Overtime premiums change pay fast; Everhour supports budget controls when extra hours start affecting project costs.
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 extra pay comes from two different premium rates: time and a half, which is 1.5 times the regular rate, and double time, which is 2 times the regular rate. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive at least 1.5x their regular rate for hours worked over 40 in one fixed workweek.
Double time is a separate premium tier. The FLSA does not create a general federal double-time requirement, daily overtime rule, or automatic weekend or holiday premium as such. Double time enters the calculation only when a more protective state rule, employer policy, contract, or union agreement applies. That distinction matters because treating every overtime hour as double time overstates payroll, while ignoring an applicable 2x tier understates it.
Time and a half equals regular rate multiplied by 1.5. Double time equals regular rate multiplied by 2. If the regular rate is $26.40, the time-and-a-half rate is $39.60 and the double-time rate is $52.80. The premium rate applies only to the hours assigned to that tier, not automatically to every hour in the workweek.
Example: a covered nonexempt employee works 50 hours in one fixed FLSA workweek at a $26.40 regular rate. Under the federal baseline alone, the 10 hours over 40 receive at least 1.5x. If an applicable policy or more protective state rule treats 4 of those premium hours as double time, the calculation is 40 regular hours, 6 time-and-a-half hours, and 4 double-time hours.
The most common error is choosing the wrong trigger. The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods, and each workweek stands alone. Hours cannot be averaged across two or more workweeks to avoid overtime. A 38-hour week followed by a 42-hour week still has 2 federal overtime hours in the second week for a covered nonexempt employee.
Another mistake is assuming the calendar label controls the premium. The FLSA does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest. Holiday or vacation pay for time not worked is generally set by agreement, policy, representative or union contract, or state law. Use the governing rule first, then assign hours to regular, 1.5x, or 2x buckets.
A calculator is enough when you need a one-off check: one employee, one workweek, one regular rate, and a clear rule for whether any hours receive double time. It is also enough for reviewing a pay stub line when the only question is whether the premium math matches the stated rate and hours. Keep the workweek boundaries fixed, and do not mix paid time off with hours actually worked.
A managed workflow becomes necessary when overtime affects budgets, approvals, payroll handoff, or client billing. Everhour Project Budgeting tracks hour-based and money-based budgets as time is logged, supports recurring budget periods, and can send budget alerts at defined thresholds. That gives managers a way to see premium labor pressure before a manual overtime check turns into a payroll surprise.
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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At 1.5x, each premium hour pays the regular rate plus another half of that rate. At 2x, each premium hour pays twice the regular rate. For a $26.40 regular rate, time and a half is $39.60 per hour, while double time is $52.80 per hour. The difference is $13.20 for every hour assigned to the 2x tier.
No. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive at least 1.5x their regular rate for hours worked over 40 in a fixed workweek. The listed federal facts do not create a general double-time rule. A 2x premium comes from a more protective state rule, employer policy, contract, or union agreement.
No. Assign each premium hour to one pay tier under the applicable rule. If 10 hours are over 40 and 4 of those hours qualify for double time under a policy or more protective state rule, calculate 6 hours at 1.5x and 4 hours at 2x. Counting the same 4 hours in both tiers double-counts the premium.
No. Under the FLSA, each fixed workweek stands alone for covered nonexempt employees. Hours cannot be averaged across two or more workweeks to avoid overtime. If one workweek has 35 hours and the next has 45 hours, the second workweek has 5 federal overtime hours even though the two-week average is 40 hours.
Use the regular rate for that workweek, not just a convenient base wage when other includable compensation exists. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. Once the regular rate is set, multiply it by 1.5 or 2 according to the applicable premium tier.
Everhour Project Budgeting lets teams track hour-based or money-based budgets as time is logged, with recurring budget periods and threshold email alerts at 75%, 90%, and 100% or custom levels. That budget view helps managers see when premium labor is pushing a project toward its limit.
Everhour Overtimes supports daily and weekly overtime limits, regular, 1.5x overtime, and 2x double-overtime tiers. Admins can review overtime in Team Hours and use the Payroll dashboard to calculate overtime pay and gross pay from employee hourly cost and tracked time.
Set budget thresholds before premium hours become a payroll problem. Everhour tracks project budgets as time is logged and sends alerts when work approaches budget limits.
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