Compute your total gross earnings, premium overtime rates, and weekly or bi-weekly paycheck projections with full wage breakdown.
| Pay Type | Hours | Rate | Earnings |
|---|---|---|---|
| Regular (1.0x) | 40 hrs | $30.00/hr | $1,200.00 |
| Overtime (1.5x) | 10 hrs | $45.00/hr | $450.00 |
| Double-Time (2.0x) | 4 hrs | $60.00/hr | $240.00 |
Whether you are putting in extra shifts at the hospital, logging weekend hours on a construction site, or managing payroll for hourly employees, our Overtime & Double-Time Pay Calculator ensures accurate wage compensation. Calculate standard regular pay, time-and-a-half (1.5x), and holiday double-time (2.0x) under Fair Labor Standards Act (FLSA) guidelines.
Follow these step-by-step instructions to ensure accurate inputs and reliable calculations:
Input your contract regular hourly wage in dollars per hour.
Input standard weekly hours (standard baseline is 40 hours under federal law).
Input hours qualifying for 1.5x overtime (hours over 40 in a standard workweek).
Input hours qualifying for 2.0x premium pay (holidays, Sundays, or 7th consecutive day).
Overtime regulations were codified into United States law under the Fair Labor Standards Act (FLSA) of 1938 signed by President Franklin D. Roosevelt. Designed during the Great Depression to discourage excessive worker fatigue and incentivize companies to hire more employees, it mandated a 44-hour workweek, lowered to 40 hours in 1940, with mandatory time-and-a-half premium pay.
Outputs regular earnings, 1.5x overtime earnings, 2.0x double-time earnings, total gross weekly paycheck, and your effective blended hourly rate.
Do not use for exempt executive, administrative, or professional employees who receive fixed annual salaries with no overtime eligibility.
Explore how different professionals and individuals utilize this tool in everyday decision-making:
Verify accurate wage and premium rate calculations for 12-hour hospital rotations and mandatory on-call shifts.
Calculate weekend overtime and prevailing wage holiday rates on union or public infrastructure projects.
Establish fair rush-job billing multipliers for emergency client work outside normal business hours.
Base Wage: $30.00 / hour
Regular Hours: 40 hrs | Overtime Hours (1.5x): 10 hrs | Double-Time Hours (2.0x): 4 hrs
Regular Pay = 40 * $30.00 = $1,200.00
Overtime Rate = $30.00 * 1.5 = $45.00/hr
Overtime Pay = 10 * $45.00 = $450.00
Double-Time Rate = $30.00 * 2.0 = $60.00/hr
Double-Time Pay = 4 * $60.00 = $240.00
Total Gross Pay = $1,200.00 + $450.00 + $240.00 = $1,890.00
Total Hours: 54 hours | Blended Effective Rate: $1,890.00 / 54 = $35.00 / hour
Under federal FLSA guidelines, non-exempt employees must receive overtime pay for all hours worked over 40 in a workweek at a rate not less than 1.5 times their regular hourly rate. For example, an employee earning $24.00 per hour receives $36.00 per hour ($24.00 * 1.5) for every overtime hour.
Double-time pay equals twice (2.0x) an employee's standard hourly rate. Federal law does not mandate double-time pay; however, state laws (such as California Labor Code, which mandates double-time for work exceeding 12 hours in a single workday or exceeding 8 hours on the 7th consecutive day of a workweek) and collective bargaining union agreements frequently require it.
No. Under the Fair Labor Standards Act (FLSA), each workweek stands alone. An employer cannot average hours over a bi-weekly pay period. If an employee works 50 hours in Week 1 and 30 hours in Week 2, they must be paid 10 hours of overtime for Week 1, even though the total for the two weeks is 80 hours.
Overtime earnings are taxed under the exact same marginal income tax brackets as standard earnings. However, because overtime increases your gross pay for that specific pay period, automated payroll withholding formulas may estimate that you are in a higher annual tax bracket and withhold a higher percentage on that specific paycheck. Any excess withholding is refunded when filing annual income taxes.
Yes. Under federal law, non-discretionary bonuses, attendance incentives, hazard pay, and night-shift differentials must be included when determining an employee's "regular rate of pay" for overtime purposes, resulting in a higher effective overtime rate.
Non-exempt employees are legally entitled to overtime pay under the FLSA whenever they exceed 40 hours in a workweek. Exempt employees (typically executives, administrative managers, and specialized professionals earning above federal salary thresholds) are paid a fixed salary and do not qualify for statutory overtime.
In the private sector, offering compensatory time off ("comp time") in lieu of cash overtime pay to non-exempt employees is illegal under federal FLSA law. Public sector government agencies are permitted to offer comp time under strict statutory conditions.