Everhour captures work hours as they happen, while overtime tracking still depends on the correct workweek and employee status.
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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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Measurement
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The practical question is how many hours in a pay period count as overtime and what those hours are worth. Under the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in a fixed workweek, at not less than 1.5 times the regular rate of pay.
That answer matters before payroll is finalized, before client invoices use labor cost, and before managers approve timesheets. The workweek is not a loose calendar label. It is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods, and each FLSA workweek stands alone.
Overtime tracking starts with the workweek boundary. If the employer's fixed workweek runs Monday through Sunday, count only hours actually worked inside that period. Do not average 35 hours from one week with 45 hours from the next week to erase overtime; the FLSA does not allow averaging across workweeks to avoid overtime.
Separate worked time from paid time off. The FLSA does not require payment for time not worked, including vacations or holidays, and those benefits are generally set by agreement, policy, or a representative or union contract. Federal law also does not require overtime pay merely because work occurs on a Saturday, Sunday, holiday, or regular day of rest.
For a single-rate employee, the overtime hour count is total hours worked in the fixed workweek minus 40. The overtime rate is the regular rate multiplied by 1.5. Regular earnings cover the first 40 hours, and overtime earnings cover only the hours over 40 unless a more protective state rule, contract, or policy gives the employee a greater benefit.
Example: a covered nonexempt employee works 45 hours in one fixed FLSA workweek at a $27 regular rate. Regular pay is 40 hours times $27, or $1,080. Overtime hours are 5. The overtime rate is $40.50, so overtime pay is $202.50. Total gross pay for the worked hours is $1,282.50.
A calculation is only as good as the hour record behind it. Missed clock-ins, late manual edits, and mixed project entries create errors before the overtime formula starts. Regular rate calculations can also change when total compensation for the workweek includes more than base hourly wages, excluding statutory exclusions, because the regular rate is total compensation divided by total hours actually worked.
Employee classification also controls the calculation. Covered nonexempt employees are owed FLSA overtime when the threshold is met, while exemptions require more than a job title. Standard executive, administrative, and professional exemptions require duties tests plus salary-basis pay of at least $684 per week, and the computer-employee exemption can use that salary basis or $27.63 per hour.
A one-time calculation is enough when you are checking one employee, one fixed workweek, one regular rate, and a clean hour total. It answers the immediate payroll question: regular hours, overtime hours, overtime rate, and gross pay. That is useful for a quick audit, a pay-stub check, or a small correction before payroll closes.
A managed workflow is better when overtime repeats across a team. Everhour Time Tracking lets employees use timers or manual entries, including inside supported project tools, and admins can review submitted time through approvals, lock completed periods, send reminders, and use timer rules before payroll or billing depends on the record.
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. Do not count vacation, holiday, or other paid time not worked as worked hours for the federal overtime threshold unless an employer policy, contract, union agreement, or more protective state rule says otherwise. Keep the workweek boundary consistent because each workweek is calculated separately.
No. Under the FLSA federal baseline, each fixed workweek stands alone for covered nonexempt employees. An employer cannot average 30 hours in one week and 50 hours in the next week to treat both as 40-hour weeks. The 50-hour week contains 10 overtime hours under the federal rule.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the fixed workweek unless a state law, employer policy, contract, or representative agreement provides a more generous rule.
The common mistake is using the payroll period total instead of the fixed workweek total. For example, a semimonthly payroll period can split or combine parts of workweeks, but FLSA overtime for covered nonexempt employees is still checked workweek by workweek. Another mistake is treating edited or missing time entries as final without approval.
Multiple pay items do not change the hour count, but they can change the regular rate used for overtime pay. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. That is why base-wage-only math can understate overtime pay when included bonuses or different rates apply.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including inside supported tools such as Asana, ClickUp, Jira, GitHub, Monday, Notion, and Trello. Admins can use approvals, reminders, locked periods, and timer rules so overtime review starts from a controlled timesheet record.
Track approved hours before payroll closes. Everhour turns timers and manual entries into reviewable timesheets with approvals, locked periods, reminders, and payroll-ready overtime context.
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