Utah follows the federal weekly overtime baseline, and Everhour helps connect approved hours to billing and payroll review.
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A Utah overtime calculation answers one practical question: how much gross pay is owed when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. Utah does not have a separate state overtime law, so ordinary private-sector unpaid overtime claims are directed to the U.S. Department of Labor under the FLSA rather than handled as Utah-only overtime claims.
The Utah Labor Commission lists Utah's minimum wage as $7.25 per hour, matching the federal FLSA minimum wage. For tipped employees, Utah allows a $2.13 cash wage only when cash wages plus tips satisfy minimum wage and overtime obligations. For overtime, the rate is based on the full regular rate, not only the tipped cash wage.
For covered nonexempt Utah employees, overtime starts after 40 hours worked in a workweek. The FLSA workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. It can start on any day and hour, but once chosen, each workweek stands alone for overtime calculations.
Utah does not add a daily overtime or double-time threshold for ordinary private-sector employees. A 10-hour day does not create Utah daily overtime by itself, and weekend or holiday work does not automatically create a federal premium. Those premiums come from policy, contract, union agreement, or another applicable law, not from the basic Utah overtime calculation.
Start with the regular rate. For a simple hourly worker with no included bonuses or multiple rates, the regular rate is the hourly wage. Overtime pay is at least 1.5 times that regular rate for hours over 40. Regular pay is the first 40 hours at 1x, and overtime pay is the overtime hours at 1.5x.
Example: a covered nonexempt Utah employee works 48 hours in one fixed FLSA workweek at a $28.80 regular hourly rate. Regular pay is 40 × $28.80 = $1,152.00. The overtime rate is $28.80 × 1.5 = $43.20. Overtime pay is 8 × $43.20 = $345.60. Total gross pay is $1,497.60.
The most common Utah calculation mistake is using only the base hourly rate when the FLSA regular rate must include other covered weekly compensation. The regular rate is generally total included weekly pay divided by total hours actually worked, with statutory exclusions removed. If a nonexempt employee works at two or more straight-time rates in one workweek, the regular rate is the weighted average across those jobs.
Classification also changes the result. Executive, administrative, and professional exemptions generally require salary or fee-basis pay of at least $684 per week plus the applicable duties test. Computer employees have their own salary or hourly pay test, outside-sales employees have no salary-level requirement, and job title alone does not establish exemption.
A calculator is enough for a one-off Utah overtime check when the employee has one hourly rate, one fixed workweek, and no included bonuses, tips, or rate changes. Use it to check whether a timesheet total passes the 40-hour federal threshold before payroll is finalized.
A managed workflow matters when approved hours feed client billing, payroll review, or repeated overtime decisions. Everhour Billing & Invoicing can turn tracked billable time and expenses into invoices, calculate invoice amounts from rates while excluding non-billable tasks, and export invoices to QuickBooks Online, Xero, or FreshBooks.
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. Utah does not have a separate state overtime law for ordinary private-sector overtime calculations. Covered, nonexempt Utah employees follow the FLSA rule requiring overtime pay for hours worked over 40 in a fixed workweek, at not less than one and one-half times the employee's regular rate of pay.
No separate Utah daily overtime or double-time threshold applies to ordinary private-sector employees. Because Utah follows the FLSA weekly threshold, the basic calculation focuses on total hours worked over 40 in the fixed workweek. A policy, contract, union agreement, or another applicable law can create a different premium.
No. Under the FLSA, each workweek stands alone. Hours may not be averaged across two or more workweeks to avoid overtime. If a covered nonexempt Utah employee works 46 hours in one fixed workweek and 34 hours in the next, the first week still has 6 overtime hours.
Utah tipped employees may receive a $2.13 cash wage only when cash wages plus tips equal at least the $7.25 minimum wage. FLSA overtime for tipped employees is calculated from the full minimum wage or regular rate, not only the $2.13 cash wage.
Exemption depends on the FLSA category and the actual job duties, not the job title. Executive, administrative, and professional exemptions generally require at least $684 per week on a salary or fee basis plus the duties test. Computer, outside-sales, and highly compensated employee exemptions use distinct pay and duties rules.
Everhour Billing & Invoicing converts approved billable time and expenses into client invoices. It calculates invoice amounts from rates, time, and billable expenses while excluding non-billable work, then can export invoices to QuickBooks Online, Xero, or FreshBooks with status details synced back.
Everhour Overtimes lets admins set daily or weekly overtime limits and review overtime in Team Hours. When overtime tracking is enabled, the Payroll dashboard calculates overtime pay and gross pay from hourly cost and tracked time, giving managers a clearer review point before payroll handoff.
Track approved Utah hours, separate billable from non-billable work, and send invoice-ready totals forward. Everhour connects time records to billing workflows and invoice exports.
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