Overtime calculator

How overtime is counted

This tool does not look at clock-in times. It takes the hours you type for one week and splits them: regular is the first 40, overtime is the rest. If you add a rate, overtime is estimated at 1.5×. That is the federal FLSA weekly baseline, not a map of every state wage-and-hour rule.

regular        = min(week, 40 hours)
overtime       = max(0, week − 40 hours)
decimal hours  = minutes ÷ 60
gross estimate = regular × rate + overtime × rate × 1.5

Worked example

Five 8-hour weekdays → 40:00 regular, 0:00 overtime. Add Saturday 4 hours → 4:00 overtime. At $20/hour that is $800 regular + $120 overtime = $920 gross estimate, before taxes.

Decimal hours cheat sheet

15 minutes = 0.25 hours. That is what most payroll systems want.

FAQ

Does weekly overtime start after 40 hours?

Yes. This page splits a workweek at 40 hours: the first 40 are regular, anything above that is overtime. That matches the federal FLSA weekly baseline for most non-exempt employees in the US. Daily overtime (for example California after 8 hours in a day) is not applied here. Treat the split as a weekly estimate only.

How is the 1.5× overtime estimate calculated?

If you enter an hourly rate, overtime hours are multiplied by rate × 1.5, then added to regular hours × rate. That is a gross estimate before taxes, shift differentials, or deductions. Leave the rate blank if you only want the hour split.

Is this 50-state overtime law?

No. It is not 50-state legal advice. This calculator uses the federal FLSA weekly baseline only: hours over 40 in a workweek at 1.5×. Daily overtime, seventh-day rules, double time, union contracts, and salaried exemptions are not applied. Your employer or state may differ.

How does this relate to the hourscard.com time card?

The time card at hourscard.com is for punch-in and punch-out, unpaid lunch, overnight shifts, and a printable week. This overtime page takes a week total — or hours by day — and splits regular vs overtime after 40 hours. Use the time card to get the hours; use this page when you already have the hours and want the OT split and optional 1.5× estimate.

Why show both h:mm and decimal hours?

Timesheets often print 8:15. Payroll often wants 8.25. Minutes ÷ 60 is the conversion: 15 minutes = 0.25 hours, 30 minutes = 0.50. The totals bar shows both so you can copy whichever your employer uses.

Can I enter hours by day instead of a week total?

Yes. Switch to By day and type Monday through Sunday. Blank days count as zero. The week is the sum, then the same 40-hour split applies. Formats: 45, 45.5, 45:30, 8:15, 45h, 45h 30m, or 90m.

Is overtime calculated weekly or per paycheck?

Federal FLSA overtime is a workweek split, not a paycheck split. Two 40-hour weeks on one biweekly check is 0 overtime. 45 hours one week and 35 the next is 5 overtime hours in week one and 0 in week two — not 0 because the check totals 80. This page is one week. For a 14-day sheet with two independent 40-hour weeks, use biweekly timesheet. For weekly GROSS with the 1.5× baked in, use paycheck estimate.

Is this official payroll?

No. It is an estimate of hours and, if you enter a rate, gross pay. It does not withhold tax, apply differentials, or write a paycheck. Do not use it as a system of record. Check the numbers against your employer's timekeeping and your pay stub.

Does a salary mean I never get overtime?

No — being paid a salary does not automatically make you exempt from overtime. FLSA exemption depends on duties and salary-basis tests, not the word salary on a stub. This page is the federal weekly 40-hour / 1.5× estimate for non-exempt work; it does not decide exemption and is not legal advice. If you already know you are non-exempt and want the OT split, use this calculator. To annualize hourly pay (or reverse a salary into an hourly rate at 2080 hours), use hourly to salary. Confirm exemption with your employer or counsel before you treat unpaid overtime as settled.

Do PTO, holidays, or sick leave count toward the 40-hour overtime threshold?

No under the federal FLSA weekly baseline this page uses. Overtime after 40 is hours actually worked. Paid time off, holiday pay, and sick leave that you did not work do not count toward the 40. Fixture: 32 hours worked + 8 hours PTO = 40 paid hours on the stub, but only 32 hours toward the OT threshold — the next worked hour is still regular until hours worked hit 40. Unpaid lunch does not count either (it is not worked time); subtract it on the time card before you bring the week total here. Some contracts or states treat holiday pay differently — this page does not. Not legal advice. For weekly GROSS with the 1.5× baked in, use paycheck estimate.

Does this calculator use the FLSA "regular rate of pay" (with bonuses)?

No. This page multiplies the hourly rate you type by 1.5 on hours over 40. It does not recompute the FLSA regular rate of pay. Under the FLSA, nondiscretionary bonuses, commissions, and some other payments can raise the regular rate used for overtime above your posted hourly wage. Fixture: at $20/hour and 45 hours worked, this page estimates 40×$20 + 5×$30 = $950 gross. A $100 nondiscretionary bonus in that same week would raise the FLSA regular rate — this calculator does not fold that in. Leave the rate blank if you only need the hour split. Not legal advice. For weekly GROSS with the 1.5× baked in from a rate you already know, use paycheck estimate. To annualize or reverse a salary at 2080 hours, use hourly to salary.

Is Sunday or holiday work automatically double time on this page?

No. Federal FLSA has no automatic Sunday or holiday double-time rule. This page only splits hours over 40 in one workweek at 1.5×. Sunday or holiday hours that you actually work count toward the 40 like any other day, but they are not marked double time here. Fixture: Sunday 8 + Mon–Thu 8×4 = 40 hours → 40 regular / 0 OT. Add Friday 8 → 48 hours → 40 regular + 8 OT at 1.5× (not 2× on Sunday). Some employers, unions, or states pay Sunday/holiday premiums separately — not modeled. Estimate only, not 50-state law. For weekly GROSS with the 1.5× baked in, use paycheck estimate. Punches and unpaid lunch live on hourscard.com.

If I already hit 40 hours by Thursday, are Friday's hours all overtime at 1.5× on this page?

Yes under the federal FLSA weekly baseline this page uses: once you have 40 hours actually worked in that workweek, further hours in the same week are overtime at the 1.5× estimate on the rate you type. Fixture: Mon–Thu four 10-hour days = 40 regular; Friday 8 hours → 8 OT at 1.5× (not all 48 at 1.5× — the first 40 stay regular). Contrast: if Mon–Thu were only 32 worked + 8 PTO, Friday would still be regular until worked hours pass 40 (PTO does not fill the 40). This page does not apply California daily OT (8/day) — a 10-hour Thursday alone is not automatic OT here. Estimate only; not payroll or legal advice. Employer, union, or state rules may differ. Punches and unpaid lunch live on hourscard.com. Weekly GROSS with the 1.5× baked in lives on paycheck estimate.

If I work 50 hours but 10 were unpaid training, how much OT does this page show?

This page splits whatever week total you enter after 40 — it does not strip unpaid training for you. Fixture: enter 50 (40 paid job hours + 10 training you attended) → 40 regular + 10 OT at 1.5× on the rate you type. Trap: entering only the 40 paid hours → 0 OT even though you were on the clock for 50. Required unpaid training you attended is often hours actually worked under FLSA — unlike PTO or holiday pay you did not work, which do not fill the 40. This page uses the number you type; it does not decide wage-and-hour status. Estimate only; not legal advice. Convert mixed punch times on decimal hours, log punches on hourscard.com, and bake 1.5× into weekly GROSS on paycheck estimate.

If my employer's workweek starts on Thursday (not Monday), does overtime still start after 40 hours on this page?

Yes for the split math: this page takes whatever week total (or by-day sum) you enter and splits the first 40 regular / the rest OT at 1.5× on the rate you type. It does not assume Monday–Sunday. Under FLSA the workweek is any fixed recurring period of 7 consecutive 24-hour days — employers may set Thu–Wed, Sat–Fri, and so on. Fixture: employer week Thu–Wed; Thu–Sat 8+8+8=24, Sun–Wed 8×4=32 → week 56 → 40 regular + 16 OT at 1.5× (not a forced calendar Mon–Sun). Trap: dumping a calendar Mon–Sun into this page when payroll's workweek is Thu–Wed → wrong week bucket and wrong OT. Estimate only; not legal advice — confirm your employer's defined workweek. Punches and lunch live on hourscard.com. Two independent 40h weeks live on biweekly timesheet. Weekly GROSS with 1.5× baked in lives on paycheck estimate. Mixed clock times convert on decimal hours.

If I work 20 hours for Employer A and 25 hours for Employer B in the same week, is that 5 hours of overtime on this page?

No — not automatically. This page splits one week total (or by-day sum) you enter. It does not merge two employers for you. Fixture: enter Employer A alone as 20 → 20 regular / 0 OT. Enter Employer B alone as 25 → 25 regular / 0 OT. Trap: typing 45 as if one job → the page shows 40 regular + 5 OT at 1.5× on the rate you type — that OT estimate is only meaningful for a single employment relationship's week total, not an automatic combine of unrelated employers. Under typical FLSA separate-employer rules, hours for unrelated employers do not add together for overtime; each job has its own workweek. Joint employment (shared control) is a different legal question this page does not decide. Estimate only; not legal advice. Confirm with your employer or counsel. Punches live on hourscard.com. Weekly GROSS with 1.5× baked in lives on paycheck estimate. Two independent 40h weeks live on biweekly timesheet. Mixed clock times convert on decimal hours.