Maine uses weekly overtime, not daily overtime. Everhour supports time records that make those weekly checks easier.
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This calculation answers how much overtime pay is due for a Maine workweek when a covered nonexempt employee works more than 40 hours. Maine overtime is a weekly calculation: unless specifically exempted, Maine employees must receive overtime pay for hours worked in excess of 40 in a workweek. The premium rate is not less than 1.5 times the employee's regular hourly rate.
The Maine Department of Labor, Bureau of Labor Standards administers and enforces Maine wage-and-hour laws through the Bureau of Labor Standards. Maine does not require overtime merely because an employee works more than eight hours in a day, unless a collective bargaining agreement requires daily overtime. That makes the weekly total, not the longest single shift, the main input for most Maine overtime checks.
Start with total hours actually worked in one fixed workweek. Under the FLSA, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a workweek, and Maine uses the same over-40 weekly trigger for nonexempt employees unless an exemption applies. Do not average hours across two workweeks, even inside a biweekly pay period.
For example, a covered nonexempt employee works 46 hours in one fixed Maine workweek at a $31.50 regular hourly rate. Regular pay is 40 hours times $31.50, or $1,260.00. Overtime pay is 6 hours times $47.25, or $283.50. Total gross pay for the workweek is $1,543.50 before taxes, deductions, reimbursements, or other payroll items.
Maine's 2026 minimum wage is $15.10 per hour, effective January 1, 2026, for agricultural and non-agricultural employees covered by state law. A Maine service employee may be paid a direct wage of at least $7.55 per hour in 2026, but direct wages plus tips must average at least the state minimum wage over the weekly workweek.
The regular hourly rate also matters. Maine law includes earnings, bonuses, commissions, and other compensation paid or due based on actual work performed in the regular hourly rate, except amounts excluded from the FLSA regular-rate definition. A common mistake is using only the base hourly wage when a work-based bonus or commission belongs in the regular rate.
A one-off calculation is enough when you need to verify one Maine workweek, answer an employee question, or estimate gross pay before payroll closes. It is also enough when the employee has a single hourly rate, no work-based bonuses, no tipped wage issue, and no exemption question that needs review.
A managed workflow is better when overtime repeats, managers approve time, or payroll needs a durable record. Everhour timecards support daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, Team Hours reporting, and exports. That gives payroll reviewers a cleaner handoff than rebuilding weekly totals from messages or spreadsheets.
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. Maine does not require overtime merely because an employee works more than eight hours in a day, unless a collective bargaining agreement requires daily overtime. For most covered nonexempt Maine employees, the overtime trigger is hours actually worked over 40 in the workweek, paid at not less than 1.5 times the regular hourly rate.
No. A biweekly pay period cannot be averaged to avoid overtime. If a covered nonexempt Maine employee works 45 hours in one week and 35 hours in the next, the first week still has five overtime hours. Each FLSA workweek stands alone for overtime calculations, even when payroll is processed every two weeks.
Use the employee's regular hourly rate, not just the stated base wage when other work-based compensation belongs in the rate. Maine includes earnings, bonuses, commissions, and other compensation paid or due based on actual work performed, except amounts excluded from the FLSA regular-rate definition. The overtime premium is then at least 1.5 times that regular hourly rate.
Yes, when the employee's regular hourly rate is tied to the minimum wage. Maine's agricultural and non-agricultural minimum wage is $15.10 per hour effective January 1, 2026. Overtime for a covered nonexempt employee must be paid at not less than 1.5 times the employee's regular hourly rate, so a higher regular rate raises the overtime rate.
No. As of January 1, 2026, Maine's minimum salary requirement for overtime exemption is $871.16 per week, and salary alone is not enough because the applicable duties test must also be met. Job titles alone do not determine exempt status. If the salary and duties requirements are not satisfied, overtime can still apply.
Everhour timecards record daily, weekly, and monthly work-hour totals so payroll reviewers can check Maine weekly overtime before pay is finalized. Team Hours reporting compares working hours, project hours, time off, and capacity, and approved timecard data can be exported for payroll or archive workflows.
Use Everhour timecards to collect weekly work-hour totals, review overtime before payroll, and export approved records so Maine overtime checks rest on consistent payroll-ready data.
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