Ohio overtime is a weekly calculation for covered non-exempt workers. Everhour turns approved billable time into cleaner invoices.
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An Ohio overtime calculation answers how much gross pay is due when a covered non-exempt employee works more than 40 hours in one workweek. Ohio's baseline overtime rule is weekly, not daily, so ordinary long workdays do not create separate daily overtime or double-time pay under state law.
The Ohio Department of Commerce, Division of Industrial Compliance handles minimum-wage questions and wage-record oversight. For 2026, Ohio's non-tipped minimum wage is $11.00 per hour for covered employers, making the minimum overtime rate $16.50 per hour for a covered non-tipped employee paid that state minimum wage.
Ohio overtime applies to non-exempt hours worked in excess of 40 hours in one workweek. The rate is one and one-half times the employee's wage rate for covered overtime hours. Under the FLSA federal baseline, the workweek is a fixed 168-hour period made of seven consecutive 24-hour periods.
Do not average two workweeks together. A covered nonexempt employee who works 46 hours one week and 34 hours the next still has 6 overtime hours in the first week. The federal rule also does not require overtime pay merely because work occurs on a Saturday, Sunday, holiday, or regular day of rest unless hours exceed 40 or another rule or agreement applies.
For a simple hourly example, assume a covered non-exempt Ohio employee works 46 hours in one fixed workweek at a $22.50 regular hourly rate. Regular pay covers the first 40 hours: 40 × $22.50 = $900.00. Overtime covers the remaining 6 hours at 1.5 times the wage rate.
The overtime rate is $22.50 × 1.5 = $33.75. Overtime pay is 6 × $33.75 = $202.50. Total gross pay for that workweek is $900.00 + $202.50 = $1,102.50. This example assumes the regular hourly rate is already correct and no statutory exclusions or special pay items change the regular-rate calculation.
Ohio does not create a separate ordinary daily overtime threshold, so 10 hours on one day is not automatically overtime if the total workweek stays at 40 hours or less. The decision point is the workweek total, not whether one shift was unusually long. Contracts, policies, or collective bargaining terms can still provide a greater benefit.
Ohio's state overtime poster also states an exception for employers grossing less than $150,000 per year, while federal FLSA coverage can still create overtime obligations. Ohio Revised Code 4111.031 excludes certain commuting, preliminary or postliminary activities, and insubstantial extra time from the state overtime wage rate unless exceptions such as employer direction, contract, or custom apply.
A one-off calculator is enough when you are checking a single weekly timesheet, confirming an overtime rate, or reviewing a payroll question before submission. It gives the gross pay number, but it does not prove who approved the hours, which entries were billable, or whether the same time was already invoiced.
A managed workflow matters when overtime connects to clients, payroll, or job costing. Approved hours need a review trail, non-billable work needs separation, and billable overtime needs a clean handoff into invoices. Everhour Billing & Invoicing converts tracked billable time and expenses into invoices while excluding non-billable tasks from invoice amounts.
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. Ohio's baseline overtime rule is weekly, so the state does not create a separate daily overtime or double-time threshold for ordinary workdays. Covered non-exempt employees receive overtime when hours worked exceed 40 in one workweek, unless a contract, policy, collective bargaining term, or more protective law gives a greater benefit.
Ohio requires overtime pay at one and one-half times the employee's wage rate for covered overtime hours. For a covered non-tipped employee paid Ohio's 2026 $11.00 minimum wage, the minimum overtime rate is $16.50 per hour. A higher regular wage produces a higher overtime rate.
No. Under the FLSA federal baseline, each fixed 168-hour workweek stands alone for overtime calculations. Hours may not be averaged across two or more workweeks to avoid overtime. A 46-hour week followed by a 34-hour week still includes 6 overtime hours in the 46-hour week.
No federal premium applies merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal overtime trigger is hours over 40 in the workweek unless another law or agreement applies. Holiday or vacation pay for time not worked is generally set by agreement, policy, state law, or a union contract.
Exempt status depends on Ohio and FLSA exemptions, not job titles alone. Current federal EAP roles require $684 per week plus duties, computer employees require $684 per week or $27.63 per hour plus duties, outside sales has no salary-level test, and highly compensated employees require $107,432 per year including $684 per week plus at least one EAP duty.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates amounts from rates, and excludes non-billable tasks. After billable overtime is approved, invoice data can be grouped by project, task, person, or date and exported to QuickBooks Online, Xero, or FreshBooks.
Everhour Overtimes supports weekly overtime limits, 1.5x overtime tiers, and overtime visibility in Team Hours. Admins can review overtime hours before payroll, and the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Track approved Ohio overtime, keep non-billable work out of client charges, and generate invoices from billable time and expenses with Everhour Billing & Invoicing.
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