How it works

Under the U.S. Fair Labor Standards Act, non-exempt employees earn 1.5× their regular hourly rate for every hour worked over 40 hours in a workweek.

weekly pay = (regular hours × rate) + (OT hours × rate × 1.5)

California has stricter, daily-based overtime rules:

• 1.5× for hours over 8 in a single workday
• 2× for hours over 12 in a single workday
• On the 7th consecutive day worked: 1.5× for the first 8 hours and 2× after that
• Plus the federal weekly rule: 1.5× over 40 regular hours/week

Define your own weekly tiers — for example, 1.5× after 35 hours, 2× after 50 hours. Useful for collective bargaining agreements, shift differentials, or non-US jurisdictions.

For salaried non-exempt workers, we derive an effective hourly rate:

hourly rate = annual salary ÷ 52 ÷ standard hours/week

Note: Many salaried roles are exempt from overtime under FLSA. Check your classification before relying on this.

Most US states follow the federal FLSA rule (1.5× over 40 hrs/week). A handful have stricter rules that the calculator applies automatically when you pick the state:

• California: 1.5× over 8h/day, 2× over 12h/day, 7th-day rules.
• Alaska: 1.5× over 8h/day or 40h/week (employers with 4+ employees).
• Nevada: 1.5× over 8h/day if your rate is under 1.5× state minimum wage.
• Colorado: 1.5× over 12h/day, 12 consecutive hours, or 40h/week — whichever yields more.
• Puerto Rico: 2× over 8h/day under Law 379.
• Kentucky: 1.5× for the 7th consecutive day worked.
• Rhode Island & Massachusetts: Sunday/holiday premiums for some retail employers.
• Oregon: Daily OT after 10h for manufacturing employees.
• Minnesota: 1.5× over 48h/week for employers not covered by FLSA.
• All other states + DC: standard FLSA weekly rule.

State rules cover most private-sector employees but exemptions exist (agricultural, executive/professional, transportation, etc.). Always verify with your HR or state labor department.