Everhour gives teams reporting visibility, while FLSA overtime math starts with hours, workweeks, and the regular rate.
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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The calculation answers one practical payroll question: how much extra pay is due when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. The federal baseline uses a fixed and regularly recurring 168-hour workweek, made of seven consecutive 24-hour periods. Each workweek stands alone, so a short week does not reduce overtime owed in a later long week.
The result gives you regular pay, overtime pay, and total gross wages for the workweek before taxes, deductions, reimbursements, or benefit adjustments. It does not decide exempt status, state-law coverage, or contract rights. When federal and state wage laws both cover the employee, the greater benefit or more generous right under the applicable laws controls.
For the federal baseline, covered nonexempt employees must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in the workweek. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that same workweek. For a single hourly rate with no extra included compensation, the hourly rate is usually the regular rate.
Example: a covered nonexempt employee works 50 hours in one fixed FLSA workweek at a $26 regular rate. Regular hours are capped at 40, so regular pay is 40 × $26 = $1,040. Overtime hours are 10, and the overtime rate is $26 × 1.5 = $39. Overtime pay is 10 × $39 = $390. Total gross pay for the workweek is $1,430.
The first mistake is averaging weeks. If an employee works 35 hours one week and 45 hours the next, the second week still has 5 overtime hours under the FLSA federal baseline for covered nonexempt employees. The two weeks cannot be combined into an 80-hour average to avoid overtime. The fixed workweek also matters because it can start on any day and hour, but it must stay consistent.
The second mistake is treating weekend or holiday work as automatic federal overtime. The FLSA does not require overtime pay merely because work happens 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 representative agreement gives a greater benefit.
A one-time calculation is enough when you have a clean weekly hours total, a known regular rate, and no dispute over coverage or the workweek. It works for checking a pay stub, estimating a single payroll line, or explaining why 10 overtime hours at a $39 overtime rate produce $390 in overtime pay.
A managed workflow becomes necessary when overtime depends on approved timesheets, daily review, multiple rates, corrections, payroll handoff, or audit history. Everhour Reporting can surface overtime data in Team Hours and custom reports, with configurable columns, grouping, filters, exports, and scheduled delivery, so managers review approved numbers before payroll or billing decisions.
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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Count hours actually worked inside the fixed FLSA workweek for covered nonexempt employees. The FLSA does not require payment for time not worked, including vacation or federal and non-federal holidays, so paid leave is generally handled by agreement, employer policy, state law, or a representative contract rather than the federal overtime count.
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. Moving hours between workweeks or averaging two weeks can erase overtime on paper without changing the federal obligation for covered nonexempt employees.
Multiple rates usually require a regular-rate calculation for the workweek. Add the included compensation earned during the workweek, then divide by total hours actually worked in that workweek. Use that regular rate to calculate overtime at not less than 1.5 times the regular rate for covered nonexempt employees under the FLSA federal baseline.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. Federal overtime is triggered by hours worked over 40 in the workweek for covered nonexempt employees, unless another applicable law, policy, contract, or agreement creates a more generous rule.
Confirm whether the worker is covered and nonexempt. For the standard executive, administrative, and professional exemptions, DOL Fact Sheet #17A requires job-duties tests and salary-basis pay of at least $684 per week. Job titles alone do not determine exempt status, and outside-sales employees follow duties and location tests with no salary-level requirement.
Everhour Reporting can show overtime data through Team Hours and configurable reports. Managers can add relevant columns, group by member or project, filter metadata, set date ranges, export reports in CSV, Excel/XLSX, or PDF, and schedule email delivery for recurring overtime review.
Review approved overtime with Everhour Reporting, then export or schedule the numbers managers need for payroll, billing, and team review without rebuilding the same spreadsheet each period.
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