Everhour supports approved time workflows, but reliable overtime pay starts with the correct workweek, status, and regular rate.
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 when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. The federal baseline uses a 168-hour workweek made of seven consecutive 24-hour periods, and each workweek stands alone. Hours cannot be averaged across two or more workweeks to reduce overtime.
The output is gross pay for the workweek: regular straight-time pay plus overtime premium pay at not less than 1.5 times the employee's regular rate. It is not a substitute for checking more protective state law, contract terms, union agreements, or employer policies that provide a greater benefit.
For a simple hourly case, split the week into regular hours and overtime hours. Regular hours are capped at 40 under the federal baseline. Overtime hours are hours worked over 40. Overtime rate equals regular rate times 1.5. Total gross pay equals regular pay plus overtime pay.
Example: a covered nonexempt employee works 43 hours in one fixed FLSA workweek at a $29.40 regular hourly rate. Regular pay is 40 × $29.40 = $1,176.00. Overtime hours are 3, and the overtime rate is $44.10. Overtime pay is 3 × $44.10 = $132.30. Total gross pay is $1,308.30.
A reliable result starts with the employee category. The FLSA overtime rule applies to covered nonexempt employees. Executive, administrative, and professional exemptions require duties tests and salary-basis pay of at least $684 per week; the computer-employee exemption can use that salary basis or $27.63 per hour. Job titles alone do not determine exempt status.
The second reliability check is the workweek boundary. The FLSA does not create daily overtime or automatic premium pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the fixed workweek unless a more protective state rule, policy, contract, or agreement applies.
A calculator is enough for a one-time check when you already know the employee is covered and nonexempt, the workweek is fixed, the hours are worked hours, and the regular rate is correct. It also works for quick payroll review when the week has one hourly rate and no special policy or state-law tier.
A managed workflow is needed when multiple people submit time, managers approve corrections, payroll needs an audit trail, or overtime rules must be enforced before pay is finalized. Everhour Team Management supports approval workflow, lock rules, admin time correction, weekly capacity, roles, project assignments, and team-wide time policy defaults.
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 the fixed FLSA workweek, total hours actually worked in that workweek, the worker's covered nonexempt status, and the correct regular rate. For the federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5 times the regular rate.
No. Under the FLSA, each workweek stands alone for overtime calculations. Hours may not be averaged over two or more workweeks to avoid overtime. If a covered nonexempt employee works 35 hours one week and 45 hours the next, the second week still includes 5 overtime hours under the federal baseline.
The FLSA does not require payment for time not worked, including vacations or federal or non-federal holidays. Holiday pay, vacation pay, and similar benefits are generally set by agreement, employer policy, or a representative or union contract, unless state law gives the employee greater rights.
The regular rate is calculated by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek. A reliable overtime calculation uses that regular rate, not a shortcut base wage, when the worker's compensation for the week requires the broader regular-rate calculation.
No. FLSA overtime due to a covered nonexempt employee cannot be waived by employer-employee agreement. Overtime is due on the regular payday for the period worked, and compensatory time off generally does not satisfy private-sector FLSA overtime obligations.
Everhour Team Management gives managers approval workflow, lock rules, admin time correction, weekly capacity, roles, project assignments, and team-wide time policy defaults. That helps keep submitted time controlled before payroll review instead of relying on late spreadsheet edits.
Use approved timesheets, lock rules, and manager review before payroll. Everhour Team Management keeps overtime inputs controlled and auditable as teams move from one-off calculations to recurring pay review.
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