Time and a half means 1.5x the regular rate; Everhour keeps tracked hours ready for review and payroll handoff.
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
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Time and a half answers one payroll question: what pay rate applies when an hour must be paid at 1.5 times the employee's regular rate. For 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 workweek. The multiplier is not a bonus label; it is a pay-rate calculation.
The result tells you three figures: regular pay, overtime pay, and total gross pay for the workweek. It does not decide whether a worker is covered, nonexempt, or subject to a more protective state rule. Those classifications and jurisdiction rules come first. When both federal and state wage laws cover the employee, the greater benefit or more generous right applies.
The regular rate is not always the same as the base hourly wage. Under the FLSA, it is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. That matters when a worker has multiple rates, nondiscretionary bonuses, shift differentials, or other compensation that belongs in the regular-rate calculation.
A common mistake is multiplying only the stated hourly wage when other includable compensation changes the regular rate. If a covered nonexempt employee earns two hourly rates in one workweek, combine the workweek compensation and divide by total hours worked before applying 1.5x. Use the final regular rate for overtime unless a valid alternative method applies under the governing rule or agreement.
For a simple hourly case, assume a covered nonexempt employee works 49 hours in one fixed FLSA workweek at a $32.20 regular hourly rate. The first 40 hours are paid at $32.20, giving $1,288.00 in regular pay. The 9 overtime hours are paid at time and a half: $32.20 x 1.5 = $48.30 per overtime hour.
The overtime pay is 9 x $48.30 = $434.70. Total gross pay for the workweek is $1,288.00 + $434.70 = $1,722.70. Each FLSA workweek stands alone, so you do not average 38 hours in one week with 49 hours in the next week to remove overtime from the second week.
A calculator is enough when you are checking one employee, one workweek, one known regular rate, and one clear threshold. It is also enough for a quick pay-stub review when the overtime hours and regular rate are already visible. Keep the fixed 168-hour workweek in mind: changing the workweek boundary changes which hours belong in the calculation.
A managed workflow is better when overtime depends on approved timesheets, project hours, timecards, or payroll review. Everhour can embed tracking controls in supported project tools, sync project and task metadata, and expose timesheets inside work tools. That creates a cleaner handoff than rebuilding overtime inputs from messages, spreadsheets, and late corrections.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Time and a half is a rate: 1.5 times the employee's regular rate. Overtime pay is the money paid for overtime hours at the required rate. Under the FLSA federal baseline, covered nonexempt employees must receive at least time and one-half their regular rate for hours worked over 40 in a workweek.
The time and a half rate for a $20 regular rate is $30 per overtime hour. The formula is $20 x 1.5 = $30. This works only when $20 is the correct regular rate for the workweek. If bonuses, multiple pay rates, or other includable compensation change the regular rate, calculate that rate first.
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 workweek. A state law, employer policy, contract, or union agreement can create a separate premium rule.
No. FLSA overtime due to a covered nonexempt employee cannot be waived by employer-employee agreement. Overtime is due on the regular payday for the period worked. Compensatory time off generally cannot replace FLSA overtime pay, except in special circumstances for state and local government employees.
The FLSA does not require payment for time not worked, including vacation or holidays. Those benefits are generally set by agreement, employer policy, contract, or state law. For the federal overtime calculation, the listed threshold applies to hours worked in the fixed workweek, not paid nonworking time unless another applicable rule says otherwise.
Everhour integrates with project management and accounting tools, including Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, QuickBooks, Xero, and others. Tracking controls can appear inside supported workflows, while synced project and task metadata keeps timesheets tied to the work records managers already review.
Everhour Timesheets let users submit weekly project hours or working hours for approval before payroll or billing use. Managers can approve, reject, partially approve, and lock submitted time, which helps protect overtime calculations from late edits after the review is complete.
Track approved hours where work happens, keep project context attached, and use Everhour integrations to move cleaner time records toward payroll and billing review.
14-day free trial · No credit card · Cancel anytime
