Nurse schedules often include long shifts, nights, weekends, and on call; Everhour keeps approved timecards ready for payroll review.
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
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A nurse overtime calculation answers how much extra pay is due when a covered nonexempt nurse works beyond the applicable overtime threshold. Under the federal FLSA baseline, nonexempt nurses must receive overtime at not less than 1.5 times the regular rate for hours worked over 40 in a fixed workweek. More protective state law, employer policy, or a union contract can require a greater benefit.
For nurses, the answer is rarely just hours times base pay. The calculation must account for hourly RN status, LPN or LVN nonexempt status, shift differentials, nondiscretionary bonuses, interrupted meal breaks, and compensable on-call time. Registered nurses paid hourly should receive overtime pay, even if an RN role can satisfy the duties part of the learned professional exemption.
Start with hours actually worked in the fixed FLSA workweek: seven consecutive 24-hour periods. Three 12-hour shifts create 36 hours before extra shifts, charting time, mandatory meetings, and interrupted meal periods. A bona fide meal period is typically at least 30 minutes and unpaid only when the nurse is completely relieved from duty.
On-call time needs a constraints check. If a nurse must stay on the employer's premises or is so restricted that personal use of the time is not effective, the time is compensable. Merely carrying a phone and being reachable is usually not compensable unless additional restrictions apply. Weekend and holiday work does not create federal overtime by itself.
For nurse overtime, the regular rate equals total includable remuneration divided by total hours worked in the workweek. Assume a covered nonexempt hospital RN works 50 hours at a $38 base rate, including 24 night-shift hours with a $4 shift differential. Base pay is 50 × $38 = $1,900. Shift differential pay is 24 × $4 = $96.
Total includable remuneration is $1,996, so the regular rate is $1,996 ÷ 50 = $39.92. The nurse has 10 overtime hours over 40. Because the straight-time pay for all 50 hours is already included, the additional overtime premium is 10 × $39.92 × 0.5 = $199.60. Total gross pay for the week is $1,996 + $199.60 = $2,195.60.
Hospitals and residential care establishments may use a fixed 14-day 8-and-80 system only with prior agreement. Under that system, overtime is due for hours over 8 in a day and over 80 in the 14-day period. This rule matters for nurses working long shifts because a 12-hour day can create overtime even before a weekly 40-hour calculation would.
Do not switch between workweek overtime and 8-and-80 after seeing the schedule. The period must be fixed, and each FLSA workweek stands alone when the regular 40-hour rule applies. If a nurse works two rates or roles in one workweek, use the weighted average regular rate unless a qualifying advance agreement uses the rate for the overtime work performed.
A one-off calculator is enough for a quick check on a single nurse, a single workweek, and a clean hourly rate. It is not enough when payroll needs approved time records, meal-break corrections, on-call determinations, shift differentials, rate changes, or documentation showing who reviewed the time before payroll.
That is where a managed workflow matters. Everhour timecards support payroll review with daily, weekly, and monthly work-hour totals, normal-hours highlighting, Team Hours reporting, and exports. For nursing teams, that creates a clearer handoff from worked time to overtime review without rebuilding the schedule from memory.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Hourly registered nurses should receive overtime pay when they are covered and nonexempt. Under the federal FLSA baseline, nonexempt nurses must receive at least 1.5 times the regular rate for hours worked over 40 in a workweek. A registered nurse can meet the duties part of the learned professional exemption, but hourly pay points to overtime eligibility.
No. A registered nurse registered by the appropriate state examining board may be exempt as a learned professional only if paid on a salary basis of at least $684 per week and meeting the duties requirements. Job title alone does not determine exempt status. Licensed practical nurses, licensed vocational nurses, and similar healthcare employees generally do not qualify as exempt learned professionals.
Yes. For nurse overtime, the regular rate includes base pay plus includable compensation such as shift differentials and nondiscretionary bonuses, divided by total hours worked. DOL healthcare overtime guidance gives an RN example where evening and night shift differentials must be included, making the overtime rate higher than 1.5 times the base hourly rate alone.
Yes, hospitals and residential care establishments may use a fixed 14-day 8-and-80 system with prior agreement. The employer must pay overtime for hours over 8 in a day and over 80 in the 14-day period. This is a healthcare-specific alternative, not a general permission to average workweeks under the regular FLSA 40-hour rule.
Interrupted meal periods count when the nurse is not completely relieved from duty. Bona fide meal periods are typically at least 30 minutes and unpaid only if the nurse is completely relieved. If an hourly RN's meal is frequently interrupted by residents, the full break must be paid and included in hours worked for overtime.
Everhour timecards give managers daily, weekly, and monthly work-hour totals for payroll review, with Team Hours reporting and export options. Teams can compare normal hours against recorded time before payroll, which helps surface long shifts, missing entries, and excessive totals that need review.
Everhour Overtimes can calculate daily and weekly overtime limits, show overtime in Team Hours, and calculate overtime pay and gross pay from employee hourly cost and tracked time. Admins can choose whether overtime is measured against tracked project hours or hours at work.
Track approved nurse timecards, review daily and weekly totals, and export payroll-ready data from Everhour so overtime checks start from verified work hours.
14-day free trial · No credit card · Cancel anytime
