Overtime Calculator
Federal law is simple: 1.5× after 40 hours in a week — no daily overtime, no weekend premium. Eight states break from that standard (California most of all), and salaried workers under $684/week are overtime-eligible no matter what their title says. This overtime pay calculator does both the weekly math and the daily / by-state math (time and a half, double time, and California's 7th-day rule), then shows the premium that may qualify for the new No Tax on Overtime deduction.
Overtime = hourly rate × 1.5 beyond 40 hrs/week federally. $20/hr → $30/hr OT. California adds daily OT (>8 hrs) and double time (>12 hrs); the FLSA exempt salary floor is $684/week ($35,568/yr). Only the premium (the extra half) counts toward the 2025 No Tax on Overtime deduction.
- $18/hr overtime rate$27.00
- $25/hr overtime rate$37.50
- CA double-time on $20/hr$40.00 (after 12 hrs/day)
- FLSA exempt salary floor$684/wk
2019-rule levels; the 2024 increase was vacated Nov 2024 (Texas v. DOL) and DOL still lists $684/wk as of July 2026. Source: DOL salary levels.
Your overtime premium (the extra half of time-and-a-half) this period is —. That premium — not your full overtime pay — is the part that may be deductible under the federal No Tax on Overtime rules for 2025–2028.
California: 1.5× over 8 hrs/day, 2× over 12, plus the 7th-consecutive-day rule.
Enter hours worked each day of one workweek. The engine applies daily overtime, double time and the weekly-40 rule for the state you pick, and never double-counts an hour. Premium (deduction-eligible) this week: —.
How much is time and a half? Overtime wage table
Time and a half is 1.5× your regular hourly rate; double time is 2×. Here are the most-searched wages, from $10 to $60 an hour. (For a $20 rate, time and a half is $30; double time is $40.)
| Regular rate | Time and a half (1.5×) | Double time (2×) |
|---|---|---|
| $10.00 | $15.00 | $20.00 |
| $12.00 | $18.00 | $24.00 |
| $13.00 | $19.50 | $26.00 |
| $14.00 | $21.00 | $28.00 |
| $15.00 | $22.50 | $30.00 |
| $16.00 | $24.00 | $32.00 |
| $17.00 | $25.50 | $34.00 |
| $18.00 | $27.00 | $36.00 |
| $20.00 | $30.00 | $40.00 |
| $22.00 | $33.00 | $44.00 |
| $25.00 | $37.50 | $50.00 |
| $28.00 | $42.00 | $56.00 |
| $30.00 | $45.00 | $60.00 |
| $35.00 | $52.50 | $70.00 |
| $40.00 | $60.00 | $80.00 |
| $45.00 | $67.50 | $90.00 |
| $50.00 | $75.00 | $100.00 |
| $60.00 | $90.00 | $120.00 |
Multiply any rate not shown by 1.5 (or 2). Time and a half for $21.50/hr, for example, is $32.25.
How to calculate overtime pay
Federal overtime under the FLSA is time and a half for every hour worked beyond 40 in one fixed workweek. Five steps:
- Find your regular rate. Usually your hourly wage. If you earn shift differentials or nondiscretionary bonuses, divide total straight-time weekly earnings by hours worked to get the true regular rate the OT premium is based on.
- Count hours over 40 this workweek. Only hours past 40 in a single, fixed 7-day workweek count. Each week stands alone — you can't average a 50-hour week with a 30-hour week.
- Multiply overtime hours by 1.5× the rate. At $20/hr, that's $30 per overtime hour. Ten OT hours = $300 in overtime pay.
- Add daily or double-time premiums (some states). California and a few others pay 1.5× over 8 hours in a day and 2× over 12 — use the calculation that pays more, and don't count the same hour twice. Switch the calculator above to Daily / by state for this.
- Add regular pay and overtime pay. Total = (regular hours × rate) + overtime pay + any double-time pay. That's your gross for the week.
Worked example: 45 hours at $22/hr, federal rules. Regular: 40 × $22 = $880. Overtime: 5 × $33 = $165. Gross for the week = $1,045, and the deduction-eligible premium is 5 × $11 = $55.
State overtime rules that differ from federal
| State | Rule | Authority |
|---|---|---|
| California | 1.5× over 8 hrs/day and over 40/wk; 2× over 12 hrs/day; 7th consecutive day: 1.5× first 8 hrs, 2× beyond | CA DIR, Labor Code §510 |
| Alaska | 1.5× over 8 hrs/day or 40/wk (employers of 4+; approved flex plans exempt) | AK Stat. 23.10.060 |
| Nevada | 1.5× over 8 hrs in 24 for workers paid under 1.5× the $12 minimum (i.e., under $18/hr); otherwise weekly-40 | NRS 608.018 |
| Colorado | 1.5× over 40/wk, over 12 hrs/day, or over 12 consecutive hours — whichever pays more | COMPS Order #40 (2026) |
| Oregon (manufacturing) | Daily caps in mills/factories: OT after 10 hrs/day (8 in sawmills); pay the greater of daily or weekly OT | ORS 652.020 |
| Kentucky | 7th consecutive day of the workweek paid at 1.5× | KRS 337.050 |
| Minnesota | State law: 1.5× after 48 hrs/wk (applies where federal FLSA doesn't) | MN DLI |
| Kansas | State law: 1.5× after 46 hrs/wk (non-FLSA employers only) | KS DOL |
Everywhere else: the federal weekly-40 standard. Rules verified against state statutes and labor departments, July 2026. Exemptions (executive/administrative/professional duties + the $684/wk salary test) are their own maze — job duties, not job titles, decide.
No Tax on Overtime: what the 2025–2028 deduction actually covers
The 2025 federal tax law (the One Big Beautiful Bill Act) created a temporary “No Tax on Overtime” deduction for tax years 2025 through 2028. It's widely misunderstood, so here's what it does and doesn't do:
Only the premium is deductible — the extra half of time-and-a-half, not your whole overtime check. If your regular rate is $20 and overtime pays $30, only the $10 premium per hour counts. A quick shortcut: divide lump-sum time-and-a-half overtime by three, or multiply overtime hours by half your regular rate.
The deduction is capped at $12,500 (single) or $25,000 (married filing jointly), and phases out by $100 for every $1,000 of income above $150,000 / $300,000 MAGI. It's available whether or not you itemize, you need a valid SSN, and married filers must file jointly. Crucially, it only reduces federal income tax — Social Security and Medicare (and usually state income tax) still apply to the full amount, so “no tax” is a bit of a misnomer.
→Estimate your actual tax savings with the dedicated No Tax on Overtime Calculator — enter your overtime and filing status to see your qualified premium and federal tax cut.Source: IRS — No Tax on Overtime deduction. This is general information, not tax advice; confirm your figures on Schedule 1-A.
The two overtime mistakes that cost real money
Averaging across weeks is illegal under the FLSA for non-exempt workers: a 50-hour week followed by a 30-hour week is 10 OT hours, not zero — each workweek stands alone. And “salaried” doesn’t mean exempt: below $684/week ($35,568/year), you’re owed overtime regardless of duties; above it, the duties test still has to be met. Misclassification claims run two to three years of back wages.
Frequently asked questions
How is overtime calculated?
Hours beyond 40 in a single workweek × 1.5 × your regular rate, federally. States can add more: California pays daily OT over 8 hours and double time over 12.
What is time and a half for $20 an hour?
$30/hour. Time and a half for $25 is $37.50 and for $30 is $45 — see the full wage table above for $10–$60/hr.
Is overtime taxed at a higher rate?
No. Overtime is taxed at the same rates as regular wages. A big paycheck can push more of that check into higher withholding, but your actual tax rate doesn't change — any over-withholding comes back at filing. New for 2025–2028, the federal No Tax on Overtime deduction lets many workers deduct the overtime premium (the extra half of time-and-a-half).
How do I calculate overtime for the No Tax on Overtime deduction?
Only the premium counts — the extra half of time-and-a-half, not your full overtime pay. Multiply overtime hours by half your regular rate, or divide lump-sum time-and-a-half overtime by three. The deduction is capped at $12,500 (single) / $25,000 (joint) and phases out above $150,000 / $300,000 of income. Our No Tax on Overtime Calculator does this for you.
Do salaried employees get overtime?
Often, yes. Below $684/week ($35,568/year) salaried workers are overtime-eligible automatically; above it, only if the duties test for exemption isn't met. The 2024 rule raising this threshold was vacated in court — $684 still controls in 2026.
Is weekend or holiday work automatically overtime?
Not federally — only hours over 40/week count. Weekend/holiday premiums are employer policy or union contract, with narrow state exceptions (Rhode Island Sunday rules, Kentucky 7th-day).
Which states have daily overtime?
California (over 8/day, double over 12), Alaska (over 8), Colorado (over 12), and Nevada (over 8, for workers earning under 1.5× the state minimum). Oregon adds daily caps in manufacturing.
How is overtime calculated on a biweekly paycheck?
Overtime is always figured per workweek, never per pay period. On a biweekly check, each of the two workweeks is evaluated separately: 45 hours one week and 35 the next is 5 overtime hours, not zero. Use the calculator's frequency selector to see the biweekly total.
Sources & methodology
Sources: DOL overtime & salary levels · CA DIR overtime FAQ · Colorado COMPS Order #40 · IRS No Tax on Overtime.
State rules verified against statutes/labor departments July 2026; exemptions and industry carve-outs apply — confirm your situation with the state agency. Tax figures reflect IRS guidance for 2025 returns and are not tax advice.