Maine uses weekly overtime rules, and Everhour keeps tracked work tied to projects, approvals, and payroll-ready records.
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A Maine overtime calculation answers one practical payroll question: how much extra pay is due when a covered nonexempt employee works more than 40 hours in one workweek. Maine overtime is paid at not less than one and one-half times the employee's regular hourly rate for all hours actually worked over 40 in the week.
The Maine Department of Labor, Bureau of Labor Standards administers and enforces Maine wage-and-hour laws. Maine also sets its own 2026 minimum wage at $15.10 per hour, effective January 1, 2026. That state wage floor matters because overtime is calculated from the employee's regular hourly rate, not from a separate flat overtime number.
Maine overtime is generally a weekly calculation. Maine does not require overtime merely because an employee works more than eight hours in a day, unless a collective bargaining agreement requires daily overtime. The FLSA workweek is a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods, and each workweek stands alone.
Do not average two weeks together to erase overtime. If a covered nonexempt Maine employee works 49 hours in one fixed workweek and 31 hours in the next, the first week still has 9 overtime hours. A biweekly paycheck can cover both weeks, but the overtime calculation must be completed week by week.
Start with the regular hourly rate, then separate regular hours from overtime hours. For a simple hourly case, assume a covered nonexempt Maine employee works 49 hours in one fixed workweek at a $27.20 regular hourly rate. Regular pay is 40 hours times $27.20, or $1,088.00. Overtime pay is 9 hours times $40.80, or $367.20.
The total gross pay for that week is $1,455.20. The regular rate can include earnings, bonuses, commissions, and other work-based compensation, except amounts excluded from the FLSA regular-rate definition. For tipped Maine service employees, the 2026 direct wage can be at least $7.55 per hour, but direct wages plus tips must average at least the state minimum wage over the weekly workweek.
Do not treat salary as the only exemption test. As of January 1, 2026, Maine's minimum salary requirement for overtime exemption is $871.16 per week, and salary alone is not enough because the applicable duties test must also be met. Job titles alone do not determine exempt status under the federal EAP exemption rules either.
Maine's overtime statute also excludes specified statutory categories, including certain auto dealership roles, mariners, certain public employees, certain food and agricultural processing roles, and certain non-hourly DOT-regulated drivers or helpers. Before removing a worker from overtime, confirm both the worker category and the duties-based exemption analysis.
A one-off calculation is enough when you need to verify a single weekly paycheck, answer a worker's question, or estimate a correction before payroll closes. Keep the inputs narrow: fixed workweek, hours actually worked, regular hourly rate, overtime hours, and any work-based compensation included in the regular rate.
A managed workflow is needed when several Maine employees track time across projects, managers approve hours, and payroll needs a reliable record. Everhour can place tracking controls inside supported project tools, sync project and task metadata, expose timesheets in the work tools employees already use, and keep approved time ready for reporting or payroll review.
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. Maine does not require overtime merely because an employee works more than eight hours in a day, unless a collective bargaining agreement requires daily overtime. The usual Maine overtime trigger is hours actually worked over 40 in a workweek for covered nonexempt employees.
No. Maine's weekly averaging rule says a biweekly pay period cannot be averaged to avoid overtime. If an employee works 45 hours in one week and 35 hours in the next, the first week still has five overtime hours.
Use the employee's regular hourly rate, including earnings, bonuses, commissions, and other compensation paid or due based on actual work performed, except amounts excluded from the FLSA regular-rate definition. The overtime rate is at least 1.5 times that regular hourly rate.
As of January 1, 2026, Maine's minimum salary requirement for overtime exemption is $871.16 per week. Salary alone is not enough. The applicable duties test must also be met, and job title by itself does not decide exempt status.
The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For covered nonexempt employees, the federal trigger is hours over 40 in the workweek unless Maine law, employer policy, contract, or a collective bargaining agreement provides more.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Tracked time keeps project and task context attached, so approved hours can move from daily work into timesheets and payroll review without duplicate entry.
Track approved hours where work happens. Everhour connects project-tool time entries to timesheets and reporting, giving Maine teams a cleaner handoff from weekly overtime review to payroll.
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