Overtime & Double Time Pay Calculator
Compute your exact overtime paycheck under standard federal FLSA and California daily overtime laws. Calculate 1.5x time-and-a-half, 2.0x double time, and take-home pay after taxes.
Wage & Hours Setup
Pay Rate Tier Breakdown
Straight Pay vs OT Bonus| Tier | Hours | Multiplier | Hourly Rate | Total Pay |
|---|---|---|---|---|
| Regular Straight Time | 40.0 | 1.0x | $28.50 | $1,140.00 |
| Time and a Half | 12.0 | 1.5x | $42.75 | $513.00 |
| Double Time | 4.0 | 2.0x | $57.00 | $228.00 |
| Total Gross Earnings | 56.0 | — | $33.59 | $1,881.00 |
Annualized Earnings Potential
Complete Guide to US Overtime Labor Laws (FLSA & State Rules)
1. The Federal Fair Labor Standards Act (FLSA)
Under the federal FLSA, all covered non-exempt employees must receive overtime pay for hours worked over 40 hours in a standard workweek.
The federal overtime rate must be at least one and one-half times (1.5x) the employee's regular rate of pay. An employer cannot average hours over two weeks (e.g. working 50 hours in Week 1 and 30 hours in Week 2 requires 10 hours of overtime pay in Week 1).
2. California Daily Overtime & Double Time
California maintains the most worker-protective overtime legislation in the country:
- Daily Time and a Half (1.5x): Paid on all hours worked over 8 hours up to 12 hours in any single workday, and for the first 8 hours on the 7th consecutive workday.
- Daily Double Time (2.0x): Paid on all hours worked beyond 12 hours in any single workday, and for all hours worked beyond 8 hours on the 7th consecutive workday.
3. The Overtime Tax Myth Explained
A persistent myth among workers is that working overtime will "push you into a higher tax bracket and lose you money".
The US tax code uses progressive marginal tax brackets. Earning higher wages only taxes the incremental dollars above the bracket threshold at the higher percentage. Every additional hour of overtime worked always increases your take-home pay.
4. Exempt vs. Non-Exempt Status
Not all workers are entitled to overtime. Under Department of Labor (DOL) rules, an employee is exempt from overtime only if they meet both:
- Salary Basis Test: Earn a guaranteed minimum salary (exceeding federal/state thresholds).
- Duties Test: Perform executive, administrative, professional, or outside sales responsibilities.
Frequently Asked Questions
Can an employer give "comp time" instead of paying overtime?
For private sector employers, the answer is strictly No. Under the FLSA, private employers cannot offer compensatory time off in lieu of overtime pay for non-exempt hourly employees. Comp time is only permissible for public sector government workers.
How are bonuses and commissions factored into overtime rates?
Nondiscretionary bonuses (such as production bonuses, attendance bonuses, or commissions) must be added to your straight-time pay before calculating your "regular rate of pay". This increases your regular hourly rate and entitles you to an additional overtime true-up payment!
Does holiday pay or sick leave count toward the 40-hour overtime threshold?
No. The FLSA only counts hours actually worked. Paid time off (PTO), holiday pay, and sick leave do not count toward the 40-hour work requirement unless specified in your employment contract or collective bargaining agreement.