South Carolina uses federal overtime rules; Everhour helps teams plan hours before weekly totals create overtime.
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This calculation answers how much overtime pay is due for a covered nonexempt employee working in South Carolina during one fixed workweek. South Carolina does not have its own overtime-pay statute, so covered nonexempt employees use the federal FLSA overtime rules. South Carolina LLR states that minimum wage and overtime are addressed by the federal FLSA, enforced by the U.S. DOL Wage and Hour Division.
The output is the employee's regular pay, overtime pay, and gross pay for that workweek. It does not decide whether a worker is exempt, whether a bonus changes the regular rate, or whether a contract adds a higher premium. Those inputs must be settled first, because the FLSA calculation applies only after the correct worker category and workweek pay are known.
Under the FLSA, covered nonexempt employees earn overtime after 40 hours in a fixed 168-hour, seven-day workweek. South Carolina has no state daily-overtime rule, and the FLSA does not create daily overtime unless the hours also exceed 40 in the workweek. The overtime rate is not less than one and one-half times the employee's regular rate for hours over 40.
For example, a covered nonexempt South Carolina warehouse employee works 47 hours in one fixed workweek at a $23.50 regular rate. Regular pay is 40 × $23.50 = $940. Overtime hours are 47 - 40 = 7. The overtime rate is $23.50 × 1.5 = $35.25. Overtime pay is 7 × $35.25 = $246.75, so gross pay is $1,186.75.
Neither South Carolina law nor the FLSA requires double time or extra pay just because work occurs on weekends, holidays, nights, or rest days, unless weekly overtime is worked. That means a Saturday shift at the regular rate can be lawful when the employee's total hours stay at 40 or below, unless an employer policy, contract, or collective bargaining agreement promises a premium.
The common mistake is averaging two weeks together. Each FLSA workweek stands alone for overtime calculations; hours may not be averaged over two or more workweeks to avoid overtime. A covered nonexempt employee who works 47 hours one week and 33 hours the next has 7 overtime hours in the first week, even though the two-week total averages 40 hours per week.
A calculator is enough when you already know the person is a covered nonexempt employee, the workweek is fixed, all hours worked are counted, and the regular rate is straightforward. It is also enough for a quick gross-pay check before payroll review, especially when there are no bonuses, multiple rates, or policy-based weekend premiums to fold into the regular rate.
A managed workflow becomes necessary when overtime is recurring, staffing plans are tight, or managers need approval before extra hours are worked. 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 teams spot overtime risk before payroll becomes a correction exercise.
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. South Carolina does not have its own overtime-pay statute, so covered nonexempt employees use the federal FLSA overtime rules. The federal baseline requires overtime after 40 hours in a fixed 168-hour, seven-day workweek at not less than 1.5 times the employee's regular rate.
No. South Carolina has no state daily-overtime rule, and the FLSA does not create daily overtime unless the hours also exceed 40 in the workweek. A 12-hour day does not create federal overtime by itself if the employee's total workweek hours stay at 40 or below.
No. Neither South Carolina law nor the FLSA requires double time or extra pay just because work occurs on weekends, holidays, nights, or rest days, unless weekly overtime is worked. A policy, contract, or union agreement can require a higher premium, and that agreement controls the employer's obligation.
Executive, administrative, and professional employees generally need at least $684 per week on a salary or fee basis plus the applicable duties test to be exempt from FLSA overtime. Computer employees need the computer duties test and either $684 per week on a salary or fee basis or at least $27.63 per hour. Job titles alone do not decide exemption status.
No. Each FLSA workweek stands alone for overtime calculations, and hours may not be averaged over two or more workweeks to avoid overtime. If a covered nonexempt employee works 47 hours in one fixed workweek and 33 hours in the next, the first week still contains 7 overtime 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. Managers can review staffing pressure before the workweek closes and adjust assignments before planned hours turn into overtime.
Use Resource Planning in Everhour to compare planned capacity with actual tracked time, account for scheduled time off, and keep South Carolina overtime review grounded in workload visibility.
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