Everhour connects tracked hours to billing workflows while you calculate regular pay, overtime premiums, and gross wages.
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 payroll question: how much gross pay is owed when an hourly worker has regular hours and overtime hours in the same pay period. For the United States federal baseline, covered nonexempt employees receive overtime after 40 hours worked in a fixed FLSA workweek. The output is regular pay, overtime pay, and total gross wages before taxes, deductions, reimbursements, or employer-specific benefit adjustments.
The hourly rate matters, but it is not always the whole regular rate. Under the FLSA, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. If the employee has one hourly rate and no other includable compensation, the regular rate matches the hourly rate. Bonuses, multiple rates, or certain commissions can change it.
Under the FLSA, the workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. It can start on any day and hour, but each FLSA workweek stands alone. You cannot average one 35-hour week with one 45-hour week to erase the overtime in the second week.
Federal law does not create daily overtime or automatic weekend or holiday premium pay as such. Saturday, Sunday, holiday, and rest-day hours count like other hours toward the weekly total unless a more protective state law, employer policy, contract, or union agreement gives the employee a greater benefit. When both federal and state wage laws cover the employee, the more generous applicable rule controls.
For a single-rate hourly example, a covered nonexempt employee works 43 hours in one fixed FLSA workweek at a $25 regular rate. Regular hours are capped at 40 under the federal baseline, so regular pay is 40 × $25 = $1,000. Overtime hours are 3, and overtime pay is 3 × $25 × 1.5 = $112.50.
Total gross pay is regular pay plus overtime pay: $1,000 + $112.50 = $1,112.50. If the same employee had includable bonus pay or different rates during the week, calculate the regular rate first by dividing total compensation by total hours actually worked, then apply at least 1.5× that regular rate to the overtime hours.
A one-off calculation is enough when you are checking a simple hourly week, quoting an estimated paycheck amount, or confirming that overtime was applied to the right hours. It is also enough when the worker has one rate, one workweek, and no policy exception, state daily overtime rule, bonus, commission, or reimbursable client billing issue.
A managed workflow is needed when time must be approved, billed, invoiced, exported, or reviewed later. Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and exports invoices to QuickBooks Online, Xero, or FreshBooks with status sync 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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The hourly rate is the stated wage for one hour of work. The regular rate is the FLSA calculation base for overtime: total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. In a plain single-rate week, they match. With includable bonuses, commissions, or multiple rates, they can differ.
For the U.S. federal baseline, count hours actually worked by a covered nonexempt employee within the fixed FLSA workweek. Hours over 40 in that same workweek require overtime at not less than 1.5× the regular rate. Paid vacation or holiday time not worked is not federally required and is generally controlled by policy, agreement, or contract.
The FLSA workweek is a fixed 168-hour period, not a flexible payroll shortcut. If the employer's workweek starts Wednesday at 12:00 a.m., hours must be counted inside that Wednesday-to-Tuesday period. Moving hours into another week or averaging multiple weeks does not remove overtime owed for a covered nonexempt employee.
Use the rule that gives the employee the greater benefit when both federal and state wage laws apply. The FLSA sets the federal baseline for covered nonexempt employees, but more protective state rules can require daily overtime, different thresholds, or additional premium pay. The calculator result should be checked against the applicable jurisdiction before payroll is finalized.
Job titles alone do not determine exempt status. The standard executive, administrative, and professional exemptions described in DOL Fact Sheet #17A require job-duties tests and salary-basis pay of at least $684 per week. The computer-employee exemption can use that $684 weekly salary basis or $27.63 per hour, while outside-sales employees use duties and location tests.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and supports client settings and invoice customization. Invoices can be exported to QuickBooks Online, Xero, or FreshBooks with status details syncing back to Everhour.
Track approved billable time, exclude non-billable work, and generate client invoices from the same records. Everhour connects tracked hours to invoicing without rebuilding totals by hand.
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