Tennessee follows the federal weekly overtime baseline, and Everhour helps teams keep approved hours ready for payroll review.
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
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
This calculation answers how much overtime pay is due when a covered, nonexempt Tennessee employee works more than 40 hours in one fixed FLSA workweek. The Tennessee Department of Labor and Workforce Development states that Tennessee has no state laws regulating overtime pay and refers overtime questions to the U.S. Department of Labor Wage and Hour Division.
That means the federal baseline controls for covered, nonexempt employees: overtime is due at not less than 1.5 times the regular rate for hours worked over 40 in a workweek. Tennessee does not add a daily overtime, double-time, seventh-day, weekend, or holiday premium unless the weekly threshold is met or another agreement applies.
Start with total hours actually worked in the fixed workweek. Regular hours are capped at 40, and overtime hours are the hours above 40. Regular pay equals regular hours multiplied by the regular hourly rate. Overtime pay equals overtime hours multiplied by the regular rate multiplied by 1.5.
For example, a covered nonexempt Tennessee employee works 46 hours in one fixed FLSA workweek at a $29.60 regular hourly rate. Regular pay is 40 hours × $29.60 = $1,184.00. Overtime pay is 6 hours × $44.40 = $266.40. Total gross pay for the week is $1,450.40 before taxes, deductions, or policy-based additions.
The regular rate is not always the employee's base hourly rate. For overtime calculations, it generally equals includable workweek pay divided by total hours actually worked. If a covered, nonexempt Tennessee employee earns nondiscretionary bonuses, shift differentials, or other includable compensation, those amounts can raise the regular rate used for the overtime premium.
Multiple rates need special care. When an employee works at two or more straight-time rates in one workweek, the regular rate is generally the weighted average of all straight-time earnings divided by total hours worked at all jobs. Do not average separate workweeks together; each fixed 168-hour FLSA workweek stands alone.
A one-off calculator is enough when you need to check a single week, one regular rate, and a clear covered nonexempt status. It is also enough for a quick employee question, a payroll spot check, or a small invoice review where all hours have already been approved and no corrections are pending.
A managed workflow is better when hours come from several projects, supervisors need to approve timesheets, or payroll needs a clean record of regular and overtime hours. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and feeds payroll review without rebuilding weekly totals by hand.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
No. The Tennessee Department of Labor and Workforce Development states that Tennessee has no state laws regulating overtime pay. Covered, nonexempt employees in Tennessee follow the federal FLSA rule: overtime is due for hours worked over 40 in a fixed workweek at not less than 1.5 times the regular rate.
No. Tennessee has no state overtime law, and the FLSA applies on a workweek basis. A covered nonexempt employee who works 10 hours in one day does not earn overtime from that day alone unless total hours worked exceed 40 in the fixed 168-hour workweek or another agreement provides a premium.
No. An FLSA workweek is a fixed and regularly recurring period of seven consecutive 24-hour periods. Each workweek stands alone for overtime calculations, so an employer cannot average 35 hours in one week and 45 hours in the next week to avoid paying overtime on the second week.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless an employer policy, contract, collective bargaining agreement, or another applicable rule provides extra pay.
Covered employees are not automatically nonexempt. Executive, administrative, and professional exemptions generally require the applicable duties test plus at least $684 per week on a salary or fee basis. The highly compensated employee exemption requires at least $107,432 per year, including at least $684 per week, and at least one EAP duty.
Everhour Time Tracking records task and project hours through live timers or manual entries, then feeds timesheets and payroll review. Admins can use approvals, locked periods, reminders, and timer rules so Tennessee overtime checks start from reviewed hours instead of loose notes or late spreadsheet edits.
Yes. Everhour Overtimes supports weekly overtime limits, 1.5x overtime tiers, and overtime visibility in Team Hours. Admins can review overtime hours before payroll and use the Payroll dashboard to calculate overtime pay and gross pay from employee hourly cost and tracked time.
Track approved weekly hours before payroll. Everhour gives teams timers, manual entries, approvals, and locked periods so Tennessee overtime review starts from reliable time records.
14-day free trial · No credit card · Cancel anytime
