Overtime Pay Calculator
Protect your hard-earned income. Calculate exactly what you are owed for 1.5x and 2x hours under 2026 FLSA standards — and verify your employer is complying.
Most US non-exempt employees must be paid 1.5x their regular rate for any hours worked over 40 in a single workweek.
Wage Accelerator
Calculate your premium pay for extra hours and double-time sessions.
The 1.5x Multiplier
Under the Fair Labor Standards Act (FLSA), non-exempt employees must be paid "time and a half" for all hours worked over 40 in a single workweek. This is not discretionary — it is a federal legal mandate in effect since 1938.
Common US Labor Terms
Non-Exempt Employees
Workers legally entitled to overtime pay. Generally includes hourly employees and salaried employees earning below $684/week (the 2026 federal FLSA salary threshold).
Exempt Employees
Executive, administrative, or professional employees earning above the salary threshold who are not entitled to overtime — though state laws may provide additional protections.
Double Time (2x)
Not federally mandated but required in California for hours over 12 in a single workday and hours over 8 on the 7th consecutive day of a workweek. Also common in union contracts.
1. What it does
The Kodivio FLSA Overtime Engine takes your regular hourly rate and weekly hours worked, then calculates your gross overtime earnings using the applicable multiplier (1.5x or 2x). It supports both federal FLSA weekly overtime (over 40 hours) and California-style daily overtime modeling, showing your regular pay, overtime pay, and total gross weekly earnings with a clear hour-by-hour breakdown.
2. Why it matters
Wage theft via unpaid overtime is the most prevalent form of workplace compensation violation in the US, costing workers an estimated $50 billion annually. Employers illegally suppress overtime through employee misclassification (calling employees "exempt" or "independent contractors"), manipulating time records, or simply not understanding FLSA requirements. Knowing your correct overtime amount is the first step in ensuring you're legally compensated.
3. Real Use Cases
- ●Paycheck Verification: Cross-reference this calculator against your actual paycheck stub to confirm your employer paid the correct FLSA overtime rate for every overtime hour worked in the pay period.
- ●Shift Scheduling: Understand exactly when overtime costs kick in to help managers plan labor budgets or help employees determine if working additional hours exceeds break-even thresholds after tax.
- ●Annual Earnings Modeling: Project how consistent overtime (e.g., 10 hours/week) compounds over 52 weeks to understand the true annual value of your overtime hours compared to base pay.
Expert Breakdown: California Overtime Specifics
While most states follow the federal 40-hour workweek standard, California labor law is significantly more employee-protective. These rules apply to all non-exempt California workers regardless of industry:
Daily Overtime (1.5x)
Over 8 hours in a single workday — even if weekly total < 40 hours
Daily Double Time (2x)
Over 12 hours in a single workday
7th Day Rule (1.5x)
First 8 hours of the 7th consecutive workday in a workweek
7th Day Rule (2x)
Any hours over 8 on the 7th consecutive workday
If you are a salaried employee, you may still be entitled to overtime if you are classified as "Non-Exempt." Always review your employment contract classification against the FLSA salary and duties tests. Use our Net Pay Tool to calculate your final earnings after overtime premiums and tax withholding are applied.
4. Calculation Example
5. Edge Cases & Limitations
- Regular Rate Includes Bonuses: Non-discretionary bonuses (e.g., production bonuses, shift premiums) must be included in the regular rate before overtime is calculated. Employers who exclude them from the OT base are underpaying overtime — a common FLSA violation.
- Fluctuating Workweek Method: Some employers pay salaried non-exempt employees using the "half-time" method, where weekly salary covers all hours and only 0.5x additional is paid for OT hours. This controversial method reduces overtime cost to employers and is not permitted in all states.
- Independent Contractor Misclassification: True independent contractors are not covered by FLSA overtime rules. However, many workers labeled "contractors" legally qualify as employees. Misclassification is the #1 wage theft mechanism — consult the FLSA economic realities test if your status is disputed.
Wage Theft Awareness & Protection
Unpaid overtime remains the most common form of wage theft in the United States — costing workers an estimated $50 billion per year, more than all workplace property crime combined. Know your rights: if you believe you are owed unpaid overtime, the FLSA allows you to file a claim with the Department of Labor Wage and Hour Division or pursue a private lawsuit to recover back wages plus an equal amount in liquidated damages.
Overtime Law FAQ
Non-exempt employees are entitled to overtime: generally hourly workers and salaried employees earning below $684/week ($35,568/year) as of 2026. Exempt employees (executive, administrative, professional — the "white-collar exemptions") are not entitled to overtime if they both meet salary threshold AND perform the specified job duties tests. Title alone does not determine exempt status — duties do.
California law triggers 1.5x overtime after 8 hours in a single day — not just after 40 hours in a week. It also mandates 2x pay after 12 daily hours and 1.5x/2x rates for the 7th consecutive workday. A California employee working 9-hour days Monday through Friday hits daily overtime every day despite never exceeding 45 total weekly hours — all 5 extra daily hours must be paid at 1.5x.
Your regular rate is not simply your hourly wage. Under FLSA, it includes non-discretionary bonuses, shift differentials, and commissions in the total remuneration, divided by total hours worked. If your employer pays you overtime based solely on your base hourly rate while excluding a $200 weekly production bonus, they may be calculating your overtime base illegally — reducing your OT premium.
Under FLSA, "hours worked" includes all time an employer "suffers or permits" an employee to work — including pre-shift setup, post-shift cleanup, mandatory training, and travel between job sites. Time working through lunch is compensable. Time required to be on-call and restricted may be compensable. Employers who require off-the-clock work are committing wage theft regardless of whether they track those hours.
Misclassification means mislabeling non-exempt employees as "exempt," "managers," or "independent contractors" to avoid paying overtime. According to the Economic Policy Institute, misclassification is the most common and costly form of wage theft. Red flags: you earn a salary but perform mostly manual or routine work, your employer controls your schedule and tools, or your "contractor" role closely mirrors employees doing the same work.
Completely. Your hourly rate, hours worked, and all pay calculations are processed exclusively in your browser's local RAM via Kodivio's Zero-Server architecture. No data transmission occurs when you click "Calculate." Your employment income data never leaves your device — there are no server logs and no data brokers.