Everhour connects tracked hours to budgets, while federal OT math starts with covered nonexempt workweek totals.
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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An OT calculation answers one practical payroll question: how much extra pay is due when a covered nonexempt employee works beyond the applicable overtime threshold. Under the United States federal baseline, the FLSA requires overtime for hours worked in excess of 40 in one fixed workweek, paid at not less than 1.5 times the employee's regular rate.
The result matters before payroll is finalized, when checking a pay stub, or when estimating labor cost for a busy week. It does not decide exempt status, state-law coverage, or contract premiums. If a more protective state rule, union contract, or employer policy gives the employee greater rights, that more generous rule controls.
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 once set, each workweek stands alone. You cannot average 36 hours in one week with 46 hours in the next week to avoid overtime on the 46-hour week.
Use hours actually worked before applying the federal overtime threshold. The FLSA does not require payment for time not worked, including vacations or federal and non-federal holidays. Those payments are generally set by agreement, policy, or a representative or union contract. Likewise, Saturdays, Sundays, holidays, and regular days of rest do not create federal overtime premium pay as such.
For a single-rate employee with no other includable compensation, the regular rate is the hourly wage. Example: a covered nonexempt employee works 42 hours in one fixed FLSA workweek at a $32 regular rate. The first 40 hours pay $1,280. The 2 overtime hours pay $96 at $48 per hour. Total gross pay for the week is $1,376.
If the employee receives multiple rates or includable bonuses, calculate the regular rate by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek. Base-wage-only math is wrong when the regular rate includes more than the hourly wage. The overtime premium must be tied to that workweek's regular rate.
A one-off calculator is enough when you have one employee, one workweek, verified hours worked, and a clear regular rate. It is also enough for a quick pay-stub check against the federal baseline: covered nonexempt status, hours over 40, regular rate, overtime multiplier, and total gross pay before taxes and deductions.
A managed workflow is better when OT affects budgets, approvals, payroll handoff, or repeat reviews. Everhour Project Budgeting tracks hour-based and money-based budgets in real time as people log time and expenses, with recurring budget periods and threshold email alerts at 75%, 90%, 100%, or a custom level.
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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OT usually means overtime. On a paycheck, it should show the overtime hours, the overtime rate, or the overtime earnings for the pay period. For the United States federal baseline, covered nonexempt employees must receive at least 1.5 times the regular rate for hours worked over 40 in a fixed FLSA workweek.
Use the employer's fixed FLSA workweek: a regularly recurring 168-hour period made of seven consecutive 24-hour periods. The start day and hour can vary by employer, but each workweek stands alone. Do not combine two workweeks or average their hours when deciding whether covered nonexempt federal overtime is due.
Weekend hours are included if they are hours actually worked in the fixed workweek. 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 trigger is hours worked over 40 unless another law, contract, or policy applies.
For private-sector FLSA overtime, compensatory time off generally is not a substitute for required overtime pay. FLSA overtime is due on the regular payday for the period worked and cannot be waived by employer-employee agreement. Special comp-time rules exist for state and local government employees in limited circumstances.
Confirm that the worker is covered and nonexempt for the rule you are applying. The standard executive, administrative, and professional exemptions require job-duties tests and salary-basis pay of at least $684 per week. Job titles alone do not determine exempt status, and more protective state wage laws can change the result.
Everhour Project Budgeting tracks time and money budgets as people log work, so managers can see overtime pressure before it turns into unplanned labor cost. Projects can use hour-based or money-based budgets, recurring budget periods, and email alerts at 75%, 90%, 100%, or a custom threshold.
Everhour Overtimes lets admins set daily and weekly overtime limits, then review regular, 1.5x overtime, and 2x double overtime hours in Team Hours. Its Payroll dashboard calculates overtime pay and gross pay from hourly cost and tracked time when the Overtime app is enabled.
Track budgeted hours as work happens, set threshold alerts, and review overtime pressure before payroll closes. Everhour Project Budgeting turns logged time into visible labor cost control.
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