Everhour embeds time tracking in work tools, while employer overtime checks still need correct FLSA workweek 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
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For employers, the calculation answers one payroll question: what gross overtime pay is due for a covered nonexempt employee in one fixed FLSA workweek? The federal baseline uses a 168-hour workweek, meaning seven consecutive 24-hour periods that recur on a set schedule. Covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek.
The result is not an exemption decision, a state-law review, or a full payroll audit. It is a pay calculation after you know the employee is covered and nonexempt, the workweek is defined, and the hours are compensable. More protective state rules, contracts, or policies can require a greater benefit than the federal baseline.
The employer mistake that changes the answer fastest is averaging hours across pay periods. Under the FLSA, each workweek stands alone, and hours may not be averaged over two or more workweeks to avoid overtime. A biweekly payroll period with 34 hours in week one and 46 hours in week two still has 6 overtime hours in week two.
Count hours actually worked, not paid leave that is not worked, unless a policy, contract, or state rule says otherwise. The FLSA does not require payment for holidays or vacation time not worked. It also does not create automatic premium pay merely because work happens on a Saturday, Sunday, holiday, or regular day of rest.
For a single-rate federal baseline example, assume a covered nonexempt employee works 47 hours in one fixed FLSA workweek at a $29 regular rate. Regular pay is 40 × $29 = $1,160. Overtime hours are 47 - 40 = 7. The overtime rate is $29 × 1.5 = $43.50, so overtime pay is 7 × $43.50 = $304.50.
Total gross pay for that workweek is $1,160 + $304.50 = $1,464.50. If the employee has nondiscretionary bonuses, shift differentials, commissions, or other included compensation, the regular rate is not just the base hourly rate. The regular rate is total workweek compensation, excluding statutory exclusions, divided by total hours actually worked in that workweek.
Before relying on the number, confirm the worker category. Executive, administrative, and professional exemptions generally require both a duties test and salary or fee-basis pay of at least $684 per week. Job titles alone do not determine exempt status. Manual laborers and covered non-management production, maintenance, construction, police, fire, paramedic, EMT, and similar first-responder workers are not Part 541 exempt when performing those listed duties.
Also check whether all compensable time is included. Unauthorized overtime that the employer permits still has to be paid when it is compensable work time. On-call time counts as hours worked when the employee must remain on the employer's premises or is so restricted that the time cannot be used effectively for personal purposes.
A one-off calculation is enough when you need to verify a single workweek, explain a payroll line, or test a simple hourly scenario before correction. It is not enough when multiple managers approve hours, employees work inside project tools, or payroll depends on task, client, department, or accounting context.
That is where a managed workflow matters. Everhour can embed tracking controls inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others, then sync project and task metadata into one time layer. Employers can review approved time with the work context attached before payroll, billing, or accounting handoff.
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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Include compensable hours actually worked in the fixed FLSA workweek. Covered nonexempt employees receive overtime after 40 hours worked under the federal baseline. Do not add vacation, holidays, or other time not worked unless an employer policy, contract, representative agreement, or applicable state law requires that treatment.
No. Under the FLSA federal baseline, each fixed 168-hour workweek stands alone. An employer cannot average a short week and a long week to avoid overtime. A biweekly paycheck can cover two weeks, but the overtime calculation still has to be performed separately for each workweek.
Yes. An employer rule against unauthorized overtime does not remove the employee's right to pay for compensable overtime hours actually worked. The employer can enforce scheduling or discipline rules separately, but covered nonexempt employees must receive overtime pay when FLSA-covered hours exceed 40 in the workweek.
Start with coverage and nonexempt status. For common white-collar exemptions, the duties test and salary-basis test both matter; the standard EAP salary level is at least $684 per week. Computer employees and outside-sales employees have specific exemption rules, and job titles alone do not decide the result.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal overtime trigger is hours worked over 40 in the workweek, unless a more protective state law, contract, employer policy, or representative agreement provides a greater benefit.
Everhour embeds time tracking controls inside supported project tools and syncs project, task, estimate, tag, and custom-field metadata into Everhour. Employers can keep time entries tied to the same work structure employees already use, which makes payroll review easier when overtime hours need project or client context.
Connect tracked hours to the tools where work happens, then review approved time before payroll. Everhour keeps employer overtime context attached to projects, tasks, and reports.
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