Everhour keeps time data connected to work tools, while lightweight overtime math still starts with the right inputs.
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.
A lightweight overtime calculation answers one practical question: how much extra pay is due for a covered nonexempt employee in one fixed workweek. Under the United States federal baseline, the FLSA requires overtime for hours worked over 40 in a workweek at not less than 1.5 times the employee's regular rate of pay.
The calculation gives you regular hours, overtime hours, overtime rate, overtime pay, and total gross pay for the period. It does not decide exempt status, replace state rules, or override a contract. More protective state wage laws, employer policies, collective bargaining agreements, and jurisdiction-specific daily overtime rules can change the final payroll treatment.
A lightweight check works best when the employee has one hourly rate, one fixed FLSA workweek, and no special pay items that change the regular rate. Enter total hours actually worked, the regular rate, and the overtime multiplier. Do not include vacation or holiday time not worked as hours worked under the federal baseline.
The main mistake is treating the calendar week as flexible. The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. Each workweek stands alone, so an employer cannot average 35 hours in one week with 45 hours in the next week to erase overtime.
For a single-rate example, assume a covered nonexempt employee works 48 hours in one fixed FLSA workweek at a $30 regular rate. The first 40 hours are paid at $30, and the 8 hours over 40 are paid at 1.5 times the regular rate, or $45 per overtime hour.
The regular pay is 40 × $30 = $1,200. The overtime pay is 8 × $45 = $360. Total gross pay is $1,560. If the workweek includes nondiscretionary bonuses or multiple pay rates, calculate the regular rate as total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked.
A one-off calculation is enough when you need a quick check for one worker, one workweek, and a straightforward hourly rate. It can also catch a missing overtime line before payroll closes or explain why the overtime rate is higher than the base hourly wage.
A managed workflow is better when overtime repeats across teams, projects, or tools. Everhour embeds tracking controls in supported project tools, syncs project and task metadata, and exposes timesheets and budgets inside work workflows, so overtime review can start from approved time records instead of copied totals.
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.
Use hours actually worked in the fixed FLSA workweek. Under the federal baseline, paid vacation, holidays, or other time not worked do not have to be counted as hours worked unless an employer policy, contract, representative agreement, or state law requires a different treatment.
Yes, but only if the regular-rate step is included. For covered nonexempt employees, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked. A nondiscretionary bonus generally changes the regular rate, so base-wage-only overtime math understates pay.
No. The FLSA federal baseline does not create daily overtime. It requires overtime for covered nonexempt employees after 40 hours worked in a fixed workweek. Daily overtime, double-time tiers, or stricter thresholds come from more protective state law, employer policy, or a contract.
Each FLSA workweek stands alone. Hours cannot be averaged across two or more workweeks to avoid overtime. If a covered nonexempt employee works 38 hours one week and 46 hours the next, the second week still has 6 overtime hours under the federal baseline.
No. The FLSA does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. Under the federal baseline, the trigger is hours worked over 40 in the workweek unless another applicable law, policy, contract, or agreement provides a premium.
Everhour integrates with tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others, then syncs project and task metadata into time records. Teams can track time inside supported workflows and review timesheets without rebuilding overtime inputs from separate spreadsheets.
Track approved hours where work happens. Everhour connects integrated time records to timesheets, budgets, and review workflows, giving teams cleaner overtime inputs before payroll handoff.
14-day free trial · No credit card · Cancel anytime
