Everhour records approved work hours for payroll review, while overtime pay rules decide which hours need premium pay.
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.
An overtime pay calculation answers one practical question: how much gross pay is due for a fixed workweek when a covered nonexempt employee works more than the standard threshold. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a fixed workweek.
The result usually separates regular pay, overtime hours, overtime rate, overtime premium pay, and total gross pay. That separation matters because payroll records, pay stubs, client billing, and manager approvals often need to show why the final amount is higher than straight-time wages for the same week.
The FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. It can start on any day and hour, but once set, each workweek stands alone for overtime. Hours cannot be averaged across two or more workweeks to avoid overtime.
The federal baseline does not create daily overtime or automatic premium pay for Saturdays, Sundays, holidays, or regular days of rest. Those premiums can come from state law, employer policy, contract, or union agreement. When federal and state wage laws both cover the employee, the greater benefit or more generous right applies.
For a simple hourly case, start with the regular rate, multiply it by 1.5, and apply that overtime rate only to hours over 40 in the workweek. Example: a covered nonexempt employee works 48 hours in one fixed workweek at a $28.40 regular hourly rate. Regular pay is 40 hours times $28.40, or $1,136.00.
The overtime rate is $28.40 times 1.5, or $42.60. The employee has 8 overtime hours, so overtime pay is 8 times $42.60, or $340.80. Total gross pay for the week is $1,136.00 plus $340.80, which equals $1,476.80 before deductions, taxes, or any separate policy-based premiums.
The regular rate is not always the base hourly wage. Under the FLSA, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. That is why certain bonuses, shift differentials, or multiple hourly rates can change the overtime rate.
A common mistake is calculating overtime from the lowest hourly rate in the week. If an employee works at two hourly rates, the weekly compensation must be handled through the regular-rate calculation unless a valid method applies. Exemption status also matters: job titles alone do not determine exempt status under the EAP rules.
A calculator is enough for a one-off check when you know the workweek, total hours worked, worker category, regular rate, and whether a more protective state rule or contract applies. Use it for reviewing a pay stub line when the hours and rate are already confirmed.
A managed workflow becomes necessary when overtime depends on approved time, manager review, locked periods, payroll handoff, or recurring reporting. Everhour Time Tracking captures timer and manual entries against tasks and projects, then feeds approved timesheets and payroll review so the overtime calculation starts from a clean time record.
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.
For the FLSA federal baseline, count hours actually worked in the fixed 168-hour workweek. Paid time not worked, including vacation or holidays, is not required by the FLSA and is generally controlled by policy, agreement, contract, or state law. A payroll policy can pay those hours, but that does not automatically make them hours worked for federal overtime.
Under the FLSA federal baseline, covered nonexempt employees must receive overtime at not less than 1.5 times the regular rate for hours worked over 40 in a workweek. A state law, contract, or employer policy can provide a higher premium or an earlier trigger. The greater applicable benefit controls when both federal and state wage laws cover the employee.
No. Under the FLSA federal baseline, each workweek stands alone. An employer cannot average a 50-hour week and a 30-hour week into two 40-hour weeks to avoid overtime. The 10 hours over 40 in the 50-hour week remain overtime hours if the employee is covered and nonexempt.
The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. For an employee with one hourly rate and no additional includable pay, the regular rate usually matches the hourly wage. With multiple rates, bonuses, or differentials, base-wage-only overtime math can understate the required rate.
The FLSA does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless another applicable law, policy, agreement, or contract provides a premium. Holiday pay for time not worked is not federally required.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including tracking inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Submitted time can move through approvals and locked periods before payroll review, giving managers a cleaner record for overtime checks.
Track work with Everhour Time Tracking, review approved timesheets, and lock completed periods before payroll handoff so overtime checks start from verified hours.
14-day free trial · No credit card · Cancel anytime
