Hawaii overtime starts with weekly hours, state wage rules, and exceptions; Everhour keeps billable time organized.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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For most non-exempt Hawaii employees, overtime is generally required only after more than 40 hours worked in a fixed, regularly recurring seven-day workweek. Hawaii DLIR Wage Standards Division guidance and HRS Chapter 387 are the state sources to check when classifying the worker, setting the regular rate, and applying any state Wage and Hour Law exception.
The calculator answers a payroll question: how much gross overtime pay is due for covered nonexempt work in one workweek. It does not decide whether a person is exempt, whether a contract promises extra holiday pay, or whether a public-works rule applies. Those inputs must be settled before the math is useful.
For a standard hourly employee, split the week into regular hours and overtime hours. Regular hours are paid at the regular rate up to 40 hours. Hours over 40 are paid at not less than 1.5 times the regular rate. Under the FLSA, the workweek is a fixed 168-hour period made of seven consecutive 24-hour periods.
Example: a covered nonexempt Hawaii office employee works 44 hours in one fixed workweek at a $28.50 regular hourly rate. Regular pay is 40 × $28.50 = $1,140.00. Overtime hours are 4, and the overtime rate is $42.75. Overtime pay is 4 × $42.75 = $171.00, so gross pay for the week is $1,311.00.
Hawaii's statewide minimum wage is $16.00 per hour beginning January 1, 2026, with a scheduled increase to $18.00 per hour beginning January 1, 2028. From January 1, 2026 through December 31, 2027, a tipped employee may be paid $14.75 cash wage only if the employee customarily receives more than $20 per month in tips and wages plus tips equal at least $23.00 per hour.
The main Hawaii overtime mistake is applying the standard weekly rule to every worker. On state or county public construction projects governed by HRS Chapter 104, laborers and mechanics receive overtime after eight hours in a day and for all hours worked on Saturdays, Sundays, and state holidays. Certain agricultural and seasonal employers also have a 48-hour exception in 20 selected workweeks per year.
A calculator is enough for a one-off check when the employee is already classified, the workweek is fixed, the regular rate is known, and no public-works, tipped-wage, agricultural, seasonal, contract, or collective bargaining exception changes the result. It is also enough for a fast estimate before a bookkeeper enters final payroll figures.
A managed workflow is better when overtime affects client billing, project margins, approvals, or recurring payroll review. Everhour can keep billable and non-billable time separate through project billing status, task-level non-billable controls, custom task rates, member-rate exceptions, and reports with billable time, non-billable time, billable amount, and cost.
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. As of May 26, 2026, Hawaii's standard private-sector overtime rule is weekly for most non-exempt employees: overtime is generally required only after more than 40 hours worked in a fixed, regularly recurring seven-day workweek. Daily overtime is a key issue for state or county public construction projects governed by HRS Chapter 104.
HRS 387-3 requires overtime compensation for hours over 40 in a workweek at not less than one and one-half times the employee's regular rate. The federal FLSA baseline also requires covered nonexempt employees to receive at least 1.5 times the regular rate for hours worked over 40 in a workweek.
No. For most non-exempt Hawaii employees, Saturday, Sunday, and holiday hours do not automatically create overtime unless the hours push the employee over 40 in the fixed workweek or another law, policy, contract, or collective bargaining agreement applies. Public-works projects governed by HRS Chapter 104 have a separate weekend and state-holiday overtime rule.
On state or county public construction projects governed by HRS Chapter 104, laborers and mechanics receive overtime after eight hours in a day and for all hours worked on Saturdays, Sundays, and state holidays. DLIR Chapter 104 guidance states public-works overtime is at least one and one-half times the basic hourly rate plus fringe benefits, unless an applicable collective bargaining rate controls.
No. Hawaii excludes an individual receiving guaranteed compensation totaling $4,000 or more per month from the state minimum wage, overtime, and recordkeeping provisions, subject to any applicable federal law overlay. Federal FLSA coverage and exemption tests still matter, including duties tests and federal salary-basis rules where they apply.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, which keeps overtime review tied to the correct client or internal work category.
Everhour Overtimes supports daily and weekly overtime limits, regular time, 1.5x overtime, and 2x double overtime tiers. Admins can review overtime hours in Team Hours, where overtime appears in a dedicated column before payroll calculations or management reports are finalized.
Track billable and non-billable hours by project or task, then review reports before payroll or invoicing. Everhour keeps overtime-sensitive work tied to billing and cost decisions.
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