Double time at $20 equals $40 per hour. Everhour keeps tracked hours connected to work tools.
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Double time of $20 answers one narrow pay question: what hourly rate applies when a rule, policy, contract, or more protective state law pays 2x a $20 regular hourly rate. The result is $40 per double-time hour. That number is not the same as federal FLSA overtime, which requires covered nonexempt employees to receive at least 1.5x their regular rate for hours worked over 40 in one fixed workweek.
The calculation matters when a timesheet, payroll line, or client billing rule separates regular hours, time-and-a-half hours, and double-time hours. For a $20 regular rate, regular time is $20 per hour, time and one-half is $30 per hour, and double time is $40 per hour. Use the double-time result only for hours that qualify under the applicable rule.
The formula is simple: regular hourly rate multiplied by 2 equals the double-time hourly rate. At $20 per hour, the calculation is $20 x 2 = $40. If 6 hours qualify for double time, the double-time pay is 6 x $40 = $240. The multiplier changes the rate, not the number of hours.
For a fuller payroll example, assume an employee has 38 regular hours at $20 and 6 approved double-time hours at $40 under an employer policy. Regular pay is 38 x $20 = $760. Double-time pay is 6 x $40 = $240. Total gross pay for those paid hours is $1,000 before taxes, deductions, reimbursements, or other payroll adjustments.
Under the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked in excess of 40 in a fixed 168-hour workweek. That federal overtime rate is at least time and one-half the employee's regular rate of pay. The FLSA does not create a general double-time requirement for simply working late, on a weekend, or on a holiday.
Double time can still be required by a more protective state law, employer policy, union contract, or client agreement. Keep the source of the rule visible before paying the premium. Also keep workweeks separate: FLSA hours may not be averaged across two or more workweeks to avoid overtime, and each fixed workweek stands alone for overtime calculations.
A one-off calculator is enough when you know the $20 regular hourly rate, the exact number of double-time hours, and the rule that makes those hours double time. It gives you the premium rate quickly and checks whether a payroll line or invoice detail is using $40 per qualifying hour instead of $20 or $30.
A managed workflow is better when double-time eligibility depends on approved time records, project assignments, or payroll review. Everhour can embed tracking controls inside tools such as Asana, ClickUp, Jira, GitHub, Monday, Notion, Trello, and others, then sync project and task metadata so overtime review stays tied to the work record.
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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Double time for $20 an hour is $40 per hour. Multiply the regular hourly rate by 2: $20 x 2 = $40. If 5 hours qualify for double time, those hours pay 5 x $40 = $200 before taxes, deductions, and any separate payroll adjustments.
No. Under the FLSA federal baseline, covered nonexempt employees must receive at least 1.5x their regular rate for hours worked over 40 in a fixed workweek. Double time is 2x the regular rate and usually comes from a more protective state rule, employer policy, contract, or other agreement.
No 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. Weekend or holiday double time must come from another applicable rule, such as state law, employer policy, contract, or union agreement.
The common mistake is applying 2x to every hour instead of only the hours that qualify for double time. At $20 per hour, 6 qualifying double-time hours pay $240, not 44 hours x $40. Keep regular, time-and-a-half, and double-time hours in separate lines before totaling gross pay.
No. FLSA overtime for covered nonexempt employees cannot be waived by employer-employee agreement and is due on the regular payday for the period worked. If an employee is covered by both federal and state wage laws, the employee receives the greater benefit or more generous applicable rights.
Everhour integrates with major project management tools, embedding tracking controls inside supported workflows and syncing project, task, tag, estimate, and custom field metadata. That lets managers review time entries in the same work context before overtime or double-time hours move into payroll review.
Track approved hours where the work happens. Everhour connects project-tool time entries with synced task context, giving teams clearer overtime review before payroll or billing.
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