Overtime pay starts with hours, rate, and eligibility; Everhour turns approved time into billing-ready records.
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.
A free overtime pay calculation answers one payroll question: how much gross pay is due when a covered nonexempt employee works more than the overtime threshold. For the United States federal baseline, the FLSA requires overtime after 40 hours in a fixed 168-hour workweek, paid at not less than 1.5x the employee's regular rate.
The result matters before payroll is finalized, before a client invoice is prepared from billable time, or when you need to check a paycheck line. The calculation does not decide whether the worker is nonexempt, whether a state rule gives greater rights, or whether a policy or contract adds daily, weekend, or holiday premiums.
A useful no-cost calculation needs only a few inputs for a standard hourly case: total hours worked in the workweek, regular rate, overtime threshold, and overtime multiplier. If the worker has one hourly rate and no bonus, commission, or multiple-rate workweek, that is enough to produce a clean estimate without installing software or entering a full employee record.
The common mistake is treating free as the same as complete. A free result is enough for a single check, but it is not a substitute for classification review, state-law review, or regular-rate work when compensation includes nondiscretionary bonuses or multiple pay rates. If those items exist, the regular rate is total compensation divided by total hours actually worked in that workweek, excluding statutory exclusions.
For a straight hourly case, first cap regular hours at 40 under the FLSA federal baseline, then multiply excess hours by 1.5x the regular rate. Formula: regular pay = regular hours x regular rate; overtime pay = overtime hours x regular rate x 1.5; gross pay = regular pay + overtime pay.
Example: a covered nonexempt employee works 49 hours in one fixed FLSA workweek at a $25 regular rate. Regular pay is 40 x $25 = $1,000.00. Overtime hours are 9, and the overtime rate is $37.50. Overtime pay is 9 x $37.50 = $337.50. Total gross pay is $1,337.50.
A one-off calculator is enough when you are checking a simple hourly week, confirming a gross pay estimate, or explaining why a paycheck includes a specific overtime amount. Use it before entering payroll when the hours, rate, multiplier, and total need to be visible in one place.
A managed workflow is the better fit when overtime comes from approved timesheets, billable client work, or recurring payroll review. At that point, the calculation needs a durable time record, approval trail, and billing handoff. Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates, excludes non-billable tasks, and exports invoices to QuickBooks Online, Xero, or FreshBooks.
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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A free calculation is enough for a simple estimate when the employee has one regular rate, clear hours worked, and covered nonexempt status. Payroll still needs the correct workweek, classification, regular-rate inputs, and any more protective state rule, policy, contract, or union agreement that changes the result.
The result is wrong when the input hours are from the wrong workweek, the worker is misclassified, or the regular rate excludes pay that must be included. Under the FLSA federal baseline, each fixed 168-hour workweek stands alone, and hours may not be averaged across workweeks to avoid overtime.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless another law, employer policy, contract, or union agreement gives the employee a greater benefit.
For the FLSA federal baseline, pay the first 40 hours at the regular rate and pay hours over 40 at not less than 1.5x the regular rate for a covered nonexempt employee. Add regular pay and overtime pay to get gross pay for that workweek.
No. Exempt status requires a separate review. The standard executive, administrative, and professional exemptions require job-duties tests and salary-basis pay of at least $684 per week; job titles alone do not determine exempt status. Outside-sales and computer-employee rules have their own requirements.
Everhour Billing & Invoicing turns tracked billable time and expenses into invoices, calculates invoice amounts from rates, and excludes non-billable tasks. Invoices can be exported to QuickBooks Online, Xero, or FreshBooks, with invoice status visible back in Everhour.
Everhour Timesheets let users submit weekly project hours or working hours for approval before payroll, billing, or reporting. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members.
Track approved hours, separate billable from non-billable work, and send invoice-ready totals forward. Everhour connects overtime review to billing workflows that preserve client-ready records.
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