Montana uses weekly overtime with state-specific exceptions; Everhour keeps tracked hours ready for review and budgeting.
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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This calculation shows the gross overtime pay owed when a covered nonexempt employee in Montana works more than 40 hours in a workweek. Montana's general rule is weekly, not daily: ordinary nonexempt employees receive overtime for hours worked in excess of 40 in a workweek, paid at not less than 1.5 times the regular hourly rate.
It also helps you check whether a special Montana category changes the result. The Montana Department of Labor & Industry enforces the state's minimum wage and overtime law, and Montana recognizes exceptions such as farm-worker overtime exclusion, a 48-hour weekly threshold for certain seasonal amusement student employees, and an 8/80 rule for qualifying hospital or care-establishment employees.
Start by confirming the workweek. A Montana workweek is seven consecutive 24-hour periods, may start on any day and hour set by the employer, and hours from two or more workweeks cannot be averaged for overtime or minimum-wage compliance. Paid leave does not replace worked time in this calculation: holiday pay, sick leave, and vacation hours do not count toward the 40 working hours required for overtime pay in Montana.
Use the correct regular rate. Montana's minimum wage is $10.85 per hour effective January 1, 2026, subject to a narrow small-business exception for a business not covered by the FLSA with annual gross sales of $110,000 or less. If an employee works at different rates in the same week, Montana DLI directs employers to calculate overtime using the weighted average hourly rate across all regular earnings and hours worked.
For a single hourly rate, split the week into regular hours and overtime hours. Regular pay equals 40 hours multiplied by the regular hourly rate. Overtime pay equals hours over 40 multiplied by 1.5 times the regular hourly rate. Total gross pay equals regular pay plus overtime pay before deductions, reimbursements, or policy-based additions.
Example: a covered nonexempt Montana employee works 46 hours in one fixed workweek at a $29.50 regular hourly rate. Regular pay is 40 × $29.50 = $1,180.00. The 6 overtime hours are paid at $44.25 per hour, so overtime pay is 6 × $44.25 = $265.50. Total gross pay is $1,445.50.
A one-off calculation is enough when you have one employee, one hourly rate, one fixed workweek, and no category-specific exception. It is also enough for a quick audit when payroll already has approved hours and you only need to confirm the overtime premium. Save the inputs with the payroll record so the same week can be explained later.
Use a managed workflow when overtime affects staffing costs, project budgets, client billing, or recurring payroll review. Everhour Project Budgeting can track hour-based and money-based budgets as people log time, send threshold alerts, and protect budgets by stopping timers or blocking extra time after a limit is exceeded. That creates a better trail than rebuilding overtime exposure from separate 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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Montana's general overtime statute uses a weekly threshold over 40 hours and does not create a general daily overtime trigger for ordinary nonexempt employees. A qualifying hospital or care-establishment employee on an established 14-day work period is different: Montana requires 1.5x pay for hours over 8 in a day or over 80 in the 14-day period.
Count hours actually worked in the defined Montana workweek. Holiday pay, sick leave, and vacation hours do not count toward the 40 working hours required for overtime pay in Montana. Each workweek stands alone, so an employer cannot average a 36-hour week and a 44-hour week to avoid overtime on the second week.
Use a weighted average hourly rate when the employee performs work at different pay rates in the same week. Montana DLI directs employers to combine regular earnings across the rates, divide by total hours worked, and use that regular rate for overtime. Do not calculate overtime only from the lower rate unless that weighted average produces the same number.
Montana's overtime statute states that overtime provisions do not apply to farm workers. That means the ordinary Montana weekly overtime calculation does not apply to that category under the state overtime rule. Worker classification still matters, and other wage rules, contracts, or federal coverage can create separate obligations that should be checked before payroll is finalized.
No. Under the FLSA, overtime due to covered nonexempt employees cannot be waived by employer-employee agreement and is due on the regular payday for the period worked. Montana also requires nonexempt employees to receive 1.5x overtime for hours worked over 40 in a workweek unless a valid exemption or special threshold applies.
Everhour Project Budgeting tracks time and money budgets as employees log work, with recurring budget periods for ongoing projects. Admins can set email alerts at defined thresholds and use budget protection to stop timers or prevent extra logging after a budget is exceeded.
Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, and overtime visibility in Team Hours. When enabled, the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Track approved hours against project budgets before payroll closes. Everhour gives teams budget alerts and budget protection so recurring overtime is visible before it becomes a cost surprise.
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