Mississippi follows the federal overtime baseline, and Everhour helps teams keep approved hours ready for payroll and billing review.
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Mississippi overtime math answers one direct question: how much extra pay is due when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. Mississippi has no separate daily overtime threshold, so the calculation is based on weekly hours, not on whether one shift was unusually long.
The state also has no state minimum wage law. Employers covered by the FLSA must pay the federal minimum wage of $7.25 per hour, and overtime for covered nonexempt Mississippi employees is due at not less than 1.5 times the regular rate for hours worked over 40 in a workweek.
Start with total hours actually worked in the fixed workweek. The FLSA workweek is a fixed, recurring period of 168 hours, or seven consecutive 24-hour periods. Paid time not worked, such as vacation or holiday pay, is generally not counted as hours worked under the federal overtime calculation unless a policy, contract, or CBA provides a more generous rule.
For a single-rate example, assume a covered nonexempt Mississippi employee works 47 hours in one fixed FLSA workweek at a $29 regular rate. Straight-time pay for the first 40 hours is $1,160. The 7 overtime hours are paid at $43.50 per hour, adding $304.50. Total gross pay for the week is $1,464.50.
The common Mississippi mistake is treating a long day, weekend shift, or holiday shift as automatic overtime. Mississippi has no separate daily overtime threshold, and the FLSA does not require extra overtime pay solely for Saturdays, Sundays, holidays, or regular rest days. A premium for those hours comes from policy, contract, or CBA, not from a Mississippi statutory double-time rule.
Another mistake is averaging hours across pay periods. Each FLSA workweek stands alone, so 47 hours in one week and 33 hours in the next week cannot be treated as two 40-hour weeks. For enforcement questions, federal FLSA minimum wage and overtime issues run through the U.S. DOL Wage and Hour Division, including its Jackson District Office.
A one-off calculation is enough when you are checking a single weekly timesheet, confirming one employee's overtime amount, or explaining why Mississippi uses the federal weekly threshold. Keep the inputs tight: employee category, covered nonexempt status, fixed workweek, total hours worked, regular rate, and any includable compensation that changes the regular rate.
A managed workflow matters when overtime has to move into approvals, client billing, job costing, or payroll files. Everhour can separate billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions, so the same approved hours can support payroll review without inflating client invoices.
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. Mississippi has no separate daily overtime threshold. Covered nonexempt Mississippi employees follow the FLSA workweek rule, which requires overtime for hours worked over 40 in a fixed 168-hour workweek. A 12-hour day does not create overtime by itself unless the total weekly hours exceed 40 or another agreement provides more.
Mississippi has no state minimum wage law, so FLSA-covered employers use the federal minimum wage floor of $7.25 per hour. At that floor, time-and-a-half is $10.875 per hour, commonly rounded to $10.88 per hour. Higher regular rates produce higher overtime rates because the multiplier applies to the employee's regular rate.
No. Under the FLSA, each workweek stands alone. Hours may not be averaged over two or more workweeks to avoid overtime. If a covered nonexempt employee works 47 hours in week one and 33 hours in week two, the 7 overtime hours in week one still require overtime pay.
No Mississippi statutory double-time rule applies on top of the FLSA baseline. The FLSA does not require extra overtime pay solely for Saturdays, Sundays, holidays, or regular rest days. Any Mississippi weekend, holiday, or double-time premium comes from an employer policy, contract, or collective bargaining agreement.
Check exemption status before calculating overtime for salaried, computer, outside-sales, executive, administrative, and professional roles. Executive, administrative, and professional exemptions generally require salary or fee pay of at least $684 per week plus the applicable duties test. Certain computer employees can qualify at $684 per week or $27.63 per hour if the duties test is met.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, so payroll overtime review stays separate from what a client should be charged.
Track approved hours, separate billable from non-billable work, and review overtime before payroll. Everhour keeps project billing rules and time records connected for cleaner payroll and invoicing.
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