Overtime Calculator

Overtime calculator may be a simple tool, but highly useful. For employees and employers as well. Both of the parties need to know how many overtime hours did the employees work each month.

If you’re an employee, you want to know your overtime pay. If you’re a boss, you need to plan the budget and decide how many overtime hours you can actually agree for. Overtime hours can’t be rewarded as compensatory time, so knowing your numbers is crucial.

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You can use the most usual time and a half, of course. This will help you to count overtime payments precisely and fast.

Our overtime calculator is accurate for the usual 40 hours per week and full-time employment paid time, but also for other employees. You can manipulate with every factor, so just count the extra hours you need.

If you have any further questions, take a brief look at our FAQ section. It covers the most important information about overtime laws, including overtime rates.

Our overtime calculator is a simple tool that helps you to count overtime pay. With a help of TimeCamp time tracking software, you can really precisely calculate your overtime hours and get full control. Doesn’t matter if you use it as an employee or an employer; this information will help you control your budget.

Using this overtime calculator is as easy as always when it comes to our calculators. We want it to be fast and simple. That is why you just need to input the most basic information about your usual working hours and regular pay per hour. Overtime pay multiplier depends on the company, but the minimum in the US is 1.5 times. Just add the number of overtime hours worked this month(or the number of hours you’re willing to work) and it’s done. You will see the overtime pay separately, pay time based on the normal rate, and the total pay for this pay period (we chose monthly, but you can easily divide it by 4 to get a week).

Counting the overtime hours should be a habit for you. If you’re an employee, that’s your money to get. You should keep an eye on it. Forgetting about it can cost you really great overtime pay. No one wants to work for free, right? If you’re the boss, an overtime calculator will help you plan the budget. If people in your organization are happy to take some overtime hours, you need to decide how many of them actually want to do this. Not every company needs it, and the overtime pay rate is obviously higher than the normal hourly rate. When you count it all, maybe you’ll find out that it’s completely without sense in your case.

Overtime calculator won’t be really helpful if you don’t have any idea on how many hours to insert. That is why you need to find a way to control the amount of time you work or your employees do. Time tracking software is a great solution. For example, in TimeCamp we've also developed a desktop application which makes tracking effortless. You will have 100% sure about everybody’s hours worked.

If you’re an employee, well, you will like some extra money for sure. As the overtime pay rate is always higher than your regular pay, you can repair your budget by working more than 40 hours per week. Besides getting nice total pay at the end of the month, you can also gain something more. People who work just during regular hours because of their private situation will definitely thank you. There is no overtime pay rate that would force a mother or father to ignore their children. Volunteering to stay longer than at your regular hours will be a huge help for them. We can’t forget about your boss’ appreciation. If your organization agrees to pay you time and a half, it usually means that they really need you to do extra hours. Overtime pay rate won’t be the only thing you’ll receive. You will be noticed and… maybe soon promoted? For an employer, overtime also has its advantages. Maybe there is a need to pay time and a half, but no one can do the job better than a skilled and experienced employee. If the amount of work is properly distributed normally, asking for overtime from time to time won’t be unfair to your employees. Especially if you show them your appreciation. Also, people who really need money will focus on your company, instead of looking for an extra side job. Overtime pay is worth it.

Comp time is more popular than it should be. Why? Because actually in most cases it’s illegal. According to the Fair Labor Standards Act (FLSA) for most employees (besides exempt employees), overtime compensation must be money. The minimum overtime rate is time and a half. Time and a half mean that all the extra hours are counted 1,5 times. Some companies make it even double time or triple time, but that’s their will. Overtime rules require just time and a half. No matter what is overtime rate is in your company, there is no possibility to convert it into comp time. If you’re interested in finding out more about it, here’s our article that covers the compensatory time topic.

The Fair Labor Standards Actis meant to protect employees. It was signed by President Franklin D. Roosevelt in 1938 to establish the minimum wage as well as the 8-hour day, paid overtime and child labor protections, general overtime rules, and record-keeping. Furthermore, it also covers youth employment standards. It affects all employees in the private sector and in Federal, State, also local governments. Every employer needs to know it and obey it. Some details may be a little different in every state. However, the most important factors stay the same. FLSA covers most of the employees, but there are also some exemptions. That is why you may have heard already about nonexempt employees and about exempt employees. Most of the people are non-exempt ones obviously and overtime laws affect them.

According to FLSA, the exempt employees are:

  • executive, administrative, and professional employees (including teachers and academic administrative personnel in elementary and secondary schools), outside sales employees, and certain skilled computer professionals (as defined in the Department of Labor's regulations),
  • employees of certain seasonal amusement or recreational establishments,
  • employees of certain small newspapers and switchboard operators of small telephone companies,
  • seamen employed on foreign vessels,
  • employees engaged in fishing operations,
  • employees engaged in newspaper delivery,
  • farmworkers employed on small farms (i.e., those that used less than 500 "man-days" of farm labor in any calendar quarter of the preceding calendar year),
  • casual babysitters,
  • persons employed solely by the individual receiving services (not an agency, non-profit, or another third-party employer) primarily providing fellowship and protection (companionship services) to seniors and/or individuals with injuries, illnesses, or disabilities.

According to FLSA, the exempt employees are: The Fair Labor Standards Act (FLSA) doesn’t place a limit on how much time an employee can work, so, in most states, the number of hours employees can work in a week is potentially up to the number of hours in a week. In most of the states, also, there is a limit of days working straight. You also need to remember about your organization’s policy. Some organizations don’t require their employees to work overtime, and they even limit the number of overtime hours employees can ask for. Overtime work used to be standard; now many companies decide to care for the work-life balance of their employees.

According to the FLSA employer has a right to require from employees working for overtime hours. Overtime hours are counted when a full-time employee works over 40 hours in a week. ​​ It means that an employee can work over 8 hours per day (even 16h) but if the number of hours during the week isn’t bigger than 40, then there is no overtime compensation. The employer needs to pay at least time and a half for overtime hours worked, but at the same time, in most cases, an employee can’t ignore the request. It all depends on the organization’s policy, but also the state. In California, employees can’t be fired or even disciplined for refusing to work more than 72 hours in a week. In Maine, an employer can’t require workers to put in more than 80 hours of overtime in any consecutive 2-week period. That is why you need to check your state’s law to be sure. Pay attention to your contract as well. If there’s any information about overtime rate different from federal law, remember it. Do you work overtime? Then our calculator is for you. Check how much money will you get this month!

The calculation of total overtime pay primarily depends on several key factors that can vary by jurisdiction but generally include the following:

  1. Employee's Regular Hourly Wage: The foundation for calculating overtime is the employee's regular rate of pay. Overtime pay is often calculated as a multiplier of this rate.

  2. Hours Worked: To calculate overtime pay, it's essential to first determine the total hours an employee has worked during the pay period. Typically, overtime is paid for hours worked over the standard 40-hour workweek in the United States, but this threshold can vary in different states or countries.

  3. Overtime Multiplier: The standard multiplier for overtime pay is 1.5 times (often referred to as "time and a half") the employee's regular hourly wage for hours worked beyond the normal full-time threshold. However, certain circumstances, such as holidays or exceeding a specific number of overtime hours, may warrant a higher multiplier, like double pay.

  4. State and Federal Laws: The Fair Labor Standards Act (FLSA) sets the minimum standards for overtime pay in the U.S., but state laws may impose stricter requirements. The calculation of overtime pay must comply with both federal and applicable state laws, with the law most beneficial to the employee taking precedence.

  5. Type of Employment: Whether an employee is considered "exempt" or "non-exempt" under the FLSA or state laws affects eligibility for overtime pay. Exempt employees, typically those in executive, professional, or certain administrative roles, are not eligible for overtime pay under the FLSA, regardless of hours worked.

  6. Company Policy: Some employers may have policies that are more generous than the legal minimum requirements, such as offering higher multipliers for overtime pay or counting additional types of work hours towards overtime eligibility.

To calculate total overtime pay, you must first determine the total amount of overtime hours worked, then multiply those hours by the appropriate overtime rate (usually time and a half or double the employee's regular hourly wage). It's important for both employers and employees to understand these factors to ensure fair and legal compensation for overtime work.

Employees can take several steps to ensure they receive proper overtime pay for hours worked beyond their standard schedule, safeguarding their rights under employment laws. Here are essential practices to follow:

  1. Understand Your Eligibility: Familiarize yourself with the Fair Labor Standards Act (FLSA) and any applicable state laws to determine if you're classified as "exempt" or "non-exempt" from overtime pay. Non-exempt employees are typically eligible for overtime pay, while exempt employees are not.

  2. Keep Accurate Records: Maintain detailed records of the hours you work each day, including start and end times, break periods, and any overtime hours. This documentation can be crucial if discrepancies arise between your records and those of your employer.

  3. Know the Overtime Rules: Be aware of the specific rules that apply to your employment situation, including the threshold for overtime hours (commonly over 40 hours per week in the U.S.) and the overtime rate (usually at least one and a half times your regular hourly wage).

  4. Review Your Employment Contract: Understand the terms of your employment contract, which should outline your working hours, overtime eligibility, and the rate of overtime pay. If anything is unclear, discuss it with your HR department or a labor rights advisor.

  5. Regularly Check Your Pay Stubs: Ensure your overtime hours are accurately reflected and properly compensated in your pay stubs. Compare your records with each pay stub to catch any discrepancies early.

  6. Communicate with Your Employer: If you notice inconsistencies or have concerns about your overtime pay, address them with your employer or HR department promptly. Open communication can often resolve issues without the need for external intervention.

  7. Know Your Rights: If your employer fails to pay the overtime you're owed, be aware of your rights to seek unpaid wages. This might involve filing a complaint with the U.S. Department of Labor's Wage and Hour Division or a similar agency in your state, or consulting with a labor attorney for guidance on legal actions.

By taking these proactive steps, employees can better ensure that they receive the overtime pay they are entitled to for hours worked beyond their normal schedule, according to federal and state labor laws.

Holiday pay rules and their impact on overtime calculations can vary significantly depending on the employer's policies, union contracts, and applicable laws. Unlike regular overtime, which is mandated by federal and state labor laws, holiday pay is not a legal requirement in the United States under the Fair Labor Standards Act (FLSA). Instead, holiday pay policies are typically determined by the employer or negotiated by unions. Here's how holiday pay generally works and its potential influence on overtime calculations:

  1. Employer Policies: Many employers offer holiday pay as an incentive or benefit, which may include paying employees for holidays when they are not required to work or offering premium pay (such as double time) for employees who work on designated holidays. These policies should be outlined in the employee handbook or employment contract.

  2. Calculation of Holiday Pay: When an employee works on a holiday, employers may offer a higher pay rate for those hours as part of their holiday policy. For example, if an employer provides double pay for holidays, an employee working on a holiday might receive twice their regular hourly rate for those hours.

  3. Impact on Overtime: Generally, holiday hours—whether worked or not—do not count towards the calculation of overtime hours unless explicitly stated in the employer's policy or a union contract. For instance, if an employee works 40 regular hours in a week and 8 hours on a holiday (at a premium rate), those 8 holiday hours typically would not make the employee eligible for overtime pay based on hours worked alone. However, if the employee works additional hours beyond the standard workweek plus the holiday, those extra hours could be subject to overtime pay.

  4. State and Local Laws: While the FLSA does not require holiday pay, some state or local laws might have specific provisions about holiday work and pay rates. Employers must comply with these laws if they are more generous than federal standards.

  5. Union Contracts: For unionized workers, holiday pay and its relation to overtime may be defined in the collective bargaining agreement. These agreements can specify particular holidays, pay rates, and how holiday hours affect overtime eligibility.

It's essential for employees to review their company's holiday pay policy and understand how it interacts with overtime calculations. If there are uncertainties, discussing the matter with HR or a supervisor can provide clarity on how holiday hours are compensated and counted towards overtime.

Double pay for overtime hours, often referred to as "double-time," is an enhanced rate of pay typically awarded under specific circumstances, going beyond the standard time-and-a-half rate required by the Fair Labor Standards Act (FLSA) for overtime. While the FLSA sets the minimum standards, employers, state laws, or union agreements may provide for double pay under certain conditions:

  1. State Laws: Some states have laws that mandate double-time pay in specific situations. For example, in California, employees earn double-time for working more than 12 hours in a single workday or more than 8 hours on the seventh consecutive day of work in a workweek.

  2. Employer Policies: Employers may voluntarily offer double pay for overtime as an incentive or benefit, especially during peak business periods, holidays, or under extreme conditions to encourage staff availability and commitment.

  3. Union Contracts: Unionized workers might have negotiated rates of pay, including double-time for overtime hours, in their collective bargaining agreements. These agreements can specify the conditions under which double-time is paid, which may include working on holidays, weekends, or specific hours beyond the standard workday.

  4. Holidays and Special Occasions: Many employers choose to offer double pay as a premium for working on recognized holidays, significant events, or unsociable hours to compensate for the additional burden placed on employees during these times.

  5. Exceeding Daily or Weekly Hour Thresholds: Beyond the typical overtime threshold of 40 hours per week, some policies or agreements provide for double-time pay after employees work an exceptionally long day (e.g., over 12 hours) or accumulate a high number of total weekly hours beyond a certain point.

It's important for employees to understand the specific conditions under which they might be eligible for double pay for overtime hours. This information can usually be found in the employee handbook, through direct inquiry with the HR department, or within the terms of a union contract for those in unionized positions. Being aware of these conditions ensures employees can make informed decisions about their work schedules and compensation expectations.