Texas follows the federal overtime baseline, and Everhour helps teams track hours before 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.
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This calculation tells you how much overtime pay is due for a covered non-exempt employee working in Texas during one fixed seven-day workweek. Texas follows the FLSA rule that covered non-exempt employees generally earn overtime only for hours worked over 40 in a seven-day workweek. Neither Texas nor federal law requires daily overtime.
The result matters when you run payroll, review a wage claim, price labor on a job, or check whether a schedule creates overtime. The Texas Workforce Commission Labor Law Section handles Texas wage-payment claims, while FLSA overtime and exemption rules are administered federally by the U.S. Department of Labor Wage and Hour Division.
Overtime in Texas is generally paid at time-and-a-half of the employee's regular rate for covered non-exempt hours over 40 in a workweek. The FLSA workweek is a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods, that may begin on any day and hour.
Do not average two weeks together. A worker who logs 35 hours one week and 45 hours the next has 5 overtime hours in the second week, not 80 straight-time hours over two weeks. Saturday, Sunday, holiday, or regular rest-day work does not create federal premium pay by itself unless those hours push the employee over 40 in the workweek.
Start with actual hours worked in the workweek, not scheduled hours or paid time off that was not worked. For a simple hourly employee, regular pay is the first 40 hours times the regular hourly rate. Overtime pay is hours over 40 times the regular hourly rate times 1.5.
Example: a covered non-exempt Texas employee works 49 hours in one fixed seven-day workweek at a $25.20 regular hourly rate. Regular pay is 40 × $25.20 = $1,008.00. Overtime hours are 9. The overtime rate is $25.20 × 1.5 = $37.80, so overtime pay is 9 × $37.80 = $340.20. Total gross pay is $1,348.20.
A one-off calculator is enough when the workweek is complete, the worker is clearly covered and non-exempt, the regular rate is known, and there are no bonuses, multiple rates, or exemption questions. It is also enough for a quick check before payroll when the only issue is hours over 40 in a Texas workweek.
Use a managed workflow when overtime depends on approved time records, supervisor review, payroll handoff, or repeated weekly checks. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside supported project tools, and feeds timesheets, reporting, budgeting, invoicing, and payroll review with approvals and locked periods.
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. Neither Texas nor federal law requires daily overtime. For covered non-exempt employees in Texas, overtime is generally owed only after more than 40 hours worked in a fixed seven-day workweek. A 10-hour day does not create overtime by itself unless the weekly total exceeds 40.
No. FLSA overtime must be calculated week by week, and averaging hours over two or more workweeks is not permitted. A biweekly payroll cycle does not turn two separate 168-hour workweeks into one 80-hour overtime period.
No. The FLSA does not require overtime or premium pay merely for Saturdays, Sundays, holidays, or regular days of rest unless those hours push the covered non-exempt employee over 40 in the workweek. A policy, contract, or collective bargaining agreement can create a separate premium.
Check exemption status before calculating overtime for salaried office, administrative, executive, professional, computer, outside-sales, and highly compensated roles. The standard EAP exemptions require duties tests and salary-basis pay of at least $684 per week. Job titles alone do not determine exempt status.
Texas Payday Law focuses on timing and manner of wage payments, deductions, wage claims, and collection of wage judgments. Federal law supplies the minimum-wage and overtime requirements used to determine wages due. A Texas wage claim must be filed with the Texas Workforce Commission Labor Law Section no later than the 180th day after wages were due.
Everhour Time Tracking records task and project hours through timers or manual entries, then routes those hours into timesheets and payroll review. Admins can use approvals, locked periods, reminders, and timer rules so overtime checks are based on reviewed weekly time instead of loose notes.
Everhour Reporting can show overtime data in Team Hours and configurable reports when overtime tracking is enabled. Teams can filter, group, and export reports in CSV, Excel/XLSX, or PDF formats for payroll backup, manager review, or internal labor-cost analysis.
Move from one-time Texas overtime math to approved weekly time records. Everhour captures time, supports approvals and locked periods, and feeds payroll review with cleaner overtime evidence.
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