Worked 45 hours this week and wondering what those extra 5 hours are worth? Under federal law, most hourly employees must be paid 1.5 times their regular rate for hours over 40 in a workweek. Here’s exactly how to calculate it – with real examples.
The Federal Overtime Rule (FLSA)
The Fair Labor Standards Act (FLSA) sets the national baseline:
- Overtime threshold: more than 40 hours in a single workweek
- Overtime rate: at least 1.5× your regular hourly rate (“time and a half”)
- Workweek: any fixed 7-day period (doesn’t have to be Monday-Sunday)
Important: it’s based on hours per week, not per day. Working 10 hours on Monday doesn’t trigger overtime by itself under federal law – but some states (like California) have daily overtime rules too.
The Overtime Formula
Overtime Pay = Overtime Hours × (Hourly Rate × 1.5)
And your total weekly pay:
Total Pay = (40 × Hourly Rate) + (Overtime Hours × Hourly Rate × 1.5)
Worked Example: $20/Hour with 5 Overtime Hours
Let’s say you earn $20/hour and worked 45 hours this week:
- Regular pay: 40 hours × $20 = $800
- Overtime rate: $20 × 1.5 = $30/hour
- Overtime pay: 5 hours × $30 = $150
- Total: $800 + $150 = $950
Without overtime rules, those 45 hours would have paid just $900 – so the overtime premium earned you an extra $50.
Worked Example: $25/Hour with 10 Overtime Hours
- Regular pay: 40 × $25 = $1,000
- Overtime rate: $25 × 1.5 = $37.50/hour
- Overtime pay: 10 × $37.50 = $375
- Total: $1,000 + $375 = $1,375
What About Double Time?
Federal law doesn’t require double time, but some states and employers do:
- California: 2× rate for hours over 12 in a single day, or over 8 hours on the 7th consecutive workday
- Union contracts: many specify double time for Sundays, holidays, or excessive overtime
- Company policy: some employers voluntarily offer it
Example: at $20/hour in California, a 14-hour day pays 8 hours at $20 ($160) + 4 hours at $30 ($120) + 2 hours at $40 ($80) = $360 for the day.
Who Is Exempt from Overtime?
Not everyone qualifies. Salaried exempt employees (executive, administrative, professional, and certain computer/IT roles) can be exempt if they:
- Earn at least $844/week ($43,888/year) under the current federal threshold
- Perform qualifying job duties (manage others, exercise independent judgment, etc.)
If you’re salaried but non-exempt, you’re still entitled to overtime – it’s about duties and pay level, not just the word “salary” on your contract.
Common Overtime Mistakes
- Averaging across two weeks: Your employer can’t average 50 hours one week and 30 the next to avoid overtime. Each workweek stands alone.
- “Comp time” instead of pay: Private-sector employers generally cannot offer comp time instead of overtime pay – that’s mostly a public-sector option.
- Misclassifying employees: Calling someone an “independent contractor” or “manager” doesn’t automatically make them exempt. Duties and pay determine status.
- Not counting all hours: Time spent on required training, travel between job sites, or working through lunch counts toward the 40-hour threshold.
Want to see how overtime affects your annual income? Plug your numbers into our salary calculator – it includes overtime in its projections.
Frequently Asked Questions
How do you calculate time and a half?
Multiply your hourly rate by 1.5. At $22/hour, time and a half is $33/hour. Then multiply by your overtime hours.
Is overtime calculated daily or weekly?
Federally, weekly – only hours over 40 in a workweek count. But California, Alaska, Nevada, and a few other states require daily overtime after 8 hours.
Do salaried employees get overtime?
It depends. Salaried non-exempt employees do. Salaried exempt employees (meeting the salary threshold and duties test) don’t. About the salary threshold: it’s currently $844/week federally, but check your state – some set higher bars.
Can my employer refuse to pay overtime if I didn't get approval?
No. If you worked the hours, they must pay – though they can discipline you for working unauthorized overtime going forward. For estimating your true annual earnings including overtime, try our salary calculator.
What's the overtime rate for $30 an hour?
$30 × 1.5 = $45/hour for overtime hours.
How to Track Your Overtime Hours
The best overtime claim is one you can prove. Keep your own log – don’t rely solely on your employer’s system:
- Note start/end times daily, including unpaid meal breaks you worked through
- Save schedules and shift-change messages (screenshots of texts count)
- Keep pay stubs showing regular vs overtime hours paid
- Record off-the-clock work – answering emails at night or early setup time still counts
If your paycheck’s overtime line doesn’t match your log, raise it with payroll first (most discrepancies are errors, not malice). If it isn’t fixed, your state’s department of labor takes wage complaints – and the FLSA allows recovery of back pay plus an equal amount in liquidated damages.
