Everhour supports overtime planning and review, while mobile calculations help you check weekly pay away from a desk.
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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A mobile overtime check answers one practical question: what gross pay is due for a covered nonexempt employee after the federal weekly overtime threshold is crossed. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek. The result separates straight-time pay from overtime pay so you can spot a short paycheck or estimate labor cost quickly.
This page fits a phone-first situation: a manager reviewing submitted hours, a worker checking a pay stub, or a bookkeeper confirming one employee's weekly total. It is not a substitute for classification review, payroll policy review, or state-law analysis. More protective state wage laws, contracts, or employer policies can provide greater rights than the FLSA federal baseline and change the final answer.
Start with total hours actually worked in one fixed FLSA workweek. The workweek is a regularly recurring 168-hour period made of seven consecutive 24-hour periods. For a single-rate employee, regular pay equals up to 40 hours multiplied by the regular rate. Overtime pay equals hours over 40 multiplied by at least 1.5 times the regular rate.
Example: a covered nonexempt employee works 48 hours in one fixed FLSA workweek at a $30 regular rate. The overtime rate is $45.00. Regular pay is 40 × $30 = $1,200.00. Overtime pay is 8 × $45 = $360.00. Total gross pay for the week is $1,560.00 before taxes, deductions, reimbursements, or other payroll adjustments.
The fastest mobile calculation is accurate only when the inputs match the rule. Use hours actually worked, not scheduled hours, and do not average two workweeks together. The FLSA federal baseline does not allow averaging hours across workweeks to avoid overtime. A 36-hour week followed by a 48-hour week still creates 8 overtime hours in the second week for a covered nonexempt employee.
Also separate worked hours from paid time not worked. The FLSA does not require payment for vacation time or holidays not worked, and those benefits are generally set by agreement, policy, or a representative or union contract. Weekend or holiday work does not receive federal overtime premium pay merely because of the day worked; under the federal baseline, the trigger is hours over 40 in the workweek.
Before relying on any overtime result, confirm the worker category. The FLSA overtime rule applies to covered nonexempt employees. Standard executive, administrative, and professional exemptions described by the Department of Labor require job-duties tests and salary-basis pay of at least $684 per week. The computer-employee exemption can use that salary basis or $27.63 per hour. Job titles alone do not determine exempt status.
This classification step matters on mobile because short calculations hide large assumptions. A pay rate and weekly hour total are enough for a quick wage estimate, but they do not prove that the employee is nonexempt, covered, or subject only to the federal baseline. If a state rule, contract, or employer policy gives a greater benefit, use that more generous rule instead of the federal minimum.
A one-off mobile calculation is enough when you need a fast estimate for one fixed workweek, one regular rate, and no disputed inputs. It works for checking whether a weekly total crosses 40 hours before payroll is finalized. Keep the result tied to the exact workweek because each FLSA workweek stands alone for overtime calculations.
A managed workflow is better when overtime affects staffing, approvals, budgets, or payroll handoff. Everhour Resource Planning shows visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-versus-actual time comparisons. That record gives managers a clearer way to see who is approaching overtime before a mobile estimate turns into a payroll correction.
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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You need total hours actually worked in one fixed FLSA workweek and the employee's regular rate. For the United States federal baseline, covered nonexempt employees receive at least 1.5 times the regular rate for hours worked over 40. If multiple rates, bonuses, or exclusions apply, calculate the regular rate before multiplying overtime hours.
No. FLSA overtime is based on hours actually worked in the fixed workweek, not the hours scheduled in advance. A mobile estimate using the schedule works only when the schedule exactly matches worked time. Missed shifts, extra time, off-the-clock corrections, and unpaid breaks change the calculation.
The FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. It can start on any day and hour, but the same fixed workweek must be used consistently. Moving hours between workweeks to reduce overtime does not fit the federal baseline.
No. The calculation shows gross overtime pay before payroll taxes, deductions, reimbursements, and benefit adjustments. It also does not decide whether a state law, contract, or employer policy gives more generous overtime rights. Use the result as a pay calculation, not as a full payroll statement.
The biggest error is mixing two separate workweeks into one total. The FLSA federal baseline does not allow averaging across workweeks to avoid overtime. If a covered nonexempt employee works 32 hours one week and 48 hours the next, the second week still has 8 overtime hours.
Everhour Resource Planning uses visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-versus-actual time comparisons. Managers can see workload pressure before assignments push a person beyond expected weekly capacity.
Use quick mobile math for one check, then manage recurring overtime with Everhour Resource Planning to compare capacity, assignments, time off, and actual tracked work.
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