Free Overtime Pay Calculator

Know exactly what your overtime is worth. Plug in your hours and rate, and see your total weekly earnings with overtime broken out clearly.

Features

  • Calculates overtime at standard 1.5x rate
  • Supports double-time (2x) for applicable states and contracts
  • Weekly, biweekly, and monthly overtime breakdowns
  • Shows regular vs. overtime pay split
  • Handles varying hours per day (California-style daily OT rules)
  • Projects annual earnings with consistent overtime
  • Includes federal and state-specific overtime rules

How It Works

  1. 1Enter your regular hourly rate
  2. 2Input your total hours worked this week (or per day for daily OT states)
  3. 3Select your state for jurisdiction-specific rules
  4. 4Optionally enter your typical weekly schedule for annual projections
  5. 5Review the breakdown -- regular hours, OT hours, and total pay
  6. 6See projected annual income if this schedule continues

Frequently Asked Questions

Under federal law (FLSA), overtime starts after 40 hours in a workweek for non-exempt employees, paid at 1.5x your regular rate. Some states have stricter rules -- California requires overtime after 8 hours in a single day, and double time after 12 hours. Our calculator handles both federal and state rules.
If you're an hourly (non-exempt) employee, almost certainly yes. Salaried employees are exempt from overtime if they earn above a certain threshold ($58,656/year as of 2026) AND perform executive, administrative, or professional duties. If your employer classifies you as exempt but your duties don't match, that's a potential FLSA violation worth looking into.
Overtime pay is taxed as regular income -- there's no special overtime tax rate, despite a common misconception. However, consistent overtime can push you into a higher tax bracket for that portion of your income. It might feel like you're being taxed more, but overtime always increases your take-home pay.
Private-sector employers generally cannot offer comp time in lieu of overtime pay under federal law -- it must be paid at 1.5x. Government employers have more flexibility to offer comp time. If your private employer is offering comp time instead of OT pay, that may not be legal. Check with your state labor board.
Tipped employees earn overtime based on the full minimum wage, not the lower tipped wage. So if your state's minimum wage is $15/hour but you earn $5/hour plus tips, your overtime rate is based on $15/hour (1.5x = $22.50), not $5/hour. This is a commonly misunderstood rule that costs tipped workers real money.

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InterviewTips.AI Team

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