Everhour supports timecards for payroll review, while Delaware overtime calculations follow the federal weekly overtime baseline.
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This calculation answers how much overtime pay is due when a covered nonexempt Delaware employee works more than 40 hours in one fixed workweek. Delaware does not have its own general overtime statute, so non-exempt Delaware employees use the FLSA rule: overtime after 40 hours in a workweek.
The Delaware Department of Labor, Office of Wage and Hour Enforcement handles state wage-and-hour compliance. For a calculator result, the practical inputs are total hours worked in the fixed workweek, the regular rate, and any compensation that belongs in the regular-rate calculation before overtime is applied.
Delaware has no general daily overtime threshold. A 10-hour day does not create overtime by itself under the general Delaware calculation unless the employee's weekly hours exceed 40 in the fixed workweek. Federal law also does not require extra pay merely because work occurs on a Saturday, Sunday, holiday, or regular day of rest, unless another law, policy, contract, or agreement applies.
Delaware's statewide minimum wage is $15.00 per hour as of January 1, 2025. That makes the minimum time-and-a-half overtime rate $22.50 per hour. If a covered nonexempt employee is paid above the minimum wage, calculate overtime from the employee's regular rate, not from the minimum overtime rate.
Use one fixed FLSA workweek: 168 hours, made of seven consecutive 24-hour periods. Each workweek stands alone, so hours from two workweeks cannot be averaged to avoid overtime. For a straight hourly example, regular pay equals 40 hours times the regular rate, and overtime pay equals hours over 40 times 1.5 times the regular rate.
Example: a covered nonexempt Delaware employee works 49 hours in one fixed workweek at a $25.60 regular hourly rate. Regular pay is 40 × $25.60 = $1,024.00. The overtime rate is $25.60 × 1.5 = $38.40. The 9 overtime hours equal $345.60, so total gross pay for the week is $1,369.60.
A one-off calculator is enough when you have clean weekly hours, a known regular rate, and no dispute about covered nonexempt status. It is also enough for a quick Delaware minimum wage check: $15.00 regular pay produces a $22.50 minimum overtime rate for covered nonexempt overtime hours.
A managed workflow matters when time records need approval, correction history, payroll handoff, or weekly review. Everhour timecards record daily, weekly, and monthly work-hour totals, compare project hours with working hours, and support exports so payroll reviewers can work from approved records instead of reconstructed totals.
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. Delaware has no general daily overtime threshold. For the general overtime calculation, covered nonexempt Delaware employees use the FLSA weekly rule: overtime is due for hours worked over 40 in a fixed workweek. A long single shift matters only when it contributes to weekly overtime or when a separate policy, contract, or law applies.
Delaware's statewide minimum wage is $15.00 per hour as of January 1, 2025, so the minimum time-and-a-half overtime rate is $22.50 per hour. That figure is a floor. If the employee's regular rate is higher than $15.00, calculate overtime from the higher regular rate.
No. Under the FLSA, each fixed workweek stands alone for overtime calculations. Hours may not be averaged over two or more workweeks to avoid overtime. If a covered nonexempt employee works 35 hours one week and 45 hours the next, the second week has 5 overtime hours.
Use the employee's regular rate for that workweek. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. For a straight hourly employee with no extra includable compensation, the regular hourly rate is usually the calculation base.
No. Executive, administrative, and professional exemptions generally require at least $684 per week on a salary or fee basis plus the applicable duties test. Computer employees may qualify at $684 per week or $27.63 per hour if they meet the computer duties test. Job titles alone do not determine exempt status.
Everhour timecards show daily, weekly, and monthly work-hour totals so payroll reviewers can verify whether a covered nonexempt employee crossed 40 hours in a fixed workweek. Team Hours reporting also compares working hours with project hours and supports exports for payroll review.
Use approved timecards before payroll instead of rebuilding weekly totals by hand. Everhour records work-hour totals, review status, and exports in one workflow for cleaner overtime review.
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