Everhour supports timecard review and payroll checks, while FLSA overtime rules require precise weekly hour and regular-rate inputs.
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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This calculation answers whether a covered nonexempt employee has overtime under the FLSA federal baseline, how many overtime hours exist, and what minimum overtime pay is due for one fixed workweek. The key inputs are total hours actually worked, total workweek compensation included in the regular rate, and whether the employee is covered and nonexempt.
The FLSA workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. It can start on any day and hour, but each workweek stands alone. Hours from two or more workweeks cannot be averaged to avoid overtime, so 35 hours one week and 45 hours the next still creates 5 overtime hours in the 45-hour week.
Under the FLSA, covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5 times the employee's regular rate of pay. Federal law does not create daily overtime by itself, and it does not require premium pay merely because work happens on Saturday, Sunday, a holiday, or a regular day of rest.
For a straightforward hourly 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 at $34.50 per hour, which adds $241.50. Total gross pay for the week is $1,161.50 before taxes, deductions, or any state-law adjustment.
The regular rate is not always the base hourly rate printed in a pay record. Under the federal baseline, it is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that same workweek. That distinction matters when the week includes included bonuses, commissions, shift differentials, or more than one hourly rate.
A common mistake is calculating overtime from base wage only after extra compensation has already changed the regular rate. Another mistake is treating holiday pay for time not worked as hours worked under the FLSA. The FLSA does not require payment for vacations or federal/non-federal holidays; those benefits are generally set by employer policy, agreement, contract, state law, or a representative/union contract.
A one-off calculation is enough when you need to check one workweek, one worker, and one clear regular rate. It is also enough for a quick audit of whether a paycheck line roughly matches the FLSA federal baseline. The result becomes less reliable when time entries are late, approvals are missing, or different systems hold timecard, project, and payroll data.
A managed workflow is better when overtime must move from daily timecards into weekly review, approval, and payroll handoff. Everhour timecards support daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, Team Hours reporting, and exports, so payroll review starts from approved hours instead of reconstructed 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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The FLSA overtime rule applies to covered nonexempt employees. Exempt status depends on the exemption, not the job title alone. Standard executive, administrative, and professional exemptions require duties tests and salary-basis pay of at least $684 per week; the computer-employee exemption can use $684 per week or $27.63 per hour.
No. The FLSA federal baseline does not create daily overtime. Covered nonexempt employees get overtime pay for hours worked over 40 in a fixed workweek. A state law, employer policy, collective bargaining agreement, or contract can require a more generous daily overtime rule, and the greater applicable benefit controls.
No. Each FLSA workweek stands alone. An employer cannot average 30 hours in one workweek with 50 hours in the next workweek to create two 40-hour weeks. The 50-hour week has 10 overtime hours for a covered nonexempt employee under the federal baseline.
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 workweek unless a more protective state law, agreement, policy, or contract applies.
FLSA overtime for covered nonexempt employees cannot be waived by employer-employee agreement. It is due on the regular payday for the period worked. Compensatory time off generally does not satisfy FLSA overtime obligations except in special circumstances for state and local government employees.
Everhour timecards show daily, weekly, and monthly work-hour totals for payroll review, including project-vs-working-hour comparisons and Team Hours reporting. Approved timecard data can be exported, giving payroll a reviewed hour record before overtime calculations are finalized.
Everhour Overtimes lets admins set daily and weekly overtime limits and review overtime in Team Hours. When enabled, the Payroll dashboard calculates overtime pay and gross pay from hourly cost and tracked time, including regular, 1.5x overtime, and 2x double-overtime tiers.
Use Everhour timecards to review weekly work-hour totals, compare project and working hours, approve time, and export payroll-ready records before overtime becomes Everhour-supported payroll review.
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