Everhour supports overtime planning and payroll review, while Washington rules require careful weekly and worker-category checks.
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This calculation answers how much overtime pay is due when an overtime-eligible Washington employee works more than 40 hours in a 7-day workweek. Most Washington employees must receive at least 1.5 times their regular rate for each hour over 40 in that workweek. Washington State Department of Labor & Industries administers the state's minimum wage and overtime rules through its Employment Standards Office.
The result matters for payroll review, job-costing, and employee pay audits. Washington generally does not require overtime after 8 hours in a day for most jobs, except for certain public works projects. That makes the weekly total the main input for most private-sector checks, but the worker category and work type still matter before payroll is finalized.
Start with total hours actually worked in the workweek, then identify hours over 40. For a simple hourly case, assume a covered nonexempt Washington employee works 47 hours in one fixed 7-day workweek at a $28.40 regular hourly rate. Regular pay is 40 × $28.40 = $1,136.00. Overtime pay is 7 × $42.60 = $298.20. Total gross pay is $1,434.20.
Washington's regular hourly rate is calculated by adding weekly compensation, excluding overtime premiums, and dividing by total hours worked during the week. Included pay can include hourly rates, salary, piece or flat rates, commissions, and nondiscretionary bonuses. Agreed wages such as shift differentials, hazard pay, holiday double time, and on-call pay must be included in overtime calculations for overtime-eligible employees working more than 40 hours per week.
Washington's 2026 statewide minimum wage is $17.13 per hour, though some local jurisdictions may set higher rates. That rate matters when checking whether the regular rate, overtime rate, and total weekly pay satisfy state wage requirements. A local minimum wage can raise the wage floor, but it does not replace the weekly overtime calculation for overtime-eligible employees.
Exemption checks are also state-specific. For 2026, salaried executive, administrative, and professional exemption status in Washington requires pay of at least $1,541.70 per week, or $80,168.40 per year, plus the applicable duties test, regardless of employer size. Hourly exempt computer professionals must be paid at least $59.96 per hour in 2026, while salaried or fee-basis computer professionals use the salary threshold rules.
A one-off calculation is enough when you have one employee, one fixed workweek, one regular hourly rate, and no public works, bonus, commission, shift differential, or exemption question. It is also enough for a quick payroll reasonableness check after hours are approved. The calculation should stay tied to the exact workweek because FLSA workweeks stand alone and hours may not be averaged across weeks.
A managed workflow is better when overtime depends on planned schedules, approved time, time off, workload changes, or repeated payroll review. Everhour Resource Planning uses visual timelines, member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual comparisons so managers can see pressure before overtime appears in payroll.
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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For most jobs, Washington calculates overtime by workweek. Most Washington employees must receive overtime when they work more than 40 hours in a 7-day workweek, at least 1.5 times the regular rate for each hour over 40. Washington generally does not require overtime after 8 hours in a day, except for certain public works projects.
On Washington public works projects, overtime is required for hours over 8 in a calendar day, over 10 in a day under a valid 4/10 work agreement, or over 40 in a week. Additional trade-specific overtime, holiday, or note language can appear in the wage rates, so public works payroll needs project-specific review.
Washington calculates the regular hourly rate by adding weekly compensation, excluding overtime premiums, and dividing by total hours worked during the week. Included pay can include hourly rates, salary, piece or flat rates, commissions, and nondiscretionary bonuses. Agreed premiums such as shift differentials, hazard pay, holiday double time, and on-call pay must be included when an overtime-eligible employee works more than 40 hours.
No. Under the FLSA federal baseline, each workweek stands alone for overtime calculations, and hours may not be averaged over two or more workweeks to avoid overtime. A fixed workweek is 168 hours, made up of seven consecutive 24-hour periods, and it can start on any day and hour.
Yes, beginning January 1, 2024, Washington agricultural employees are covered by overtime after 40 hours in a workweek. Earlier phase-in thresholds were 55 hours in 2022 and 48 hours in 2023. For 2026 payroll checks, use the 40-hour weekly threshold for agricultural employees covered by Washington overtime.
Everhour Resource Planning shows workload on visual timelines with member and project views, weekly capacity, availability gaps, and scheduled time off. Managers can compare planned capacity with actual tracked time before a busy week turns into avoidable overtime.
Use Everhour Resource Planning to compare planned assignments, weekly capacity, availability, and time off before hours reach payroll, giving teams clearer overtime visibility.
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