Missouri uses a weekly overtime rule, and Everhour helps teams turn approved hours into payroll-ready overtime records.
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For most Missouri hourly payroll checks, the practical question is simple: did a covered nonexempt employee work more than 40 hours in one workweek, and what is the required time-and-one-half pay? Missouri requires covered nonexempt employees to receive at least one and one-half times their regular rate for hours worked over 40 in a workweek.
The Missouri Department of Labor and Industrial Relations Division of Labor Standards handles Missouri wage complaints and minimum wage and overtime compliance information. Missouri's general rule does not create daily overtime after 8 hours in a workday, and Missouri's overtime statute does not create a separate state double-time trigger. Federal coverage, state exclusions, and policy or contract rules still need separate review.
Start with the fixed workweek, not the payroll period. Under the FLSA framework used for Missouri overtime, a workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. Each FLSA workweek stands alone for overtime calculations; hours may not be averaged over two or more workweeks to avoid overtime.
Missouri's 2026 minimum wage is $15.00 per hour, effective January 1, 2026. That makes the minimum overtime floor $22.50 per hour for an employee paid Missouri's 2026 minimum wage. Tipped employees must receive total compensation of at least the Missouri minimum wage, and for hours over 40 the stated time-and-one-half overtime floor is $22.50 per hour.
For a simple hourly case, assume a covered nonexempt employee works 46 hours in one fixed FLSA workweek at a $31.50 regular hourly rate. Regular pay covers the first 40 hours: 40 × $31.50 = $1,260.00. The overtime rate is $31.50 × 1.5 = $47.25. The 6 overtime hours add 6 × $47.25 = $283.50.
The gross pay for that workweek is $1,543.50. If the employee has multiple straight-time rates in the same workweek, use the regular rate calculation instead of picking the highest or most recent rate. Under the FLSA framework used for Missouri overtime, the regular rate is total includable pay divided by total hours worked, with statutory exclusions removed.
A one-off calculator is enough when you have one employee, one hourly rate, one fixed workweek, and no state exception. It is also enough for a quick audit of whether a Missouri paycheck cleared the 40-hour weekly threshold and the 1.5x premium. It is not enough when approvals, corrections, multiple rates, or recurring payroll handoffs are involved.
Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, Team Hours overtime visibility, and payroll calculations based on employee hourly cost and tracked time. For Missouri, the durable workflow is weekly overtime review: collect approved hours, check the applicable threshold, keep the overtime column visible, and hand clean totals to payroll.
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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Missouri overtime begins after more than 40 hours in a workweek rather than after more than 8 hours in a workday, except where a federal alternative formula such as the health care 8/80 system applies. A 10-hour day does not create Missouri overtime by itself if the covered nonexempt employee stays at 40 or fewer hours in that workweek.
Missouri's minimum wage is $15.00 per hour for 2026, effective January 1, 2026. For an employee paid that minimum wage, time and one-half equals a minimum overtime wage of $22.50 per hour. Tipped employees must also receive total compensation of at least the Missouri minimum wage, with the stated overtime floor of $22.50 per hour for hours over 40.
No. Each FLSA workweek stands alone for overtime calculations. Hours may not be averaged over two or more workweeks to avoid overtime. If a covered nonexempt employee works 45 hours in one fixed workweek and 35 hours in the next, the first week still contains 5 overtime hours.
Missouri's overtime statute sets a one-and-one-half-times premium after the weekly threshold and does not create a separate statutory double-time trigger. Double time can still come from an employer policy, collective bargaining agreement, contract, or another applicable rule, but it is not the general Missouri statutory overtime calculation.
Employees of an amusement or recreation business meeting 29 U.S.C. 213(a)(3) must receive one and one-half times regular compensation for hours worked over 52 in a one-week period. Hospitals and residential care establishments may use a fixed 14-day 8/80 overtime system with a prior agreement, paying time and one-half for hours over 8 in a day and over 80 in the 14-day period, but not both systems for the same employee.
Everhour Overtimes lets admins set weekly overtime limits, review overtime in Team Hours, and calculate overtime pay and gross pay from employee hourly cost and tracked time. For Missouri's general rule, that gives managers a weekly review point before payroll uses the totals.
Everhour Timesheets let employees submit weekly hours for approval, then managers can approve, reject, partially approve, and lock submitted time. That creates a cleaner payroll record when Missouri overtime needs review after corrections, missing entries, or late manual time edits.
Track approved weekly hours, review overtime before payroll, and keep Missouri overtime totals visible in Everhour for cleaner handoff from time records to pay calculations.
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