Pennsylvania uses weekly overtime rules with a health-care exception. Everhour keeps approved overtime visible for payroll review.
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A Pennsylvania overtime calculation answers how much pay is due when a nonexempt employee works more than 40 hours in a workweek. The Pennsylvania Department of Labor & Industry investigates suspected Pennsylvania Minimum Wage Act violations, including unpaid minimum wage and overtime claims, so the calculation needs the right worker category, workweek, hours worked, and regular rate.
The state rule is weekly: nonexempt Pennsylvania employees must receive overtime pay for hours worked in excess of 40 in a workweek. Pennsylvania does not require overtime just because an employee works a holiday, and holiday pay depends on employer policy unless the hours worked otherwise trigger overtime.
Start with a fixed workweek. A Pennsylvania workweek is seven consecutive days selected by the employer, overtime is calculated on a workweek basis, and overtime hours cannot be offset by compensatory time in another workweek. Do not combine a light week and a heavy week to reduce overtime.
The regular rate also matters. Pennsylvania's regular rate generally includes all remuneration paid to or on behalf of the employee, with exclusions such as certain gifts, paid leave, reimbursements, benefit contributions, and qualifying premium payments. Pennsylvania's current minimum wage is $7.25 per hour, and the regular rate used for overtime cannot be less than the Pennsylvania minimum wage.
For a simple hourly case, multiply the first 40 hours by the regular rate, then multiply hours over 40 by 1.5 times the regular rate. Example: a covered nonexempt Pennsylvania employee works 45 hours in one fixed workweek at a $30.80 regular hourly rate. Regular pay is 40 × $30.80 = $1,232.00.
The overtime rate is $30.80 × 1.5 = $46.20. The employee has 5 overtime hours, so overtime pay is 5 × $46.20 = $231.00. Total gross pay for the workweek is $1,463.00 before taxes, deductions, or separate pay items that do not belong in the overtime calculation.
A one-off calculator is enough when you need a quick weekly check for one employee, one rate, and a clean record of hours worked. It also works for estimating a paycheck before payroll closes, reviewing whether a holiday week crossed 40 worked hours, or explaining why paid time off did not create overtime by itself.
A managed workflow is better when multiple people submit hours, managers approve changes, or payroll needs a record of who reviewed overtime. 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.
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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Pennsylvania generally uses a weekly overtime rule for nonexempt employees: overtime is due for hours worked in excess of 40 in a workweek. The state does not create daily overtime for regular employees simply because a shift exceeds 8 hours, unless a specific exception, policy, contract, or more protective law applies.
A Pennsylvania workweek is seven consecutive days selected by the employer. Once selected, overtime is calculated on that workweek basis. The key mistake is moving hours between weeks or averaging two workweeks together. Overtime hours cannot be offset by compensatory time in another workweek.
Hospitals and establishments primarily engaged in care of the sick, aged, or mentally ill may use an agreed 14-day 8-and-80 overtime system instead of the standard 40-hour workweek system. Under that system, overtime applies after over 8 hours in a day or over 80 hours in 14 days.
No. Pennsylvania does not require overtime just because an employee works a holiday. Holiday pay depends on employer policy unless the hours worked otherwise trigger overtime. If the employee works more than 40 hours in the Pennsylvania workweek, the overtime hours are paid at not less than 1.5 times the regular rate.
For salaried employees who are not exempt from overtime, Pennsylvania calculates the regular rate as includable weekly remuneration divided by 40 hours. That regular rate is then used to calculate overtime at not less than one and one-half times the employee's regular rate of pay.
Everhour Overtimes lets admins set weekly overtime limits and review overtime in Team Hours before payroll. It can show regular, 1.5x overtime, and 2x double overtime tiers, then calculate overtime pay and gross pay from employee hourly cost and tracked time.
Everhour Reporting turns logged time, costs, and overtime visibility into customizable reports. Admins can add columns, grouping, filters, and date ranges, then download saved reports as CSV, Excel/XLSX, or PDF for payroll review or internal records.
Use Everhour Overtimes to turn approved hours into weekly overtime visibility, payroll calculations, and Team Hours review, so Pennsylvania overtime checks become a repeatable Everhour workflow.
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