New Hampshire uses a weekly overtime trigger, and Everhour helps teams plan hours before payroll review.
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This calculation answers how much overtime pay is due when a covered non-exempt New Hampshire employee works more than 40 hours in one workweek. New Hampshire wage-and-hour compliance is administered by the New Hampshire Department of Labor, including its Inspection Division/Wage and Hour functions. The core calculation is weekly, not daily, so the workweek total drives the result.
New Hampshire's overtime trigger is weekly hours over 40, and neither New Hampshire law nor the FLSA requires extra pay solely for daily overtime, weekends, holidays, nights, or double time unless the weekly overtime threshold is met or an agreement provides more. That makes the calculator useful for payroll checks, but it does not replace a coverage, exemption, or contract review.
For a single-rate example, assume a covered non-exempt New Hampshire employee works 49 hours in one fixed workweek at a $28 regular rate. Regular pay is 40 hours × $28 = $1,120. Overtime hours are 9 hours. The overtime rate is $28 × 1.5 = $42. Overtime pay is 9 hours × $42 = $378.
Total gross pay for that workweek is $1,120 + $378 = $1,498. Under the FLSA, each workweek stands alone for overtime calculations; hours may not be averaged over two or more workweeks to avoid overtime. If an employee works 35 hours one week and 49 the next, the 9 overtime hours in the second week still need a separate calculation.
New Hampshire RSA 279 ties the state minimum hourly rate to the federal minimum wage, currently $7.25 per hour. At that rate, time-and-one-half equals $10.875, commonly rounded to $10.88 per overtime hour. Employees with higher regular rates must be paid 1.5x that higher regular rate for covered non-exempt hours over 40 in a workweek.
Do not assume every worker or establishment is covered in the same way. RSA 279 exemptions include household labor, domestic labor, farm labor, outside sales, summer camps for minors, newspaper carriers/newsboys, non-professional ski patrol, golf caddies, and certain ski-area guest-relations employees. Federal white-collar exemptions also require duties tests and category-specific salary rules, so job title alone does not decide overtime status.
A one-off calculator is enough when you need to check a single weekly timesheet with one hourly rate, clear covered non-exempt status, and no special policy, contract, or state exemption issue. It is also enough for quick audits of whether pay is at least 1.5x the regular rate after 40 hours.
A managed workflow is better when schedules change, overtime risk builds before payroll, or managers need an approval trail. Everhour Resource Planning shows team capacity on visual timelines, with member and project views, availability gaps, scheduled time off, and planned-vs-actual comparisons so overtime can be reviewed before it becomes a payroll surprise.
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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New Hampshire overtime is primarily a weekly calculation. Covered New Hampshire employees must receive overtime for time worked in excess of 40 hours in any one week, subject to state and federal exemptions. New Hampshire does not add a separate state daily overtime trigger or double-time mandate.
The state minimum hourly rate is $7.25 per hour because New Hampshire RSA 279:21 ties it to the federal minimum wage. At $7.25, time-and-one-half equals $10.875, commonly rounded to $10.88 per overtime hour. A worker with a higher regular rate needs overtime based on that higher rate.
No. New Hampshire law and the FLSA do not require extra pay solely for weekends, holidays, nights, or days of rest. The overtime trigger is hours over 40 in the workweek unless an employer policy, union contract, employment agreement, or another applicable law gives the employee a more generous premium.
Check exemptions before calculating overtime for household labor, domestic labor, farm labor, outside sales, summer camp roles for minors, newspaper carriers/newsboys, non-professional ski patrol, golf caddies, and certain ski-area guest-relations employees. Also check federal EAP, computer employee, outside sales, and highly compensated employee rules because salary and duties tests differ by category.
For covered tipped employees in restaurants, hotels, motels, inns, cabins, ballrooms, and cigar bars, the employer cash wage must be at least the federal direct wage and not less than $3.27 per hour. If tips plus wages do not reach the required minimum wage, the employer must make up the difference before applying the overtime calculation.
Everhour Resource Planning uses visual timelines to compare member capacity, project assignments, scheduled time off, and planned-vs-actual time. Managers can see availability gaps before a week closes, which helps identify overtime risk before hours move into payroll review.
Use Everhour Resource Planning to compare scheduled work, capacity, and actual tracked time before payroll review, giving managers a clearer way to control overtime exposure.
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