Solo owners set their own premium terms, while Everhour helps plan capacity before extra hours become routine.
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.
For a genuine U.S. solopreneur or independent contractor, extra personal hours are not statutory FLSA overtime. You are in business for yourself, so any premium for late nights, rush work, weekends, or hours above a client cap comes from your contract, statement of work, or pricing policy. The calculation still helps you price excess work consistently instead of guessing at the end of a long week.
The same page also matters when a solopreneur hires help. If an employer-employee relationship exists and the worker is covered and nonexempt, the federal baseline requires overtime for hours worked over 40 in one fixed FLSA workweek. That workweek is 168 hours, made of seven consecutive 24-hour periods, and separate workweeks cannot be averaged to erase overtime.
Your own premium rule can use any lawful contract structure: 1.25x after a project cap, 1.5x for emergency work, a flat rush fee, or no premium at all. The key is to define the trigger before the work happens. A vague phrase such as "extra work billed separately" creates invoice disputes because it does not say which hours count or which rate applies.
Employee overtime is different. For a covered nonexempt employee, use the regular rate for the workweek, not a casual "base" number that excludes includable compensation. For salary, commission, piece-rate, or other non-hourly earnings, the regular rate is the average hourly rate for that workweek: total includable pay divided by total hours actually worked. State law, policy, or contract terms can provide greater rights.
For a simple federal baseline example, assume a covered nonexempt assistant works 48 hours in one fixed FLSA workweek at a $28.50 regular hourly rate. Regular pay is 40 hours times $28.50, or $1,140.00. The overtime rate is $28.50 times 1.5, or $42.75. Overtime pay is 8 hours times $42.75, or $342.00.
Total gross pay for that week is $1,482.00 before taxes and deductions. Do not average that 48-hour week with a later 32-hour week to avoid overtime. Also do not treat Saturday, Sunday, holidays, or regular days of rest as federal overtime triggers by themselves; under the federal baseline, the trigger is hours over 40 unless another law, agreement, or policy adds a premium.
A one-off calculation is enough when you need to quote a premium on your own client work, check a single covered nonexempt employee week, or review a draft invoice before sending it. It is also enough for quick "what if" comparisons, such as whether a rush deadline costs less than moving the delivery date or subcontracting part of the work.
A managed workflow is the better answer when extra hours repeat. Solopreneurs need a clean record of planned capacity, actual work, time off, and deadline pressure before overload becomes the default business model. Everhour Resource Planning gives visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual comparisons so workload decisions happen before the overtime calculation.
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. A genuine U.S. solopreneur or independent contractor is in business for themself and does not receive FLSA minimum-wage or overtime protections for their own hours. Any premium for extra client work comes from the contract, statement of work, or pricing policy, not from a federal overtime entitlement.
Calculate employee overtime when you hire a worker who is covered and nonexempt under the FLSA. Under the federal baseline, overtime is due for hours worked over 40 in one fixed 168-hour workweek at not less than 1.5 times the regular rate. More protective state rules or contract terms can require a greater benefit.
No. A worker's title, 1099 status, or contractor agreement does not decide FLSA status. The economic realities test looks at the totality of circumstances to determine whether the worker is economically dependent on an employer or in business for themself. Misclassification can turn a "contractor" hours total into an employee overtime problem.
Yes, but only under the specific business-owner rule. An employee who owns at least a bona fide 20% equity interest in the enterprise and is actively engaged in its management is included in the executive exemption, and the Part 541 salary requirements do not apply to that rule. Job titles alone do not determine exempt status.
For covered employees, required on-premises on-call time counts as hours worked. Home on-call time usually does not count unless extra constraints make the time compensable. For a solopreneur's own client availability, on-call premiums are a contract and pricing issue, not a federal overtime rule for the owner's own hours.
Everhour Resource Planning shows workload on visual timelines with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual time comparisons. That helps a solo owner decide whether to move work, adjust deadlines, or hire help before extra hours become routine.
Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, and overtime visibility in Team Hours. When the Overtime app is enabled, the Payroll dashboard can calculate overtime pay and gross pay from hourly cost and tracked time.
Use Everhour Resource Planning to compare planned work with real capacity, spot overload early, and schedule client commitments so workloads stay realistic in Everhour.
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