Louisiana follows the FLSA weekly overtime baseline, and Everhour helps keep approved hours ready for payroll review.
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A Louisiana overtime calculation answers one payroll question: how much extra pay is due when a covered nonexempt employee works more than 40 hours in a fixed workweek. Louisiana does not add a state-specific overtime standard for private employers, so the federal FLSA controls for the core rule.
The U.S. DOL WHD enforces FLSA overtime, while the Louisiana Workforce Commission is the listed state labor office and routes wage-hour questions to DOL resources. For covered nonexempt employees, the calculation uses hours worked, the regular rate, and the 1.5x overtime multiplier.
Start with one fixed FLSA workweek: 168 hours, or seven consecutive 24-hour periods. Count actual hours worked in that workweek only. The first 40 hours are regular hours. Hours over 40 are overtime hours. The overtime rate is at least one and one-half times the employee's regular rate of pay.
For example, a covered nonexempt Louisiana employee works 43 hours in one fixed workweek at a $22 regular rate. Regular pay is 40 × $22 = $880. Overtime hours are 3. The overtime rate is $22 × 1.5 = $33. Overtime pay is 3 × $33 = $99, so total gross pay is $979.
Louisiana follows the FLSA baseline, which does not require daily overtime, weekend premium pay, holiday premium pay, night premium pay, or double time unless overtime hours over 40 are worked or a separate agreement applies. A 12-hour day inside a 38-hour week does not create federal overtime by itself.
Do not average two workweeks to cancel overtime. If an employee works 46 hours in one fixed workweek and 34 hours in the next, the first week still has 6 overtime hours. Each FLSA workweek stands alone, even when payroll is processed every two weeks.
The regular rate is not always the base hourly wage. It is calculated by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek. Shift differentials, production bonuses, and other included pay can raise the regular rate and therefore raise the overtime rate.
Exemption status also changes the answer. Executive, administrative, and professional exemptions generally require at least $684 per week on a salary or fee basis plus the applicable duties test. Certain computer employees may qualify at $684 per week or $27.63 per hour. Job titles alone do not determine exemption status.
A one-off calculator is enough when you need to verify a single Louisiana workweek, estimate gross overtime, or explain a paystub line. It is also enough for a quick tipped-employee check, such as confirming that overtime is based on $7.25 × 1.5 = $10.88 before applying the maximum tip credit.
A managed workflow matters when multiple people submit time, managers approve corrections, and payroll needs a defensible record. Everhour Timesheets collect weekly project hours and working hours, let users submit time for review, and let admins approve, reject, partially approve, and lock entries before payroll or billing uses them.
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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No. Louisiana does not add a state-specific overtime standard for private employers. The core rule is the federal FLSA baseline: covered nonexempt employees must receive overtime for hours worked over 40 in a workweek at least 1.5x the regular rate.
The U.S. Department of Labor Wage and Hour Division enforces FLSA overtime. The Louisiana Workforce Commission is the listed state labor office and routes wage-hour questions to DOL resources, so Louisiana overtime questions usually start with the federal wage-hour rules.
No separate Louisiana or FLSA daily overtime rule applies. A covered nonexempt employee can work more than 8 hours in a day without overtime if total hours stay at 40 or below in the fixed workweek, unless a contract, policy, or separate agreement creates a premium.
For a tipped employee paid a $2.13 cash wage with the maximum $5.12 FLSA tip credit, overtime is based on the federal minimum wage: $7.25 × 1.5 = $10.88. After the maximum tip credit, $5.76 is due in direct cash wages for each overtime hour.
Yes. Salary alone does not make an employee exempt. Executive, administrative, and professional exemptions generally require at least $684 per week on a salary or fee basis and the applicable duties test. Outside-sales employees have no salary-level requirement, but must meet the duties and work-location tests.
Everhour Timesheets collect weekly project hours and working hours so managers can review time before payroll or billing. Employees can submit time for approval, and admins can approve, reject, partially approve, and lock entries after review.
Use a calculator for the one-week answer, then keep the payroll record controlled. Everhour Timesheets route submitted hours through approval and locking, giving teams cleaner overtime review before payroll.
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