Everhour embeds time tracking in work tools, while overtime premium math still starts with the regular rate and weekly hours.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
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An overtime premium calculation answers one narrow payroll question: how much extra pay is owed above straight-time wages for overtime hours. Under the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in a fixed workweek at not less than 1.5 times the regular rate.
The premium is the added half-time portion when the employee already receives straight-time pay for every hour worked. That distinction matters for payroll checks, accounting reviews, and spreadsheet audits. If a covered nonexempt employee works 47 hours and straight-time pay already covers all 47 hours, the remaining overtime premium is 7 hours multiplied by 0.5 times the regular rate.
For a simple hourly case, assume a covered nonexempt employee works 47 hours in one fixed FLSA workweek at a $24.80 regular rate. The overtime hours are 7. The half-time premium rate is $12.40, so the overtime premium is $86.80. Straight-time pay for all 47 hours is $1,165.60, making total gross pay $1,252.40.
The same result can be shown another way: 40 regular hours at $24.80 equals $992.00, and 7 overtime hours at $37.20 equals $260.40. Total pay is still $1,252.40. The first method isolates the premium; the second method shows the full overtime line. Use the version that matches how payroll records wages.
The regular rate is not always the base hourly wage. For FLSA purposes, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Nondiscretionary bonuses, shift differentials, and multiple hourly rates can change the regular rate before the overtime premium is calculated.
Do not average two workweeks to reduce the premium. The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods, and each workweek stands alone. Federal law also does not create overtime merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest unless the weekly hours exceed 40 or another applicable law or agreement provides more.
A one-off calculator is enough when you need to check a single weekly premium amount, confirm a pay stub line, or explain a difference between straight-time wages and overtime premium pay. It works best when the worker category, covered nonexempt status, workweek, hours worked, and regular rate are already settled.
A managed workflow is better when overtime affects approvals, payroll handoff, billing, or project records every pay period. Everhour can place tracking controls inside tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others, then sync project and task context so time records stay connected to the work before review.
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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Overtime pay is the full amount owed for overtime hours, usually 1.5 times the regular rate under the FLSA federal baseline for covered nonexempt employees. Overtime premium is only the extra portion above straight-time pay. If straight-time wages already paid every hour worked, the remaining premium is usually 0.5 times the regular rate for hours over 40.
Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a fixed workweek. The workweek is a fixed 168-hour period of seven consecutive 24-hour periods. Paid vacation, holiday pay, or other time not worked does not count as hours worked under the federal overtime trigger.
The regular rate sets the dollar value of the premium. Under the FLSA, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. If a payroll file uses only the base wage when bonuses or multiple rates belong in the regular rate, the overtime premium is understated.
No. Under the FLSA, each workweek stands alone for overtime calculations. Hours may not be averaged across two or more workweeks to avoid overtime. A covered nonexempt employee who works 47 hours in week one and 33 hours in week two has 7 overtime hours in week one, even though the two-week average is 40 hours.
Properly classified exempt employees do not receive FLSA overtime premium pay. For the standard executive, administrative, and professional exemptions, DOL Fact Sheet #17A requires duties tests and salary-basis pay of at least $684 per week. Job titles alone do not determine exempt status, and more protective state rules can provide greater rights.
Everhour embeds tracking controls inside supported project tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Project and task metadata sync into Everhour, so overtime review can use time records tied to the same work structure the team already uses.
Everhour Overtimes lets admins set daily or weekly overtime limits and review overtime in Team Hours, including regular, 1.5x overtime, and 2x double overtime tiers. The Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time when the Overtime app is enabled.
Track approved hours where work happens, then use Everhour integrations to connect project context, timesheets, and payroll review before overtime premiums become recurring spreadsheet cleanup.
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