Everhour connects tracked time to billing and invoicing, while federal overtime math still starts with eligible hours and rates.
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 three practical questions: how many hours count as regular time, how many count as overtime, and what gross pay follows from those hours. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked in excess of 40 in a fixed workweek.
The result matters before payroll is finalized, before a client invoice uses labor totals, and before a manager approves an unusual week. It does not decide whether a worker is covered or nonexempt. Classification, state law, contracts, and policy rules must be checked separately when they affect eligibility or add a more generous overtime right.
Under the FLSA, the workweek is a fixed and regularly recurring period of 168 hours, which means seven consecutive 24-hour periods. It can start on any day and hour, but once set, each FLSA workweek stands alone for overtime calculations. Hours may not be averaged across two or more workweeks to avoid overtime.
That rule changes common payroll shortcuts. A covered nonexempt employee who works 46 hours this week and 34 hours next week has 6 federal overtime hours in the first week, even though the two-week average is 40 hours. Weekend or holiday work does not create federal overtime by itself; the federal trigger is hours over 40 in the workweek unless another law or agreement applies.
For a single hourly rate, split the week into regular hours and overtime hours. Regular hours are capped at 40 for the federal baseline. Overtime hours are the hours above 40. FLSA overtime must be paid at a rate not less than 1.5 times the employee's regular rate of pay for covered nonexempt employees.
Example: a covered nonexempt employee works 46 hours in one fixed FLSA workweek at a $29 regular rate. Regular pay is 40 × $29 = $1,160. Overtime pay is 6 × $43.50 = $261. Total gross pay is $1,421. If the week includes includable bonuses, commissions, or multiple rates, calculate the regular rate as total compensation divided by total hours worked, excluding statutory exclusions.
The calculator result is only as accurate as the rule behind it. The standard executive, administrative, and professional exemptions described in DOL Fact Sheet #17A require 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. Job titles alone do not determine exempt status.
State rules can also change the answer. When an employee is covered by both federal and state wage laws, the employee is entitled to the greater benefit or more generous rights under the applicable laws. Federal law does not create daily overtime or automatic weekend and holiday premium pay, but a state rule, employer policy, contract, or union agreement can add those requirements.
A calculator is enough when you need a quick check for one employee, one workweek, and one known rate. It is also enough for estimating the cost of a schedule change before the week is worked. Keep the workweek boundary, covered nonexempt status, and regular-rate inputs beside the result so the number can be reviewed later.
A managed workflow is better when hours need approval, invoices depend on billable labor, or payroll needs a clean handoff. Everhour can connect tracked billable time and expenses to invoices, exclude non-billable tasks, and export invoices to QuickBooks Online, Xero, or FreshBooks. That turns repeated overtime checks into a documented billing process instead of a spreadsheet cleanup job.
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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For the United States federal baseline, count hours worked by covered nonexempt employees inside one fixed FLSA workweek. The first 40 hours are regular hours. Hours worked in excess of 40 are overtime hours and must be paid at not less than 1.5 times the employee's regular rate of pay.
Use the employee's regular rate, not just the base hourly rate when other includable compensation exists. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Multiple rates, bonuses, and commissions can change the regular rate.
No. Each FLSA workweek stands alone for overtime calculations. A 46-hour week followed by a 34-hour week still creates 6 federal overtime hours in the 46-hour week for a covered nonexempt employee. Averaging the two weeks to 40 hours does not remove the overtime obligation.
The FLSA does not require payment for time not worked, including vacations or federal and non-federal holidays. Holiday pay and vacation pay are generally set by agreement, employer policy, contract, or state law. For federal overtime, the key input is hours actually worked in the fixed workweek.
The most common mistake is mixing different rule types in one total. Federal overtime for covered nonexempt employees is based on hours worked over 40 in one FLSA workweek. Daily overtime, double time, weekend premiums, paid holidays, and paid time off come from other laws, policies, or agreements when they apply.
Everhour Billing & Invoicing converts 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 synced back to Everhour.
Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, and overtime visibility in Team Hours. The Payroll dashboard can calculate overtime pay and gross pay from employee hourly cost and tracked time after the Overtime app is enabled.
Connect approved hours to client billing without rebuilding timesheets by hand. Everhour turns billable time and expenses into invoices, excludes non-billable work, and keeps invoice status visible for cleaner billing.
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