Colorado adds daily and consecutive-hour overtime triggers to the federal baseline. Everhour keeps approved time ready for billing 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 tells you the gross overtime pay owed to a covered non-exempt employee under Colorado rules before taxes, deductions, or final payroll adjustments. Colorado follows a broader rule than the federal FLSA baseline: overtime can be triggered by more than 40 hours in a workweek, more than 12 hours in a workday, or more than 12 consecutive hours worked.
The Colorado Department of Labor and Employment's Division of Labor Standards and Statistics enforces the COMPS Order and Colorado Wage Act. For 2026, the statewide Colorado minimum wage is $15.16 per hour where no higher local minimum wage applies. The calculation still starts with the employee's regular rate, then applies the qualifying overtime threshold that produces the greater pay.
Do not check only the weekly total. A covered non-exempt employee can owe Colorado overtime even when the week stays under 40 hours if one workday runs over 12 hours or one shift crosses 12 consecutive hours. Colorado COMPS Order #40 uses a 1.5x premium for qualifying overtime hours and does not create a general 2x double-time rule.
The common mistake is treating Colorado like a weekly-only FLSA state. Example: an employee works 38 hours total in a week, but one workday is 13 hours. The weekly total is under 40, yet the 13-hour day creates 1 overtime hour under Colorado's daily threshold. That one hour must be paid at time and one-half of the regular rate.
For a single-rate hourly employee, calculate regular pay and overtime pay separately. First identify overtime hours under Colorado's weekly, daily, and consecutive-hour tests. Use the calculation that yields the greater pay. Then multiply regular hours by the regular rate and overtime hours by 1.5 times the regular rate.
Assume a covered non-exempt employee earns $28 per hour, works 38 hours in one Colorado workweek, and has one 13-hour workday. The daily threshold creates 1 overtime hour. Regular hours are 37, regular pay is 37 × $28 = $1,036, the overtime rate is $28 × 1.5 = $42, and total gross pay is $1,078.
A one-off calculation is enough when you have one employee, one fixed workweek, one regular rate, and a clear daily or weekly overtime trigger. It is also enough for checking a single paycheck line before asking payroll to review the underlying time records.
A managed workflow is better when overtime affects client billing, payroll handoff, or repeated approvals. Everhour Billing & Invoicing turns approved billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and exports invoices to QuickBooks Online, Xero, or FreshBooks.
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.
Apply the Colorado calculation that produces the greater pay: over 40 hours in a workweek, over 12 hours in a workday, or over 12 consecutive hours. The federal FLSA baseline requires overtime for covered nonexempt employees after 40 hours in a fixed workweek, but Colorado adds the daily and consecutive-hour triggers.
Colorado COMPS Order #40 does not create a general 2x double-time rule. Covered non-exempt employees receive time and one-half of the regular rate for qualifying overtime hours. A contract, collective bargaining agreement, or employer policy can provide a higher premium, but the statewide overtime premium in the listed Colorado facts is 1.5x.
Yes. Colorado overtime can apply below 40 weekly hours when a covered non-exempt employee works more than 12 hours in a workday or more than 12 consecutive hours. That is the main difference from a weekly-only calculation and the reason daily totals matter for Colorado payroll checks.
Use the employee's regular rate. Under the FLSA baseline, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Colorado overtime then applies time and one-half to qualifying overtime hours, subject to Colorado's more protective thresholds.
Yes. The calculation applies to covered non-exempt employees. For 2026, Colorado executive/supervisor, administrative, and professional exemptions require the applicable duties test plus at least $1,111.23 per week, or $57,784 rounded annual equivalent, and enough pay to cover minimum wage for all hours worked. Job duties and pay both matter.
Everhour Billing & Invoicing converts tracked billable time and expenses into client invoices. It calculates invoice amounts from rates, excludes non-billable tasks, supports client settings and invoice customization, and exports invoices to QuickBooks Online, Xero, or FreshBooks with invoice status synced back to Everhour.
Everhour Overtimes lets admins set daily and weekly overtime limits, then review overtime hours in Team Hours. The Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time when the Overtime app is enabled.
Track approved Colorado overtime before it reaches invoices or payroll. Everhour converts billable time and expenses into client-ready invoices while keeping non-billable work out of invoice totals.
14-day free trial · No credit card · Cancel anytime
