Everhour supports overtime review with approved timesheets, but the pay calculation starts with the employee's 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 a direct payroll question: how much pay is due when covered nonexempt work exceeds the overtime threshold. Under the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked in excess of 40 in one fixed workweek, at not less than 1.5 times the employee's regular rate of pay.
The result usually gives you three useful figures: straight-time pay, overtime premium pay, and total gross pay for the workweek. The calculation is not a full paycheck calculation because it does not subtract taxes, deductions, garnishments, benefits, or reimbursements. It is the wage-side check before payroll processing.
Start with the fixed FLSA workweek: 168 hours, or seven consecutive 24-hour periods, that recur on the same schedule. Count hours actually worked in that workweek, subtract 40 regular hours, and multiply the overtime hours by 1.5 times the regular rate. Each FLSA workweek stands alone, so one long week cannot be averaged with a shorter week to remove overtime.
For example, a covered nonexempt employee works 47 hours in one fixed FLSA workweek at a $24.80 regular hourly rate. Regular pay is 40 × $24.80 = $992.00. The overtime rate is $24.80 × 1.5 = $37.20. Overtime pay is 7 × $37.20 = $260.40. Total gross pay for the workweek is $1,252.40.
A common mistake is multiplying overtime by the base hourly wage when the regular rate is different. The regular rate is calculated by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek. That rule matters when the employee has multiple rates, shift differentials, commissions, or nondiscretionary bonuses included in the workweek's compensation.
Time and one-half is also not automatic for every weekend or holiday hour under the federal baseline. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. A premium can still apply under state law, employer policy, contract, or union agreement, but that is a separate rule from the federal 40-hour trigger.
A one-off calculation is enough when you are checking one clean workweek, one regular rate, and a known covered nonexempt status. It also works for a quick payroll audit where the hours, rate, and workweek are already approved. In that case, the calculator gives the number you need without building a broader process.
A managed workflow is better when overtime needs approval, correction history, payroll handoff, or billing review. Everhour Timesheets collect weekly project and working hours, let users submit time for review, and let admins approve, reject, partially approve, and lock entries before payroll or billing uses them.
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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Time and one-half means overtime is paid at 1.5 times the employee's regular rate of pay. If the regular rate is $20.00, the time-and-one-half rate is $30.00. Under the FLSA federal baseline, that rate applies to hours worked over 40 in a fixed workweek for covered nonexempt employees.
Use the regular rate, not automatically the base hourly wage. The regular rate equals total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. If extra compensation changes the regular rate, a base-wage-only overtime calculation understates the amount due.
Under the FLSA federal baseline, overtime is based on hours worked. The FLSA does not require payment for time not worked, including vacations or holidays. Paid time off can affect payroll totals under employer policy, contract, union agreement, or state law, but it is not federally required overtime-producing work time by itself.
For covered nonexempt employees under the FLSA, overtime pay cannot be waived by employer-employee agreement. It is due on the regular payday for the period worked. Compensatory time off generally does not satisfy FLSA overtime obligations except in special circumstances for state and local government employees.
When an employee is covered by both federal and state wage laws, the employee receives the greater benefit or more generous rights under the applicable laws. That means a state daily overtime rule, double-time tier, or stricter worker protection can change the result even when the federal baseline would calculate only weekly overtime.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time for manager review. Admins can approve, reject, partially approve, and lock submitted entries before payroll or billing relies on the totals.
Everhour Overtimes lets admins set daily and weekly overtime limits, including 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.
Use approved weekly timesheets before payroll totals move downstream. Everhour keeps submitted time reviewable, correctable, and locked after approval, giving teams a cleaner overtime record.
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