Everhour keeps overtime reporting organized while the federal baseline still requires careful regular-rate math.
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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The 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 time and one-half of the employee's regular rate of pay for hours worked in excess of 40, not a daily trigger and not an automatic weekend or holiday premium.
It also tells you which number belongs in payroll: the regular pay for the first 40 hours, the overtime pay for hours over 40, and the total gross pay for the workweek. Each FLSA workweek stands alone, so one short week cannot offset one long week to reduce overtime owed.
Start with the regular rate, multiply it by 1.5, then apply that overtime rate only to hours worked over 40 in the fixed workweek. Formula: regular pay = 40 × regular rate; overtime pay = overtime hours × regular rate × 1.5; total pay = regular pay + overtime pay.
For example, a covered nonexempt employee works 50 hours in one fixed FLSA workweek at a $26.40 regular hourly rate. Regular pay is 40 × $26.40 = $1,056.00. The overtime rate is $26.40 × 1.5 = $39.60. Overtime pay is 10 × $39.60 = $396.00. Total gross pay is $1,452.00.
A common mistake is using only the base hourly wage when the regular rate includes more compensation for the workweek. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. That rule matters when an employee has multiple pay rates, nondiscretionary bonuses, or other includable pay.
The formula still uses 1.5×, but the multiplier attaches to the correct regular rate. If total includable compensation is understated, every overtime hour is understated too. If paid vacation or holiday time was not actually worked, the FLSA does not require that time to count as hours worked; policy, contract, or state law can create a different result.
A one-off calculation is enough when you have one employee, one rate, one fixed workweek, and no approval dispute. It is also enough for a fast payroll check when the time record is already complete and you only need to confirm the arithmetic before entering the amount.
A managed workflow is needed when overtime comes from submitted timesheets, manager approvals, multiple projects, or repeated payroll periods. Everhour Reporting can surface overtime and double-overtime data in Team Hours and custom reports, with columns, grouping, filters, exports, and scheduled email delivery for review before payroll handoff.
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 employee's regular rate, the total hours actually worked in the fixed FLSA workweek, and the number of hours over 40. For the United States federal baseline, covered nonexempt employees must receive at least 1.5× the regular rate for hours worked in excess of 40 in that workweek.
Under the FLSA federal baseline, hours worked over 40 in a fixed workweek are paid at not less than time and one-half the regular rate for covered nonexempt employees. More protective state rules, a contract, or an employer policy can provide a greater benefit, and the greater applicable right controls.
The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. That means the base hourly wage is not always the final regular rate. Multiple rates, certain bonuses, and other includable compensation can change the number used in the formula.
No. Each FLSA workweek is a fixed and regularly recurring period of 168 hours, made up of seven consecutive 24-hour periods. Hours may not be averaged over two or more workweeks to avoid overtime. A 35-hour week and a 45-hour week are calculated separately.
Not by itself under the FLSA federal baseline. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. The federal trigger is hours worked over 40 in the workweek unless a more protective law, agreement, policy, or contract applies.
Everhour Reporting lets teams review overtime data in Team Hours and custom reports with configurable columns, grouping, filters, exports, and scheduled email delivery. That gives payroll reviewers a consistent report view before overtime totals move into the payroll process.
Review overtime from approved time data before payroll. Everhour Reporting organizes overtime visibility with custom columns, filters, grouping, exports, and scheduled delivery.
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