Overtime changes gross pay before payroll withholding, and Everhour helps teams keep approved hours ready for review.
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
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
This calculation answers how much gross overtime pay belongs in the pay period before payroll taxes, deductions, and withholding are applied. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in one fixed workweek at not less than 1.5x the employee's regular rate of pay.
The result matters when a paycheck looks higher than expected but the take-home amount does not rise by the same proportion. The calculator gives the gross wage side: regular earnings, overtime earnings, and total gross pay. It does not determine final net pay, because deductions, tax withholding settings, benefits, and jurisdiction-specific payroll rules sit outside the overtime wage formula.
A common mistake is treating overtime as a separate tax category instead of first calculating the correct gross wage amount. The payroll sequence starts with hours worked, worker classification, applicable wage rule, and the regular rate. Only after gross wages are known can a payroll system apply withholding, deductions, and other paycheck-level items.
For federal overtime, the key rule is narrow: covered nonexempt employees must receive overtime after 40 hours worked in a fixed 168-hour workweek. The FLSA does not create daily overtime or automatic weekend or holiday premium pay as such. More protective state rules, employer policies, contracts, or union agreements can create additional pay requirements, so the wage calculation must match the rule that actually applies.
For a single-rate hourly example, assume a covered nonexempt employee works 44 hours in one fixed FLSA workweek at a $30 regular rate. The first 40 hours are paid at $30, which equals $1,200. The 4 overtime hours are paid at $45, which equals $180. Total gross pay before payroll withholding is $1,380.
The regular rate can be broader than a base hourly wage. Under the federal baseline, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Each FLSA workweek stands alone, so 36 hours in one week and 44 hours in the next cannot be averaged into two 40-hour weeks to erase overtime.
A one-off calculator is enough when you need a fast gross-pay check for one worker, one workweek, one regular rate, and a clear covered nonexempt status. Use it to spot whether the overtime line on a paycheck is directionally correct before asking payroll for a full breakdown.
A managed workflow is needed when overtime depends on submitted timesheets, approvals, lock rules, corrections, weekly capacity, and payroll review. Everhour Team Management supports approval workflow, lock editing after approval or a chosen period, admin time correction, personal tracking limits, roles, project assignments, team groups, and team-wide time policy defaults.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes. The overtime calculation determines gross wages first: regular pay, overtime premium pay, and total gross pay. Payroll withholding, deductions, benefits, and other paycheck adjustments are applied after gross wages are determined. This page focuses on the wage calculation, not the final net pay shown on a paycheck.
Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a fixed workweek. The overtime rate must be not less than 1.5x the employee's regular rate of pay. More protective state wage laws can provide greater rights.
Gross overtime pay and take-home pay are different numbers. The overtime formula increases gross wages when covered nonexempt employees work qualifying overtime hours. The final paycheck then reflects payroll withholding, deductions, and other pay-period items. To review the overtime line, calculate gross overtime first and compare that amount with the payroll detail.
Under the FLSA federal baseline, Saturdays, Sundays, holidays, and regular days of rest do not trigger overtime pay merely because work happened on those days. The federal trigger is hours worked over 40 in the workweek unless another law, employer policy, contract, or union agreement gives a greater benefit.
No. Each FLSA workweek stands alone for overtime calculations, and hours may not be averaged over two or more workweeks to avoid overtime. A fixed workweek is 168 hours: seven consecutive 24-hour periods. If covered nonexempt hours exceed 40 in that workweek, the federal overtime calculation applies.
Everhour Team Management lets admins lock approved periods, correct time entries, set personal tracking limits, and route submitted time through approval before payroll review. Those controls help keep the overtime calculation tied to reviewed hours instead of loose spreadsheet edits.
Use a calculator for one gross-pay check, then keep repeated overtime review inside approved time records. Everhour gives teams approval workflow, lock rules, and admin correction controls for cleaner payroll handoff.
14-day free trial · No credit card · Cancel anytime
