Everhour tracks billable and non-billable hourly work, while FLSA overtime rules require the correct workweek and regular rate.
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 how much overtime pay a covered nonexempt hourly employee earns in one fixed FLSA workweek. Under the federal baseline, hours worked over 40 in that workweek must be paid at not less than 1.5 times the employee's regular rate of pay. The result separates straight-time earnings, overtime premium pay, and total gross pay for the workweek.
The key word is worked. Paid vacation, holiday pay, or other time not worked is not federally required under the FLSA and is generally controlled by policy, agreement, contract, or state law. Weekend or holiday work is not automatically overtime under federal law; those hours matter when they push covered nonexempt hourly employees over 40 hours in the fixed workweek.
The FLSA 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 once set, each workweek stands alone for overtime. You do not average a 36-hour week and a 48-hour week to avoid overtime in the longer week.
For hourly employees, the workweek boundary changes the answer. A shift that crosses midnight belongs to the workweek according to the employer's established timekeeping rules, not according to the employee's pay preference. On-call time also needs review: time spent on the employer's premises, or so restricted that it cannot be used effectively for personal purposes, counts as hours worked.
For a single-rate hourly employee, start with regular hours, overtime hours, and the regular rate. Example: a covered nonexempt hourly employee works 52 hours in one fixed FLSA workweek at a $21 regular rate. Regular pay is 40 hours times $21, or $840. Overtime pay is 12 hours times $31.50, or $378. Total gross pay is $1,218.
The formula changes when the employee works at multiple hourly rates in the same workweek. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked. When two or more straight-time rates apply, use the weighted average of all rates unless a permitted section 7(g)(2) method applies. Do not use only the lowest or last rate.
Hourly status does not automatically settle every overtime question. Covered nonexempt hourly employees get the FLSA overtime baseline, but some roles require a specific exemption review. Job titles alone do not determine exempt status. The standard executive, administrative, and professional exemptions require duties tests and salary-basis pay of at least $684 per week; qualifying hourly computer employees need at least $27.63 per hour and the duties test.
Common hourly mistakes are practical: counting paid holidays as hours worked without a policy basis, ignoring restrictive on-call time, using calendar weeks instead of the fixed FLSA workweek, or applying overtime only after a weekend shift. State law can also be more protective than the federal baseline. When both federal and state wage laws cover the employee, the employee receives the greater benefit.
A one-off calculation is enough when you have one employee, one hourly rate, one clean FLSA workweek, and no disputed time. It is also enough for a quick estimate before payroll review, as long as you confirm the workweek boundary, hours worked, and regular rate inputs before using the result for pay.
A managed workflow is better when hourly work is split by client, task, billable status, or rate. Everhour can separate billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. That gives managers cleaner records before payroll, billing, and reports are finalized.
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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Set the fixed FLSA workweek before doing any pay math. The federal baseline uses a recurring 168-hour period made of seven consecutive 24-hour periods. For covered nonexempt hourly employees, overtime applies to hours worked over 40 in that workweek at not less than 1.5 times the regular rate.
Count hours worked in the fixed workweek, separate the first 40 hours from hours over 40, then multiply overtime hours by 1.5 times the regular rate. For example, a $21 regular rate creates a $31.50 overtime rate. Add regular pay and overtime pay to get total gross pay for the workweek.
When an employee works two or more jobs at different straight-time rates in one workweek, the regular rate is usually the weighted average of all rates. Divide total workweek compensation, excluding statutory exclusions, by total hours actually worked. Then apply the overtime multiplier to that regular rate unless a permitted section 7(g)(2) method applies.
No. The FLSA does not require extra pay solely because work happens on Saturdays, Sundays, holidays, or regular rest days. Under the federal baseline, the overtime trigger is hours worked over 40 in the fixed workweek unless state law, an employer policy, a contract, or another agreement gives a greater benefit.
Include on-call time when the employee must remain on the employer's premises or so close that the time cannot be used effectively for personal purposes. On-call time at home is usually not working time, but restrictive conditions or frequent call-ins can make it compensable. Those hours then count toward the 40-hour federal overtime threshold.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, so hourly records stay useful for both payroll review and client billing.
Everhour Reporting can surface overtime and double-overtime data in Team Hours and configurable reports when overtime tracking is enabled. Admins can add columns, group data, filter by project or member, and export reports to CSV, Excel/XLSX, or PDF for payroll review.
Track billable and non-billable hourly work with project billing status, task controls, custom rates, and admin reports. Everhour gives teams cleaner records for payroll review and client billing.
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