Double-time pay turns a $25 rate into $50 per hour; Everhour reports overtime separately for cleaner reviews.
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Double time of $25 is $50 per hour. The calculation is hourly rate × 2, so a $25 regular rate becomes a $50 double-time rate before taxes, deductions, or other payroll adjustments. This answers the narrow pay-rate question: what hourly amount applies when a policy, contract, union agreement, or state rule says an hour must be paid at double time.
Do not confuse double time with the United States federal FLSA overtime baseline. Under the FLSA, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5× the regular rate. Federal law does not create automatic double time for weekends, holidays, or long days unless another applicable rule provides it.
The double-time formula is regular rate × 2 = double-time rate. At a $25 hourly rate, $25 × 2 = $50. If the worker has 8 double-time hours, the double-time portion is 8 × $50 = $400. If the same person also has 40 regular hours at $25, regular pay is 40 × $25 = $1,000.
That example produces $1,400 in gross pay before deductions: $1,000 regular pay plus $400 double-time pay. If the regular rate is not simply the base hourly wage because the workweek includes other compensation, calculate the regular rate first by dividing total compensation for the workweek, excluding statutory exclusions, by total hours actually worked in that workweek.
The main mistake is treating "double time" as the default overtime answer. For the federal FLSA baseline, covered nonexempt employees get at least time and one-half after 40 hours in one fixed workweek, not automatic 2× pay. Double time usually comes from a more protective state rule, employer policy, contract, collective bargaining agreement, or a configured payroll rule.
A second mistake is applying double time to paid time off or holiday hours not worked. The FLSA does not require payment for time not worked, including vacations or federal or non-federal holidays. Those benefits are generally set by agreement, policy, or representative or union contract. When both federal and state wage laws cover the employee, the greater benefit or more generous right applies.
A single calculation is enough when you only need to answer one rate question: $25 at double time equals $50, and 8 double-time hours equal $400. That is useful for checking a shift premium, quoting a labor cost, or reviewing one pay line against a policy.
A managed workflow is needed when double-time hours must be approved, separated from regular overtime, reviewed by person or project, and passed to payroll. Everhour Reporting can surface overtime and double-overtime data in Team Hours and configurable reports, with grouping, filters, date ranges, and exports for recurring review.
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The double-time rate for $25 an hour is $50 an hour. Multiply the regular hourly rate by 2: $25 × 2 = $50. This is the gross hourly rate before payroll deductions, taxes, or any separate adjustments required by policy, contract, or applicable wage law.
No. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than 1.5× the regular rate. Double time is 2× the rate and generally applies only when another law, employer policy, contract, or union agreement requires it.
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 another applicable state law, policy, contract, or agreement creates a weekend premium.
Calculate each pay category separately, then add the totals. Regular hours use the regular rate, overtime hours use the applicable overtime multiplier, and double-time hours use 2× the regular rate. This prevents a common error: multiplying all weekly hours by the double-time rate instead of only the hours that qualify.
FLSA overtime pay cannot be waived by employer-employee agreement, and it is due on the regular payday for the period worked. If double time is required by an applicable state rule, contract, or policy, the payroll treatment should follow that source. Compensatory time off generally is not a substitute except in special circumstances for state and local government employees.
Everhour Reporting can show overtime and double-overtime data in Team Hours and configurable reports. Admins can group, filter, set date ranges, add relevant columns, and export reports in CSV, Excel/XLSX, or PDF for payroll review.
Everhour Timesheets let managers approve, reject, or partially approve submitted time before payroll or billing review. Submitted and approved time is locked for regular members, which helps preserve the reviewed record behind regular, overtime, and double-time totals.
Use the $50 rate for a quick check, then keep recurring double-time reviews inside Everhour reports so approved overtime totals stay visible, exportable, and ready for payroll.
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