US Overtime Calculator 2026
Calculate overtime pay with state-specific rules — California daily OT & double time, Colorado 12-hour rule, weighted average OT, and salary exempt checks. Covers all 50 states.
Calculate your overtime pay
Select your state, enter your hourly rate and hours per day. Rules apply automatically.
Regular time
All regular hours
Overtime (1.5×)
FLSA & daily OT states
Double time (2×)
CA 12h+ / 7th day
Source: FLSA § 207; CA Labor Code §510
1.5× after 8h/day · 2× after 12h/day · 2× on 7th consecutive day
1.5× after 12h/day · 1.5× after 40h/week
1.5× after 8h/day · 1.5× after 40h/week
1.5× after 8h/day (only if earning < $18.00/hr) · 1.5× after 40h/week
1.5× after 40h/week — no daily overtime
If your salary is below your state's threshold, you may be owed overtime.
Meal break: 30 min required for shifts > 5h. Missed = 1h regular pay penalty.
Rest break: 10 min per 4h worked. Missed = 1h regular pay penalty.
Source: CA Labor Code §226.7
Overtime pay formulas
OT Pay = Rate × 1.5 × OT Hours
Double Time = Rate × 2.0 × DT Hours
e.g. $20/hr × 1.5 × 5 OT hrs = $150
e.g. $20/hr × 2.0 × 2 DT hrs = $80
Federal FLSA: 1.5× after 40 hours/week. California: also 1.5× after 8h/day and 2× after 12h/day. Use the 7-day grid to enter actual daily hours.
RRP = Total Earnings ÷ Total Hours
OT Premium = 0.5 × RRP × OT Hours
e.g. 20h@$18 + 25h@$22 = $910 ÷ 45h = $20.22 RRP
0.5 × $20.22 × 5 OT = $50.56 extra
When you work at two different rates in the same week, the FLSA requires a blended Regular Rate of Pay. The OT premium is 0.5× RRP (straight time already paid).
| State | Daily OT trigger | Double time trigger | Weekly OT |
|---|---|---|---|
| California | After 8h/day (1.5×) | After 12h/day or 7th day (2×) | After 40h |
| Colorado | After 12h/day (1.5×) | None | After 40h |
| Alaska | After 8h/day (1.5×) | None | After 40h |
| Nevada | After 8h/day (1.5×, if under $18.00/hr) | None | After 40h |
| All others | No daily OT | None | After 40h (FLSA) |
Who is entitled to overtime?
Non-exempt employees
- Hourly workers in any industry
- Salaried employees earning below the state/federal threshold
- Workers in healthcare, retail, hospitality, construction
- Part-time employees who work extra hours
- Tipped employees (OT based on full rate incl. tips, not just base)
Exempt employees (no OT)
- Salaried above the state/federal threshold AND in an exempt role
- Executive, administrative, or professional duties test
- Outside sales employees
- Some computer professionals (federal FLSA: ≥ $27.63/hr; California: ≥ $58.85/hr in 2026)
- Independent contractors (not FLSA-covered)
Being paid a salary does not automatically make you exempt from overtime. Under the FLSA white-collar exemption, you must BOTH earn above the threshold AND meet a duties test. The federal floor is $35,568/yr ($684/wk) in 2026 — the 2024 rule raising it to $49,240 was vacated by court order in November 2024. States with higher thresholds supersede federal law.
Washington
~$80,168/yr
California
$70,304/yr
New York
$62,353–$66,300/yr
Colorado
$57,784/yr
Federal (floor)
$35,568/yr
Breaking (May 14, 2026): DOL officially rescinds the 2024 overtime rule — EAP threshold stays at $684/week and HCE at $107,432/year
Source: DOL WHD press release, May 14, 2026; 29 CFR Part 541 technical amendment; Ogletree Deakins / Dinsmore analysis
On May 14, 2026, the DOL's Wage and Hour Division published a formal technical amendment to 29 CFR Part 541, removing the 2024 rule's language from the Code of Federal Regulations and republishing the 2019 regulatory text. This formally closes the chapter on the 2024 Biden-era overtime expansion. Here's the full regulatory timeline:
| Date | Event | EAP threshold | HCE threshold |
|---|---|---|---|
| Jan 2020 | 2019 DOL rule takes effect (Trump admin) | $684/wk ($35,568/yr) | $107,432/yr |
| Jul 1, 2024 | Biden 2024 rule — Phase 1 increase | $844/wk ($43,888/yr) | $132,964/yr |
| Jan 1, 2025 | Biden 2024 rule — Phase 2 (would have) | $1,128/wk ($58,656/yr) | $151,164/yr |
| Nov 15, 2024 | E.D. Texas vacates 2024 rule (both phases) | Back to $684/wk | Back to $107,432/yr |
| May 14, 2026 | DOL formal rescission — republishes 2019 text | $684/wk ($35,568/yr) ✓ | $107,432/yr ✓ |
What this means for employees
- If you earn below $684/week ($35,568/yr), you are non-exempt and entitled to overtime regardless of your job duties or title.
- Workers earning between $35,569–$58,656/yr who were treated as non-exempt under the 2024 rule (when it briefly applied in mid-2024) may now be reclassified as exempt if they also pass the duties test.
- State thresholds are unaffected. California ($70,304), Washington (~$80,168), Colorado ($57,784), and New York ($62,353+) still require higher salaries for exemption in those states.
Current 2026 federal thresholds (operative)
EAP exemption (executive, admin, professional)
$684/week
$35,568/year
Highly Compensated Employee (HCE)
$107,432/year
Including at least $684/wk on salary basis
Computer professionals (hourly alternative)
$27.63/hour
Federal FLSA alternative to salary test
California computer professional (2026)
$58.85/hour
CA-specific; higher than federal
The FLSA three-part duties test: why your salary alone doesn't determine exempt status — executive, administrative, professional, computer, and outside sales exemptions explained
Source: DOL Fact Sheet #17A (executive), #17C (administrative), #17D (professional), #17E (computer), #17F (outside sales); 29 CFR Part 541
To be exempt from FLSA overtime, an employee must satisfy both the salary test and a duties test. A job title of "Manager" or "Director" does not automatically make someone exempt. Here are the five white-collar exemption duties tests:
Executive exemption
DOL Fact Sheet #17B; 29 CFR §541.100
- Primary duty: management of the enterprise or a recognized department/subdivision
- Customarily and regularly directs the work of 2 or more other employees
- Authority to hire/fire, or whose recommendations on hiring/firing/promotion carry significant weight
Administrative exemption
DOL Fact Sheet #17C; 29 CFR §541.200
- Primary duty: office/non-manual work directly related to management or general business operations
- Primary duty includes the exercise of discretion and independent judgment on matters of significance
- NOT routine clerical work — must be discretionary decision-making, not just following procedures
Professional exemption (learned)
DOL Fact Sheet #17D; 29 CFR §541.300
- Primary duty requires advanced knowledge in a field of science or learning (law, medicine, accounting, engineering, teaching, pharmacy, etc.)
- Advanced knowledge customarily acquired through a prolonged course of specialized intellectual instruction (typically a degree)
- Consistent exercise of discretion and judgment
Computer professional exemption
DOL Fact Sheet #17E; 29 CFR §541.400
- Must earn ≥ $27.63/hour (federal) or ≥ $58.85/hour (California 2026) OR meet the salary test ($684/wk)
- Primary duty: systems analyst, programmer, software engineer, or similar roles with computer application design/development responsibilities
- Applies to highly skilled workers — NOT general IT support, hardware repair, or routine operations
Outside sales exemption (no salary requirement)
The outside sales exemption has no minimum salary requirement under the FLSA — the only duties test is:
- Primary duty is making sales or obtaining orders/contracts for services
- Customarily and regularly engaged away from the employer's place of business
- Inside sales reps who sell by phone or in a store do not qualify — they are non-exempt and entitled to overtime.
Source: DOL Fact Sheet #17F; 29 CFR §541.500
The OBBBA "no tax on overtime" deduction (2025–2028), tipped employee overtime calculation, and how minimum wage hikes automatically raise overtime pay floors
Source: OBBBA P.L. 119-21 (May 2025); IRS guidance on OT deduction; DOL Fact Sheet #14 (tipped employees); FLSA §3(m)
OBBBA: "No tax on overtime" above-the-line deduction
The One Big Beautiful Budget Act (P.L. 119-21, signed May 2025) created a new federal income tax deduction for overtime premium pay:
- What is deductible: the 0.5× premium portion of overtime pay — the extra half-time above regular straight-time wages (not the full overtime paycheck).
- Who qualifies: non-exempt FLSA workers (hourly and salaried-non-exempt) who actually receive overtime pay. Does not apply to exempt employees.
- Period: tax years 2025 through 2028 (sunset provision).
- How claimed: above-the-line deduction on Form 1040 (reduces AGI). Employers still withhold at the 22% supplemental rate — the deduction is claimed at filing.
- State taxes: most states have NOT conformed to this deduction and still fully tax overtime income at regular rates. Check your state's conformity.
OBBBA OT deduction example
$20/hr rate · 10 OT hours worked
OT pay = $20 × 1.5 × 10 = $300
Deductible premium = $20 × 0.5 × 10 = $100
At 22% federal bracket: saves ~$22 in federal tax
Tipped employee overtime: the full regular rate rule
Under the FLSA, a tipped employee's overtime is calculated based on their full regular rate of pay — which includes the cash wages plus the tip credit — not just the $2.13 federal tipped minimum.
Tipped OT formula
Regular rate = (Cash wages + tips) ÷ hours worked
Example: $2.13/hr base + $15/hr in tips = $17.13/hr regular rate
OT pay = $17.13 × 1.5 × OT hours
Employer may still apply tip credit on OT: ($17.13 × 1.5) − tip credit
Many employers incorrectly calculate tipped OT on $2.13 × 1.5 = $3.20 — this is a common FLSA violation. Source: DOL Fact Sheet #15.
Minimum wage hikes automatically raise OT floors
Since overtime is 1.5× the regular rate, any state minimum wage increase directly raises the overtime floor. Example:
Federal minimum wage
$7.25/hr
California ($16.50/hr in 2026)
$16.50/hr
Washington ($16.66/hr in 2026)
$16.66/hr
New York City ($16.50/hr in 2026)
$16.50/hr
The weekly gross pay above comes from the hours you enter, your state's overtime rules, and your hourly rate—not a third-party feed. We classify each hour as regular, overtime (1.5×), or double time (2×) using federal FLSA rules or state daily overtime where applicable, then multiply by your regular rate of pay (or a weighted average when you have multiple rates). Below are the formulas, the order we follow, and worked examples you can check by hand.
Formulas
| Line | Formula |
|---|---|
| Regular rate of pay (single rate) | Your base hourly wage |
| Weighted average rate (multiple rates) | Total earnings at all rates ÷ total hours worked |
| Regular pay | Regular hours × regular rate |
| Overtime pay | Overtime hours × regular rate × 1.5 |
| Double-time pay | Double-time hours × regular rate × 2.0 |
| CA meal break penalty | 1 hour of regular pay when missed meal break is checked |
| Total gross pay | Regular pay + overtime pay + double-time pay + penalties |
| FLSA weekly overtime | Hours over 40 in the workweek paid at 1.5× |
| California daily overtime | 1.5× after 8h/day; 2× after 12h/day; 7th consecutive day rules |
Order of operations
Apply your state's overtime rules
FLSA weekly · CA/CO/AK/NV daily rules · salary exempt check
Most states follow federal FLSA: overtime after 40 hours per workweek. California, Colorado, Alaska, and Nevada add daily overtime rules. We also flag salaried employees who may be below the state or federal exempt salary threshold.
Classify each day's hours
Split into regular, overtime (1.5×), and double time (2×) buckets
Enter hours for each day of the week. For FLSA states, daily hours start as regular until weekly totals exceed 40. For California, hours over 8 in a day earn 1.5× and hours over 12 earn 2×. Colorado uses a 12-hour daily threshold; Alaska and Nevada use 8-hour daily rules (Nevada only below $18/hr).
Apply weekly overtime where required
Hours over 40 in the week → additional 1.5× hours
After daily rules run, FLSA weekly overtime converts regular hours over 40 to overtime, starting from the end of the week. California also ensures weekly overtime is at least as generous as daily overtime.
Determine the regular rate of pay
Single rate · or · weighted average across job duties
With one hourly wage, that rate applies to all pay categories. With multiple rates (e.g. stocking vs forklift), we compute a weighted average: total earnings divided by total hours. Overtime uses this regular rate, not the highest or lowest rate alone.
Calculate gross pay
Regular × rate + OT × rate × 1.5 + DT × rate × 2.0 + penalties
Multiply classified hours by the appropriate multiplier. California meal break penalties add one hour of regular pay when selected. The result is gross pay before taxes and deductions.
Worked example
45h worked in AL at $20.00/hr
40h regular + 5h OT + 0h double time
$800.00 regular + $150.00 OT + $0.00 DT = $950.00 gross
40h × $25.00 = $1,000.00 regular · 10h × $25.00 × 1.5 = $375.00 OT · Total $1,375.00
10h Monday (8 regular + 2 daily OT) · 42h week · $800.00 + $60.00 OT = $860.00
Weighted rate = (20×$18 + 25×$22) ÷ 45 = $20.22/hr · 5 OT hours × $20.22 × 1.5 = $151.67
| Line item | Amount |
|---|---|
| State rule | FLSA Standard |
| Total hours | 45h |
| Regular hours | 40h |
| Overtime hours (1.5×) | 5h |
| Double-time hours (2×) | 0h |
| Regular pay | $800.00 |
| Overtime pay | $150.00 |
| Total gross pay | $950.00 |
| Annualized (× 52) | $49,400.00 |
Rates and thresholds we use (2026)
| Parameter | What we use |
|---|---|
| FLSA weekly overtime threshold | 40 hours |
| Overtime multiplier | 1.5× regular rate |
| Double-time multiplier | 2.0× regular rate |
| Federal salary exempt threshold (2026) | $35,568.00 |
| California salary exempt threshold (2026) | $70,304.00 |
| Colorado salary exempt threshold (2026) | $57,784.00 |
| Nevada daily OT wage cutoff | $18.00/hr |
| California daily OT starts | After 8 hours |
| Colorado daily OT starts | After 12 hours |
What we do not model on this page
We calculate gross weekly pay only—not federal or state income tax, FICA, or take-home pay. We do not model the full white-collar duties test (executive, administrative, professional exemptions), union contracts, alternative workweek elections, local city ordinances, comp time in lieu of cash, or every state-specific nuance. New York uses FLSA weekly rules in this calculator (no NY daily OT). Salaried exempt warnings use salary thresholds only; job duties still matter for legal exemption. For after-tax pay, use our US tax calculator.
Frequently asked questions
- DOL: Fair Labor Standards Act (FLSA)
- DOL Fact Sheet #17A: White-collar overtime exemptions
- DOL Fact Sheet #17G: Salary basis test
- DOL: Current salary level thresholds
- California DIR: Overtime FAQ (Labor Code §510)
- Nevada Labor Commissioner: Daily OT rules (NRS 608.018)
- Colorado CDLE: COMPS Order #40 (2026)
State rules (CA daily OT, CO 12-hour rule, meal/rest break penalties) vary. Always verify with your state labor department. See our Sources page. We are not affiliated with the DOL or any state agency.