Montana overtime is weekly for most nonexempt workers; Everhour helps keep approved time and budgets organized.
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This calculation answers how much overtime pay is due to a covered nonexempt Montana employee for a fixed workweek. Montana requires overtime for nonexempt employees for hours worked in excess of 40 in a workweek, at not less than one and one-half times the employee's regular hourly rate. The Montana Department of Labor & Industry enforces state minimum wage and overtime law.
For ordinary nonexempt employees, Montana's general overtime statute uses a weekly threshold over 40 hours and does not create a general daily overtime trigger. A Montana workweek is seven consecutive 24-hour periods, may start on any day and hour set by the employer, and hours from two or more workweeks cannot be averaged for overtime or minimum-wage compliance.
Start with total hours actually worked in the workweek, not paid leave totals. Holiday pay, sick leave, and vacation hours do not count toward the 40 working hours required for overtime pay in Montana. For a single hourly rate, multiply up to 40 hours by the regular rate, then multiply hours over 40 by 1.5 times that regular rate.
For example, a covered nonexempt Montana employee works 49 hours in one fixed workweek at a $27.20 regular hourly rate. Regular pay is 40 × $27.20 = $1,088.00. The overtime rate is $27.20 × 1.5 = $40.80. Overtime pay is 9 × $40.80 = $367.20, so total gross pay for the week is $1,455.20.
The main mistake is treating every Montana worker as if the same 40-hour weekly threshold applies. Montana's overtime statute states that overtime provisions do not apply to farm workers. Student employees at seasonal amusement or recreational areas that furnish board, lodging, or other facilities receive 1.5x overtime only for hours worked over 48 in a workweek.
Qualifying hospital or care-establishment employees on an established 14-day work period use a different rule: Montana requires 1.5x pay for hours over 8 in a day or over 80 in the 14-day period. When an employee performs work at different pay rates in the same week, Montana DLI directs employers to calculate overtime using the weighted average hourly rate across all regular earnings and hours worked.
A one-off calculation is enough when one covered nonexempt employee has one hourly rate, one fixed workweek, and no unusual category rule. It is also enough for checking whether paid leave was incorrectly counted as hours worked, or whether overtime was improperly averaged across two Montana workweeks.
A managed workflow becomes necessary when overtime affects budgets, approvals, or payroll handoff every pay period. Everhour Project Budgeting supports hour-based and money-based budgets, recurring budget periods, budget alerts, and budget protection, so managers can see labor pressure before approved overtime turns into a surprise 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. Montana's general overtime statute uses a weekly threshold over 40 hours and does not create a general daily overtime trigger for ordinary nonexempt employees. The common calculation is weekly: count hours worked in the fixed workweek, subtract 40, and pay covered overtime hours at not less than 1.5 times the regular hourly rate.
No. A Montana workweek is seven consecutive 24-hour periods, and hours from two or more workweeks cannot be averaged for overtime or minimum-wage compliance. If a covered nonexempt employee works 45 hours one week and 35 the next, the 5 overtime hours in the first week still need overtime treatment.
Montana's minimum wage is $10.85 per hour effective January 1, 2026, and state law indexes the wage annually based on CPI with the new rate effective each January 1. A narrow small-business exception exists, but an employee covered by the FLSA or interstate-goods rules must receive the greater of the federal or Montana minimum wage.
Some worker categories do not use the ordinary 40-hour weekly calculation. Montana's overtime statute excludes farm workers. Student employees at qualifying seasonal amusement or recreational areas use a 48-hour weekly threshold. Qualifying hospital or care-establishment employees on an established 14-day work period use overtime after 8 hours in a day or 80 hours in 14 days.
When a Montana employee works at different pay rates in the same week, the regular rate is not usually the lowest or highest rate alone. Montana DLI directs employers to use a weighted average hourly rate across all regular earnings and hours worked, then apply the 1.5x overtime premium to that regular rate.
Everhour Project Budgeting lets teams track hour-based or money-based budgets as time is logged, with recurring budget periods and email alerts at set thresholds. That helps managers review overtime cost exposure before approved hours exceed a project, client, or recurring labor budget.
Track approved hours against budgets before payroll review. Everhour gives teams recurring budget periods, threshold alerts, and budget protection for cleaner overtime cost control.
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