Time and one-half pay starts with the regular rate and qualifying hours. Everhour keeps workload plans visible before overtime appears.
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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Time and a half answers one payroll question: what pay rate applies to hours that qualify for a 1.5x overtime premium? Under the United States FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek, at not less than 1.5x the employee's regular rate of pay.
The answer matters when you check a paycheck, estimate labor cost, quote a job with overtime, or review timesheets before payroll. The calculation does not decide whether a worker is covered, nonexempt, or subject to a more protective state rule. It only converts the qualifying overtime hours into the correct dollar amount once those inputs are known.
For a single hourly rate, multiply the regular rate by 1.5 to get the time-and-a-half rate. Then multiply regular hours by the regular rate and overtime hours by the time-and-a-half rate. Under the FLSA federal baseline, each fixed 168-hour workweek stands alone, so hours from two different workweeks are not averaged together to reduce overtime.
Example: a covered nonexempt employee works 45 hours in one fixed FLSA workweek at a $27 regular rate. The first 40 hours pay $1,080. The 5 overtime hours pay $202.50 because the time-and-a-half rate is $40.50. Total gross pay for the week is $1,282.50 before taxes, deductions, or policy-based additions.
The common mistake is multiplying overtime by the base hourly wage when the regular rate is different. The FLSA regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Multiple pay rates, nondiscretionary bonuses, shift differentials, and other included compensation can change the regular rate.
Do not add holiday, vacation, or other time not worked unless the employer policy, contract, representative or union contract, state law, or another applicable rule requires it. The FLSA does not require payment for time not worked, and it does not require overtime merely because work happens on Saturdays, Sundays, holidays, or regular days of rest.
A one-off calculator is enough when you have one employee, one workweek, one known regular rate, and a clean count of hours over 40. Use it to check whether a paycheck line looks reasonable before asking payroll for the underlying regular-rate calculation or jurisdiction-specific rule.
A managed workflow is better when overtime starts with scheduling pressure, late timesheet edits, missing approvals, or repeated capacity problems. Everhour Resource Planning uses visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual comparisons so managers can see workload pressure before overtime becomes a payroll surprise.
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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Time and a half means 1.5 times the employee's regular rate of pay. If the regular rate is $27 per hour, the time-and-a-half rate is $40.50 per hour. Under the FLSA federal baseline, covered nonexempt employees receive that overtime rate for hours worked over 40 in a fixed workweek.
Count hours actually worked in the fixed workweek. The FLSA workweek is 168 hours, or seven consecutive 24-hour periods, and each workweek stands alone. Paid time not worked, such as vacation or holiday pay, is not federally required and generally follows employer policy, contract, representative or union contract, or state law.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. Under the federal baseline, the overtime trigger is hours worked over 40 in the workweek unless a more protective state law, employer policy, contract, or applicable agreement provides a greater benefit.
The regular rate changes when included workweek compensation is not the same as the base hourly wage. The FLSA regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked. Multiple hourly rates, included bonuses, and shift differentials can change the number used for time and a half.
No. FLSA overtime cannot be waived by employer-employee agreement. Covered nonexempt employees must receive overtime due on the regular payday for the period worked. Compensatory time off generally does not satisfy private-sector FLSA overtime requirements, except in special circumstances for state and local government employees.
Everhour Resource Planning shows workload on visual timelines with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual time comparisons. Managers can spot overallocated people before hours turn into overtime and adjust assignments earlier.
Everhour Overtimes supports daily and weekly overtime limits, regular hours, 1.5x overtime, and 2x double overtime. Admins can review overtime in Team Hours, where overtime and double-overtime hours are visually separated for payroll review.
Use workload planning before overtime turns into a paycheck issue. Everhour shows capacity, availability, time off, and planned-vs-actual work so teams control overtime earlier.
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