Payroll hours turn into gross pay only after the right workweek split is applied. Everhour supports that review with structured timecards.
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
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This calculation answers a direct payroll question: how much gross pay is due when a covered nonexempt employee has regular hours and overtime hours in the same fixed FLSA workweek. Under the United States federal baseline, covered nonexempt employees must receive overtime pay for hours worked in excess of 40 in a workweek at not less than 1.5 times the regular rate.
It also separates payroll hours from paid time that is not hours worked. The FLSA does not require payment for time not worked, including vacations or federal/non-federal holidays. Those benefits are generally set by employer policy, agreement, representative/union contract, or state law, and more protective state rules can override the federal baseline.
For a simple hourly case, separate regular hours from overtime hours first. A covered nonexempt employee works 46 hours in one fixed FLSA workweek at a $27.50 regular rate. Regular pay is 40 hours × $27.50 = $1,100.00. Overtime hours are 6. The overtime rate is $27.50 × 1.5 = $41.25, so overtime pay is $247.50.
Gross pay for that week is regular pay plus overtime pay: $1,100.00 + $247.50 = $1,347.50. For employees with bonuses, shift differentials, or multiple pay rates in the same workweek, the regular rate is calculated as total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek.
The FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. It may start on any day and hour, but once set, each workweek stands alone for overtime calculations. Hours cannot be averaged over two or more workweeks to avoid overtime.
That matters in payroll periods longer than one week. A biweekly check with 36 hours in week one and 46 hours in week two does not average to 41 hours per week for overtime purposes. Week one has no federal overtime under the FLSA baseline. Week two has 6 overtime hours, assuming the employee is covered, nonexempt, and no more protective state rule or contract applies.
A one-time calculator is enough when you need to check a single employee's weekly gross pay, verify a pay stub, or explain why hours over 40 changed the paycheck. It works best when the inputs are clean: one fixed workweek, known hours worked, a known regular rate, and no policy-driven additions.
A managed workflow matters when payroll depends on approved timecards, manager corrections, daily start and stop times, paid time off context, exports, or repeated review across a team. Everhour timecards support payroll review with daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, Team Hours reporting, and exports.
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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Use hours actually worked in the fixed workweek for the FLSA federal overtime calculation. Paid time not worked, such as vacation or holiday pay, is not federally required and does not become hours worked merely because it appears on payroll. Employer policy, contract terms, union agreements, or more protective state law can create different pay treatment.
The fixed workweek decides which hours are counted together. Under the FLSA, the workweek is a regularly recurring 168-hour period made of seven consecutive 24-hour periods. Each workweek stands alone, so payroll cannot average a low-hour week with a high-hour week to remove overtime owed to covered nonexempt employees.
For a basic hourly case, multiply regular hours by the regular rate, then multiply overtime hours by at least 1.5 times the regular rate. Add both amounts. If the regular rate includes other compensation for the workweek, calculate it as total compensation, excluding statutory exclusions, divided by total hours actually worked.
No, not under the FLSA federal baseline by themselves. The FLSA does not require payment for time not worked, including vacations or federal/non-federal holidays. Those hours are usually handled by policy, agreement, or representative/union contract. Overtime under the federal baseline is triggered by hours worked over 40 in the fixed workweek.
The common mistake is averaging two workweeks inside one biweekly payroll period. A covered nonexempt employee with 34 hours in one week and 46 hours in the next has 6 federal overtime hours in the second week, not 0 overtime hours because the two-week total is 80. Each FLSA workweek must be calculated separately.
Everhour timecards show daily, weekly, and monthly work-hour totals for payroll review. Teams can compare project hours with working hours, review Team Hours, approve timecards, and export timesheet data when payroll needs a clear record instead of a one-off calculation.
Use approved timecards, Team Hours review, and exports to move from one-off overtime checks to repeatable payroll review. Everhour gives teams structured work-hour records before payroll runs.
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