California adds daily and seventh-day overtime rules to the federal baseline. Everhour supports overtime tracking for teams that need those tiers.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
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This calculation answers how much overtime pay is due to a covered nonexempt California employee for a specific workweek. The answer depends on daily hours, weekly hours, seventh consecutive day work, and the employee's regular rate of pay. California is stricter than the federal FLSA baseline because it can create overtime before an employee reaches 40 hours in the workweek.
The California Labor Commissioner's Office (DLSE/LCO), the Division of Labor Standards Enforcement within the California Department of Industrial Relations, handles California overtime and minimum-wage enforcement. For 2026, California's statewide minimum wage is $16.90 per hour, and some cities, counties, and covered industries require higher rates. The regular rate used for overtime may not be below the applicable minimum wage.
For covered nonexempt employees, California generally pays 1.5 times the regular rate for hours over 8 and up to and including 12 in a workday, hours over 40 in a workweek, and the first 8 hours on the seventh consecutive workday in a workweek. It pays 2 times the regular rate for hours over 12 in a workday and hours over 8 on the seventh consecutive workday.
Example: a covered nonexempt California employee works 13 hours Monday, 9 hours Tuesday, 8 hours Wednesday, 8 hours Thursday, and 6 hours Friday at a $25.60 regular rate. The week has 38 regular hours, 5 overtime hours at 1.5 times, and 1 double-time hour. Regular pay is $972.80, overtime pay is $192.00, double-time pay is $51.20, and total gross pay is $1,216.00.
The most common California mistake is treating the state as a weekly-only overtime state. A 9-hour day creates 1 overtime hour even when the weekly total stays under 40. A 13-hour day creates 4 hours at 1.5 times and 1 hour at 2 times. You cannot rely only on the federal baseline when California's daily or seventh-day rule gives the covered nonexempt employee a greater benefit.
Another mistake is using the base hourly rate when the regular rate is higher. California overtime is based on the regular rate of pay, which can include hourly earnings, salary, piecework earnings, commissions, shift differentials, and other remuneration. When an employee works at two or more rates for the same employer during the same workweek, California DLSE uses the weighted average: total weekly earnings divided by total weekly hours.
A one-off calculation is enough when you are checking one employee, one fixed workweek, and one simple hourly rate. It also works for a quick audit of a day with more than 8 hours or a week with more than 40 hours. Keep the workday totals visible, because California overtime can turn on a single long shift even when the week looks ordinary.
A managed workflow is needed when approvals, corrections, seventh-day checks, payroll review, and audit history repeat every pay period. Everhour Overtimes supports daily and weekly overtime limits, 1.5 times and 2 times tiers, Team Hours overtime visibility, and payroll calculations based on employee hourly cost and tracked time. That makes the calculator result easier to turn into reviewed records.
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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Yes. For covered nonexempt employees, California generally requires overtime after 8 hours in a workday, after 40 hours in a workweek, and for the first 8 hours on the seventh consecutive workday in a workweek. The federal FLSA baseline only requires overtime after 40 hours in a fixed 168-hour workweek, but the more protective applicable rule controls.
California double time generally applies to covered nonexempt employees for hours worked over 12 in a single workday and for hours worked over 8 on the seventh consecutive day of work in a workweek. Double time is paid at no less than 2 times the employee's regular rate of pay.
When an employee works at two or more rates for the same employer during the same workweek, California DLSE states that the regular rate is the weighted average: total earnings for the workweek divided by total hours worked. Use that weighted regular rate before applying 1.5 times or 2 times overtime multipliers.
A nondiscretionary bonus is included in the regular rate for California overtime when it compensates hours worked, production or proficiency, or incentivizes remaining with the employer. For flat-sum bonus overtime, California calculates the overtime adjustment by dividing the bonus by maximum legal regular hours in the bonus-earning period.
No. FLSA overtime cannot be waived by employer-employee agreement, and California's more protective overtime rights apply when they give the covered nonexempt employee the greater benefit. Compensatory time off generally cannot replace overtime pay under the FLSA except in special circumstances for state and local government employees.
Everhour Overtimes lets admins set daily and weekly overtime limits, then separates regular time, 1.5 times overtime, and 2 times double overtime. Team Hours can show overtime hours, and the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Everhour Timesheets let employees submit weekly project hours or working hours for approval before payroll review. Managers can approve, reject, partially approve, and lock submitted time, so later edits do not change reviewed overtime records without a clear correction step.
Track approved hours, daily overtime, weekly overtime, and double-time tiers in Everhour Overtimes so California payroll review starts from structured time records, not spreadsheet reconstruction.
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