Arizona follows the federal weekly overtime baseline, and Everhour helps keep payroll-ready time records organized.
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This calculation answers how much overtime pay is due to a covered nonexempt Arizona employee for one fixed workweek. Arizona does not add a separate private-sector overtime formula in the sources reviewed, so the calculation follows the federal Fair Labor Standards Act baseline: overtime begins after 40 hours in a single workweek and is paid at not less than one and one-half times the employee's regular rate of pay.
The state-specific detail is still important. Arizona's statewide minimum wage is $15.15 per hour effective January 1, 2026, so the mathematical minimum time-and-a-half rate is $22.725 per overtime hour before payroll cent-rounding. The Industrial Commission of Arizona Labor Department handles Arizona wage, minimum wage, paid sick time, and youth labor investigations, while the U.S. Department of Labor Wage and Hour Division administers federal overtime.
Start with total hours actually worked in the fixed workweek. The FLSA workweek is a fixed, regularly recurring period of 168 hours, equal to seven consecutive 24-hour periods. Hours over 40 are overtime hours. The regular rate is total workweek compensation, excluding statutory exclusions, divided by total hours actually worked in that workweek.
Example: a covered nonexempt Arizona warehouse employee works 47 hours in one fixed workweek at a $25.60 regular rate. Regular pay is 40 × $25.60 = $1,024.00. The overtime rate is $25.60 × 1.5 = $38.40. Overtime pay is 7 × $38.40 = $268.80. Total gross pay before deductions is $1,292.80.
The most common Arizona overtime mistake is treating long workdays as automatic overtime. Arizona overtime is calculated on the FLSA workweek basis; there is no separate Arizona daily overtime trigger like overtime after 8 hours in a day. A 10-hour Monday does not create Arizona daily overtime by itself if the covered nonexempt employee stays at or below 40 hours for the fixed workweek.
The second mistake is averaging two busy and slow weeks together. A covered nonexempt employee who works 46 hours one week and 34 hours the next still has 6 overtime hours in the first week. Each FLSA workweek stands alone, and hours may not be averaged across two or more weeks to avoid overtime. Weekend or holiday work also does not create federal overtime unless those hours push the workweek over 40.
A calculator is enough when you are checking one workweek, one employee, and one clear regular rate. It gives a fast answer for regular pay, overtime pay, and total gross wages before deductions. Use it to check whether Arizona's 2026 minimum wage produces at least the required time-and-a-half overtime rate after payroll rounding.
A managed workflow is better when overtime depends on approved time records, corrections, multiple employees, or payroll review. Timecards, weekly totals, manager approval, and exports reduce the chance that late edits or missing hours change the final payroll number. Everhour fits that workflow by keeping daily, weekly, and monthly work-hour totals available before payroll handoff.
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. Arizona overtime is calculated on the FLSA workweek basis in the sources reviewed. There is no separate Arizona daily overtime trigger like overtime after 8 hours in a day. For covered nonexempt employees, the federal baseline requires overtime for hours worked over 40 in a single fixed workweek.
Arizona's statewide minimum wage is $15.15 per hour effective January 1, 2026. At that rate, the mathematical time-and-a-half overtime rate is $22.725 per overtime hour before payroll cent-rounding. If an employee's regular rate is higher than the minimum wage, overtime is calculated from that higher regular rate.
No. The FLSA workweek is a fixed, regularly recurring 168-hour period, and each workweek stands alone for overtime calculations. A covered nonexempt Arizona employee who works overtime in one week must be paid for those overtime hours even if the next week is shorter.
No. The FLSA does not require overtime merely for working Saturdays, Sundays, holidays, or rest days. Those hours become overtime only when they push a covered nonexempt employee over 40 hours in the workweek, unless a separate policy, contract, or applicable law gives a greater benefit.
The Industrial Commission of Arizona Labor Department handles Arizona wage, minimum wage, paid sick time, and youth labor investigations. Federal overtime questions fall under the U.S. Department of Labor Wage and Hour Division because Arizona uses the federal FLSA overtime baseline in the sources reviewed.
Everhour timecards show daily, weekly, and monthly work-hour totals so managers can review hours before payroll. Teams can compare project hours with working hours, use Team Hours reporting, and export approved timecard data for payroll or archive workflows.
Use approved timecards before payroll instead of rebuilding hours after the fact. Everhour keeps work-hour totals reviewable, exportable, and connected to payroll checks.
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