Everhour tracks billable and non-billable time, while FLSA overtime starts after 40 hours for covered nonexempt employees.
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 the first payroll question: which hours are regular hours and which hours must be paid at an overtime premium. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked in excess of 40 in one fixed workweek. The premium must be at least 1.5x the employee's regular rate of pay.
The key input is the workweek, not the pay period. An FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. It may start on any day and at any hour. Once that workweek is set, each workweek stands alone; hours may not be averaged across two or more workweeks to avoid overtime.
Under the FLSA federal baseline, overtime starts only after 40 hours worked in a workweek for covered nonexempt employees. Federal law does not create daily overtime merely because someone works more than 8 hours in one day. It also does not require overtime pay merely because work happens on Saturdays, Sundays, holidays, or regular days of rest.
That federal answer is the floor, not the only possible rule. More protective state wage laws, employer policies, contracts, or union agreements can create earlier overtime, daily overtime, holiday premiums, or other paid benefits. When an employee is covered by both federal and state wage laws, the employee receives the greater benefit or more generous rights provided under the applicable laws.
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 regular hours. The remaining 9 hours are overtime hours. The overtime rate is $32.20 × 1.5, or $48.30 per overtime hour.
Regular pay is 40 × $32.20 = $1,288.00. Overtime pay is 9 × $48.30 = $434.70. Total gross pay for that workweek is $1,722.70 before taxes, deductions, reimbursements, or other payroll adjustments. If the employee has nondiscretionary bonuses or multiple pay rates in the same workweek, the regular rate is based on total compensation, excluding statutory exclusions, divided by total hours actually worked.
A one-off calculator is enough when you need to check one week, one hourly rate, and one clear workweek total. It is also enough for a quick review of whether a payroll line used 40 regular hours and the correct number of overtime hours. The result becomes less reliable when the time record is incomplete, the workweek is unclear, or entries need manager approval.
A managed workflow is the better fit when overtime affects payroll, billing, or client reporting every pay cycle. Everhour can separate billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, member-rate exceptions, and reports for billable time, non-billable time, billable amount, and cost.
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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Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek. Federal law does not create daily overtime after 8 hours. Daily overtime can still apply when a more protective state law, employer policy, contract, or union agreement creates that rule.
No. The FLSA does not require overtime pay merely because work occurs on a Saturday, Sunday, holiday, or regular day of rest. Under the federal baseline, the trigger is hours worked over 40 in the workweek for covered nonexempt employees, unless another applicable law or agreement gives the employee a greater benefit.
Check the fixed 168-hour workweek used by the employer. It consists of seven consecutive 24-hour periods and may start on any day and hour. Do not start with the calendar week or the pay period unless that is also the established workweek. Each workweek must be calculated separately.
No. FLSA overtime cannot be waived by employer-employee agreement. For covered nonexempt employees, overtime pay 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.
Confirm that the worker is a covered nonexempt employee under the applicable rule. Job titles alone do not determine exemption status. Standard executive, administrative, and professional exemptions require duties tests and salary-basis pay of at least $684 per week; the computer-employee exemption can use that salary basis or $27.63 per hour.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, and member-rate exceptions. Admin reports can show billable time, non-billable time, billable amount, and cost, which helps separate payroll overtime review from client billing decisions.
Everhour Overtimes can identify daily or weekly overtime limits and show overtime in Team Hours. Admins can review regular, 1.5x overtime, and 2x double-overtime data when overtime tracking is enabled, then use that visibility before payroll or billing review.
Track approved hours by project, task, and billing status so overtime checks connect to client-ready time records. Everhour turns billable and non-billable work into clearer reporting.
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