Professional overtime checks need clean workweek inputs and reviewable records, and Everhour keeps timecards ready for 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
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This calculation answers how much overtime pay is due for a covered nonexempt employee after the employee works more than 40 hours in one fixed FLSA workweek. It separates straight-time hours, overtime hours, the regular rate, and the overtime premium so the gross pay result is clear before payroll is processed.
For professional use, the calculation also answers whether the inputs are complete enough for review. The FLSA workweek is a fixed 168-hour period made of seven consecutive 24-hour periods, and each workweek stands alone. You cannot average two workweeks together to reduce overtime owed under the federal baseline.
For a simple hourly case, start with hours actually worked in the fixed workweek. Regular hours are capped at 40 under the FLSA federal baseline for covered nonexempt employees. Overtime hours are hours worked over 40. Overtime pay is at least 1.5 times the employee's regular rate of pay.
Example: a covered nonexempt employee works 52 hours in one fixed FLSA workweek at a $30.50 regular hourly rate. Regular pay is 40 × $30.50 = $1,220.00. Overtime hours are 12, and the overtime rate is $45.75. Overtime pay is 12 × $45.75 = $549.00. Total gross pay is $1,769.00.
A professional overtime result depends on more than total hours and base wage. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. When bonuses, shift differentials, or multiple rates apply, base-wage-only math produces a payroll number that needs correction.
Status also matters. The standard executive, administrative, and professional exemptions require salary-basis pay of at least $684 per week and job-duties tests; job titles alone do not determine exempt status. For covered nonexempt employees, FLSA overtime cannot be waived by agreement and is due on the regular payday for the period worked.
A calculator is enough for a one-off check when you have one employee, one fixed workweek, one regular rate, and no state rule or contract term that changes the result. It is also enough for a quick payroll review when the time record is already approved and the only question is the arithmetic.
A managed workflow is needed when hours come from multiple days, projects, or approval steps. Professional payroll review needs a durable time record, submitted and approved timecards, locked periods, and exportable totals. Everhour timecards support daily, weekly, and monthly work-hour totals, project-versus-working-hour comparisons, Team Hours reporting, and exports for payroll 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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G2
Summer 2026
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Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
A professional overtime calculation uses the correct worker category, fixed workweek, hours actually worked, regular rate, overtime multiplier, and applicable federal, state, policy, or contract rule. It also leaves a record that payroll can review later, including who entered the hours, who approved them, and which period the calculation covers.
The fixed FLSA workweek controls where the 40-hour threshold applies for covered nonexempt employees. It is a recurring 168-hour period, and each workweek stands alone. Moving hours between weeks or averaging two weeks together changes the calculation and violates the federal baseline when it is used to avoid overtime.
Paid holiday or vacation hours are not hours worked under the FLSA federal baseline unless another law, employer policy, contract, or union agreement gives them that treatment. The FLSA also does not require payment for time not worked, including holidays or vacations. Keep paid leave separate from hours actually worked unless the governing rule says otherwise.
No. Job titles alone do not determine exempt status. The standard executive, administrative, and professional exemptions described by the DOL require job-duties tests and salary-basis pay of at least $684 per week. Outside-sales employees use duties and location tests without a salary-level requirement, and computer employees have a separate salary or hourly option.
State law changes the result when it gives the employee greater benefit or more generous rights than the FLSA federal baseline. Some jurisdictions add daily overtime, double-time tiers, or different worker protections. When both federal and state wage laws cover the employee, the more protective applicable rule controls the calculation.
Everhour timecards show daily, weekly, and monthly work-hour totals for each team member, including working hours and project hours where both are tracked. Managers can review Team Hours, compare normal capacity against recorded time, and export timecard data for payroll checks.
Everhour Overtimes lets admins set daily and weekly overtime limits, then review overtime hours in Team Hours. When enabled, Everhour can identify regular, 1.5x overtime, and 2x double-overtime tiers and calculate overtime pay from employee hourly cost and tracked time.
Track approved work hours, review timecards, and export payroll-ready totals with Everhour so overtime checks come from a clean record instead of manual reconstruction.
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