclude non-billable tasks, customize line-item grouping, and export drafts to QuickBooks Online, Xero, or FreshBooks with invoice status synced back to Everhour.
Move from one-off overtime math to billable time records. Everhour converts tracked time and expenses into invoices, excludes non-billable work, and keeps invoice status connected to Everhour.
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