Everhour supports approved timesheets for payroll review, while Arizona overtime calculations follow the federal weekly baseline.
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An Arizona overtime calculation answers one practical question: how much gross pay is due for covered, non-exempt hours worked beyond 40 in a single fixed workweek. Arizona does not add a separate private-sector overtime formula in the sources reviewed, so the federal Fair Labor Standards Act baseline drives the calculation for covered non-exempt Arizona employees.
The result is gross overtime pay, not take-home pay. It does not include paycheck withholding, deductions, reimbursements, or employer-side costs. For 2026, Arizona's statewide minimum wage is $15.15 per hour, so the mathematical time-and-a-half minimum overtime rate is $22.725 per overtime hour before payroll cent-rounding.
Start with one fixed FLSA workweek: seven consecutive 24-hour periods, or 168 hours. Count only hours actually worked in that workweek, then separate the first 40 hours from hours over 40. Multiply regular hours by the regular rate, multiply overtime hours by 1.5 times the regular rate, then add the two amounts.
For example, a covered non-exempt Arizona employee works 53 hours in one fixed FLSA workweek at a $28 regular rate. Regular pay is 40 × $28 = $1,120. Overtime hours are 13, and the overtime rate is $42. Overtime pay is 13 × $42 = $546. Gross pay for the week is $1,666.
Do not apply a daily overtime trigger to Arizona unless a separate contract, policy, or applicable rule creates one. Arizona overtime is calculated on the FLSA workweek basis; there is no separate Arizona daily overtime trigger like overtime after 8 hours in a day. A 10-hour day does not create overtime by itself if the covered non-exempt employee does not pass 40 hours in the fixed workweek.
Do not average two weeks together. If an employee works 35 hours one week and 45 hours the next, the second week has 5 overtime hours under the FLSA baseline. Weekend and holiday work also does not require overtime merely because it occurs on Saturdays, Sundays, holidays, or rest days unless those hours push the workweek over 40.
A one-off calculator is enough when you have a single employee, one hourly rate, one fixed workweek, and no bonus, commission, shift differential, or policy exception affecting the regular rate. It is also enough for checking whether Arizona's 2026 minimum wage creates a compliant time-and-a-half floor before payroll cent-rounding.
Use a managed workflow when overtime totals need approval, correction history, billing review, or payroll handoff. Everhour Timesheets collect weekly project hours and working hours, let users submit time for review, and let admins approve, reject, partially approve, and lock time entries before those records support payroll or billing.
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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Arizona overtime is calculated on the FLSA workweek basis in the sources reviewed. Covered non-exempt Arizona employees receive overtime for hours worked over 40 in a single workweek, not because they worked more than 8 hours in one day. A contract, employer policy, or more protective applicable rule can create a separate benefit.
Arizona's statewide minimum wage is $15.15 per hour effective January 1, 2026. At that rate, the mathematical time-and-a-half overtime rate is $15.15 × 1.5 = $22.725 per overtime hour before payroll cent-rounding. Employees earning more than the minimum wage use their own regular rate, not the minimum wage, as the overtime base.
The U.S. Department of Labor Wage and Hour Division administers federal overtime under the FLSA. The Industrial Commission of Arizona Labor Department handles Arizona wage, minimum wage, paid sick time, and youth labor investigations. For Arizona overtime, the calculation starts with the federal baseline unless a more protective applicable rule controls.
Yes, if the hours do not push a covered non-exempt employee over 40 hours in the fixed FLSA workweek and no separate agreement, policy, or applicable law requires a premium. The FLSA does not require overtime merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest.
Confirm the worker is covered and non-exempt. Executive, administrative, and professional exemptions generally require both the relevant duties test and salary or fee pay of at least $684 per week. Computer employees may qualify only if they meet the computer duties test and are paid at least $684 per week or at least $27.63 per hour.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for approval. Admins can approve, reject, partially approve, and lock submitted time so payroll or billing review uses approved records instead of editable informal totals.
Track weekly work hours, review submissions, and lock approved timesheets before payroll. Everhour gives teams a cleaner record for overtime review and billing handoff.
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