Idaho follows the federal weekly overtime baseline, and Everhour keeps time records organized for payroll review.
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For Idaho, the practical question is whether a covered nonexempt employee worked more than 40 hours in one fixed workweek. Idaho follows the federal FLSA rule requiring overtime for non-exempt employees for hours worked over 40 in a workweek. Idaho has no separate daily overtime threshold, so a long Monday shift does not create overtime by itself.
The calculation tells you regular hours, overtime hours, the overtime rate, and total gross wages for the workweek. The Idaho Department of Labor Wage and Hour Section enforces Idaho minimum wage and wage-payment laws, while Idaho points employers to the U.S. Department of Labor Wage and Hour Division for FLSA overtime provisions.
A workweek is seven consecutive 24-hour periods, and overtime cannot be averaged across two or more workweeks. If an Idaho employee works 36 hours one week and 44 hours the next, the 4 overtime hours in the second week still count. Payroll periods, pay dates, and schedules do not merge the weeks.
Neither Idaho nor the FLSA creates a general 2x overtime rule for long days, weekends, holidays, or rest days unless an employer policy, contract, or collective bargaining agreement provides one. Idaho's minimum wage is $7.25 per hour and tracks the federal minimum wage, making the minimum-wage overtime rate $10.88 per hour.
Start with total hours actually worked in the fixed workweek. Regular hours are capped at 40, overtime hours are all worked hours above 40, and the overtime rate is 1.5x the regular rate. The regular rate is calculated by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek.
Example: a covered nonexempt Idaho employee works 44 hours in one fixed workweek at a $25.50 regular rate. Regular pay is 40 hours times $25.50, or $1,020.00. The overtime rate is $38.25. Overtime pay is 4 hours times $38.25, or $153.00. Total gross pay is $1,173.00.
A one-off calculator is enough when you need to check one Idaho workweek, confirm an overtime rate, or explain a single payroll line. It also works for quick checks where the worker has one hourly rate, no bonus, no tip-credit issue, and no policy or contract premium.
Use a managed workflow when overtime repeats, schedules change, or approvals affect payroll. Resource planning matters before overtime appears: Everhour shows team capacity and workload on a visual timeline, with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual time comparisons.
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. Idaho has no separate daily overtime threshold. Overtime is calculated on the workweek basis under the FLSA rather than after 8 or 12 hours in a day. A covered nonexempt Idaho employee earns overtime only for hours worked over 40 in the fixed workweek unless a policy, contract, or collective bargaining agreement gives a greater benefit.
The Idaho Department of Labor Wage and Hour Section enforces Idaho minimum wage and wage-payment laws. Idaho points employers to the U.S. Department of Labor Wage and Hour Division for FLSA overtime provisions. That split matters because Idaho follows the federal weekly overtime structure rather than adding a separate state overtime system.
No. A workweek is seven consecutive 24-hour periods, and overtime cannot be averaged across two or more workweeks. If a covered nonexempt Idaho employee works 50 hours in week one and 30 hours in week two, the first week still has 10 overtime hours.
For a minimum-wage Idaho employee, the 1.5x overtime rate is $10.875 per hour, normally rounded to $10.88. That figure comes from Idaho's $7.25 per hour minimum wage multiplied by 1.5. Higher regular rates produce higher overtime rates.
No. The overtime formula applies to covered nonexempt employees. Executive, administrative, and professional employees generally need the required duties plus salary or fee compensation of at least $684 per week to qualify for the FLSA white-collar overtime exemption. Job titles alone do not decide exemption status.
Everhour Resource Planning shows workload on visual timelines with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual time comparisons. Managers can see overloaded weeks before they turn into repeated overtime.
Everhour Overtimes supports daily and weekly overtime limits, regular, 1.5x overtime, and 2x double overtime tiers. Admins can review overtime hours in Team Hours and use the Payroll dashboard to calculate overtime pay and gross pay from hourly cost and tracked time.
Use Everhour Resource Planning to compare assignments, capacity, availability, and planned-vs-actual time before weekly totals create overtime pressure and keep workloads realistic.
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