Everhour supports simple overtime tracking, while federal baseline overtime still depends on covered nonexempt status and one fixed workweek.
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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A simple overtime pay calculation answers one practical question: how much gross pay is due when a covered nonexempt employee works more than 40 hours in one fixed FLSA workweek. The federal baseline uses hours actually worked, the employee's regular rate, and a minimum overtime multiplier of 1.5x for hours worked in excess of 40.
The result matters when you are checking a paycheck, estimating payroll cost, approving a timesheet, or reviewing whether a week crossed the federal threshold. It does not decide exempt status, state-law daily overtime, or policy-based weekend premiums. Those items come from job duties, jurisdiction, contract terms, or employer policy.
For a simple answer, start with four inputs: total hours worked in the fixed workweek, regular rate, regular-hours threshold, and overtime multiplier. Under the FLSA federal baseline, the threshold is over 40 hours in a workweek and the multiplier is at least 1.5x the regular rate for covered nonexempt employees.
Do not add paid vacation, holidays not worked, or sick time into hours worked for the federal overtime threshold unless another applicable law, policy, or contract treats them differently. The FLSA does not require payment for time not worked, and it does not require premium pay merely because work happens on a weekend or holiday.
Use this structure: regular hours = up to 40 hours, overtime hours = hours worked over 40, overtime rate = regular rate x 1.5, gross pay = regular pay + overtime pay. Each FLSA workweek stands alone, so a short week and a long week cannot be averaged together to avoid overtime.
For example, a covered nonexempt employee works 48 hours in one fixed FLSA workweek at a $28.40 regular hourly rate. Regular pay is 40 x $28.40 = $1,136.00. The overtime rate is $28.40 x 1.5 = $42.60. Overtime pay is 8 x $42.60 = $340.80, so total gross pay is $1,476.80.
A one-off calculator is enough when you have one clean hourly rate, one fixed workweek, and a single week to check. It can also explain a paycheck line or estimate the cost of an extra shift before approving the schedule.
A managed workflow is better when multiple people submit time, managers approve overtime, or payroll needs a durable record. Everhour Overtimes supports daily and weekly overtime limits, 1.5x and 2x tiers, Team Hours overtime visibility, and payroll calculations based on employee hourly cost and tracked time.
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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For the FLSA federal baseline, confirm the worker is a covered nonexempt employee, count hours actually worked in one fixed workweek, subtract 40 from total hours, and multiply the overtime hours by at least 1.5x the regular rate. Then add regular pay and overtime pay for total gross pay.
Yes, when the employee has one hourly rate and no other compensation affecting the regular rate. If the workweek includes nondiscretionary bonuses, shift differentials, or multiple rates, base-wage-only math can understate the regular rate. The regular rate is total compensation divided by total hours actually worked, excluding statutory exclusions.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For the federal baseline, the trigger is hours worked over 40 in the fixed workweek unless a more protective state law, employer policy, contract, or union agreement applies.
The FLSA workweek is a fixed and regularly recurring period of 168 hours, made up of seven consecutive 24-hour periods. Each workweek stands alone for overtime calculations. Changing the workweek after the fact or averaging two weeks together can hide overtime that is due for a covered nonexempt employee.
No. FLSA overtime due to a covered nonexempt employee cannot be waived by an employer-employee agreement. Overtime is due on the regular payday for the period worked, and compensatory time off generally does not replace overtime pay except in special circumstances for state and local government employees.
Everhour Overtimes lets admins set daily and weekly overtime limits, including 1.5x overtime and 2x double-overtime tiers. Team Hours shows overtime visibility, and the Payroll dashboard calculates overtime pay and gross pay from employee hourly cost and tracked time.
Everhour Timesheets let employees submit weekly time for review, and managers can approve, reject, or partially approve entries before payroll use. Submitted and approved time is protected from regular member edits, giving payroll a cleaner approval trail.
Use Everhour Overtimes to turn weekly hours into reviewed overtime, visible team totals, and payroll-ready gross pay calculations from tracked time and employee hourly cost.
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