Everhour connects tracked time to billing workflows, while Washington overtime rules require weekly 40-hour checks.
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This calculation tells you the overtime pay due for an overtime-eligible Washington employee in one 7-day workweek. For most Washington employees, overtime starts after more than 40 hours worked in that workweek. Washington generally does not require overtime after 8 hours in a day, except for certain public works projects.
The output is the overtime premium and total gross pay for the week. It matters when you review payroll, price labor on a client job, check whether an invoice includes all billable overtime, or confirm that a weekly timesheet does not average hours across two workweeks.
Washington uses a regular hourly rate based on weekly compensation divided by weekly hours worked, excluding overtime premiums. Included pay can include hourly wages, salary, piece or flat rates, commissions, and nondiscretionary bonuses. Agreed wages such as shift differentials, hazard pay, holiday double time, and on-call pay must be included in overtime calculations for overtime-eligible employees working more than 40 hours per week.
The 2026 statewide minimum wage is $17.13 per hour, though some local jurisdictions may set higher rates. For exempt status, Washington also has its own 2026 thresholds: salaried executive, administrative, and professional exemption status requires at least $1,541.70 per week plus the applicable duties test, regardless of employer size.
For a simple hourly case, assume a covered nonexempt Washington employee works 46 hours in one fixed 7-day workweek at a $31.20 regular hourly rate. Regular pay is 40 hours times $31.20, or $1,248.00. Overtime pay is 6 hours times $46.80, because $31.20 times 1.5 equals $46.80.
Total gross pay for that workweek is $1,528.80. The same structure applies when the regular rate is higher because of included commissions, nondiscretionary bonuses, or agreed premiums: calculate the regular rate first, multiply overtime hours by 1.5 times that rate, then add regular and overtime pay for the week.
The common mistake is treating every long day as overtime. Washington generally does not require daily overtime for most jobs, so a 10-hour day does not create overtime by itself if the employee stays at 40 or fewer hours in the 7-day workweek. Public works projects are different and can trigger overtime after 8 hours in a calendar day, after 10 hours under a valid 4/10 work agreement, or after 40 hours in a week.
Agricultural employees are also covered by Washington overtime after 40 hours in a workweek beginning January 1, 2024. Washington State Department of Labor & Industries administers the state's minimum wage and overtime rules through its Employment Standards Office, so state-specific classification, public works, and local wage questions belong in that review before payroll closes.
A one-off calculation is enough when you have one clean hourly rate, one employee, and one completed workweek. It is also enough for a quick payroll check after manually reviewing the timesheet. The calculator stops being enough when time entries need approval, edits must be locked, or billable overtime needs to move into client invoices without being rebuilt by hand.
For recurring overtime, use a managed workflow that preserves approved time records, separates billable from non-billable work, and carries the final amounts into billing. Everhour Billing & Invoicing turns tracked billable time and expenses into invoices, calculates invoice amounts from rates while excluding non-billable tasks, and can export invoices to QuickBooks Online, Xero, or FreshBooks.
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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Yes. Most Washington employees must receive overtime when they work more than 40 hours in a 7-day workweek. The overtime rate must be at least one and one-half times the employee's regular rate for each hour over 40 in that workweek.
Not for most jobs. Washington generally does not require overtime after 8 hours in a day, except for certain public works projects. A long day still counts toward the weekly total, so overtime applies if the employee works more than 40 hours in the 7-day workweek.
Washington calculates the regular hourly rate by adding weekly compensation, excluding overtime premiums, and dividing by total hours worked during the week. Included pay can include hourly rates, salary, piece or flat rates, commissions, nondiscretionary bonuses, shift differentials, hazard pay, holiday double time, and on-call pay.
No. Under the federal baseline, each FLSA workweek stands alone for overtime calculations, and hours may not be averaged over two or more workweeks to avoid overtime. A 30-hour week and a 50-hour week are not treated as two 40-hour weeks.
Public works employees need special review because overtime can apply after 8 hours in a calendar day, after 10 hours under a valid 4/10 work agreement, or after 40 hours in a week. Exemption checks also matter because Washington's 2026 salaried EAP threshold is $1,541.70 per week plus the applicable duties test.
Everhour Billing & Invoicing converts tracked billable time and expenses into invoices, calculates amounts from rates, and excludes non-billable tasks. Invoices can be exported to QuickBooks Online, Xero, or FreshBooks, with invoice status visible back in Everhour.
Everhour Reporting can surface logged time, costs, billable time, and overtime visibility through Team Hours and configurable reports. Admins can build reports with date ranges, filters, grouping, and exports in CSV, Excel/XLSX, or PDF for payroll and billing review.
Track approved hours, separate billable overtime from non-billable work, and generate client invoices from the same records. Everhour Billing & Invoicing keeps overtime billing connected to tracked time.
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