Everhour tracks approved hours for payroll review while South Dakota overtime follows the federal weekly baseline.
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Typically 40h/week
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This calculation answers how much overtime pay is due for a covered nonexempt employee in South Dakota after one fixed workweek closes. South Dakota DLR says the state has no labor laws concerning compensatory time or overtime, so covered nonexempt employees use federal FLSA overtime rules. That makes the core question direct: did hours actually worked exceed 40 in the workweek?
The result gives you regular hours, overtime hours, the overtime rate, overtime pay, and total gross pay before taxes and deductions. It does not decide exempt status, replace a payroll system, or apply a private contract premium. If a policy, union contract, or more protective law gives the employee a greater benefit, that rule controls the final payroll treatment.
Under the FLSA, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek. The overtime rate is at least 1.5 times the regular rate. For a single hourly rate, the math is: regular hours up to 40 at the regular rate, plus hours over 40 at 1.5 times that rate.
Example: a covered nonexempt South Dakota employee works 47 hours in one fixed workweek at a $24.50 regular rate. Regular pay is 40 × $24.50 = $980.00. Overtime hours are 7, and the overtime rate is $24.50 × 1.5 = $36.75. Overtime pay is 7 × $36.75 = $257.25, so total gross pay is $1,237.25.
The main South Dakota mistake is adding a daily overtime rule that does not exist. Because South Dakota has no state overtime law and the FLSA applies on a workweek basis, there is no South Dakota daily overtime threshold. A 10-hour day is not automatically overtime if the fixed workweek total stays at 40 hours or less.
Another common mistake is treating weekends, holidays, or rest days as automatic double-time. South Dakota does not impose a state-specific double-time rule, and federal overtime does not require extra pay for Saturdays, Sundays, holidays, or rest days unless weekly overtime is worked. For 2026, South Dakota's $11.85 minimum wage makes a straight 1.5x minimum-wage overtime rate $17.775 per overtime hour before payroll rounding.
A one-off calculator is enough when you have one employee, one hourly rate, one closed workweek, and no bonuses, shift premiums, tipped wages, or classification question. It is also enough for a quick check against the FLSA weekly threshold or South Dakota's 2026 minimum wage floor before payroll rounding.
A managed workflow is better when overtime depends on approved time records, multiple projects, manager review, or payroll handoff. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside common project tools, and feeds timesheets, reporting, budgeting, invoicing, and payroll review. Admin controls can add approvals, locked periods, reminders, and timer rules before the numbers leave the time system.
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. Because South Dakota has no state overtime law and the FLSA applies on a workweek basis, there is no South Dakota daily overtime threshold. Covered nonexempt employees are owed FLSA overtime only after hours worked exceed 40 in a fixed 168-hour workweek, unless another applicable law, policy, or contract gives a greater benefit.
South Dakota DLR is the state labor agency for wage and employment law information. Federal overtime enforcement for South Dakota runs through the U.S. Department of Labor Wage and Hour Division. Since South Dakota has no separate state overtime law, the FLSA weekly overtime baseline is the calculation rule for covered nonexempt employees.
No. Each FLSA workweek stands alone for overtime calculations, and hours may not be averaged across weeks. If a covered nonexempt employee works 35 hours one week and 45 hours the next, the second week has 5 overtime hours even though the two-week total averages 40 hours per week.
No state-specific double-time rule applies in South Dakota. Federal overtime also does not require extra pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless an employer policy, contract, or more protective rule applies.
South Dakota's minimum wage for non-tipped employees is $11.85 per hour effective January 1, 2026. For a nonexempt employee paid exactly that minimum wage, the FLSA 1.5x overtime rate equals $17.775 per overtime hour before payroll rounding. Tipped employees have a $5.925 cash wage floor, and tips plus cash wages must reach the full state minimum wage.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then sends those hours into timesheets for payroll review. Admins can require approval, lock completed periods, send reminders, and configure timer behavior before overtime totals are reviewed.
Everhour Reporting can show logged time, costs, projects, and team hours in configurable reports with filters, grouping, and export options. When overtime tracking is enabled, overtime and double-overtime data can appear in Team Hours and custom reports for payroll or management review.
Track hours, review timesheets, and lock approved periods before payroll. Everhour Time Tracking gives teams cleaner overtime inputs and a stronger payroll review workflow.
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