Overtime Calculator
Time-and-a-half pay for a week, including the bonus rule most payroll spreadsheets miss
Updated 2026-10-02
- Gross pay for the week
- $980.00
- Overtime rate per hour
- $30.00
- Regular hours
- 40
- Overtime hours
- 6
- Regular pay
- $800.00
- Overtime pay
- $180.00
- Regular rate (incl. bonus)
- $20.00
Federal rule: hours over 40 in a workweek at 1.5 × the regular rate. A non-discretionary bonus raises the regular rate: (straight-time pay + bonus) ÷ hours. Some states also have daily overtime.
Your numbers stay on this device. The page link keeps your inputs, so a bookmark or shared link reopens these results.
Enter the hourly wage, the hours worked in the workweek and any non-discretionary bonus earned that week. The calculator splits regular and overtime hours, works out the overtime rate and the gross pay for the week. Change the threshold or multiplier if a contract or state rule is more generous. Nothing is stored or sent; the numbers stay in the page address so you can bookmark them.
Worked examples: a week of overtime pay
Each row is one workweek with overtime after 40 hours at time and a half, run through the same formula as the calculator above. The last two rows are the Department of Labor's own examples from 29 CFR 778.110 ($588 and $637), so you can check the method against the regulation. The last column is the premium portion: the extra half-time on each overtime hour.
| Scenario | Hourly wage | Hours | Regular rate | Overtime rate | OT hours | Gross pay | Overtime premium |
|---|---|---|---|---|---|---|---|
| Retail associate | $15.00 | 45 | $15.00 | $22.50 | 5 | $712.50 | $37.50 |
| Warehouse picker | $18.50 | 50 | $18.50 | $27.75 | 10 | $1,017.50 | $92.50 |
| Line cook | $20.00 | 46 | $20.00 | $30.00 | 6 | $980.00 | $60.00 |
| Line cook + $46 production bonus | $20.00 | 46 | $21.00 | $31.50 | 6 | $1,029.00 | $63.00 |
| Electrician's helper | $25.00 | 55 | $25.00 | $37.50 | 15 | $1,562.50 | $187.50 |
| CNC machinist | $32.00 | 60 | $32.00 | $48.00 | 20 | $2,240.00 | $320.00 |
| 29 CFR 778.110(a) example | $12.00 | 46 | $12.00 | $18.00 | 6 | $588.00 | $36.00 |
| 29 CFR 778.110(b) example, $46 bonus | $12.00 | 46 | $13.00 | $19.50 | 6 | $637.00 | $39.00 |
How it works, in plain language
Time and a half means one and a half times your regular hourly rate for each overtime hour. Multiply the rate by 1.5: $20 becomes $30, $18 becomes $27. Under federal law the extra pay starts after 40 hours worked in one workweek, a fixed and regularly recurring period of 168 hours that can start on any day (29 CFR 778.105).
So a week has two parts. The first 40 hours are paid at your normal rate. Every hour after 40 is paid at 1.5 times that rate. Add the two together and you have gross pay before taxes. If you earned a non-discretionary bonus that week, the bonus raises your regular rate first, which raises the overtime rate too; the calculator handles that with the "bonus" box.
Another way to see the same number: all hours at straight time, plus a "premium" of half the regular rate for each overtime hour. That premium is the "half" in time and a half, and it is the part the IRS describes for the new overtime deduction (see the FAQ below).
| Hourly rate | Time and a half (1.5×) | Double time (2×) | 5 overtime hours at 1.5× | 10 overtime hours at 1.5× |
|---|---|---|---|---|
| $15.00 | $22.50 | $30.00 | $112.50 | $225.00 |
| $16.00 | $24.00 | $32.00 | $120.00 | $240.00 |
| $17.00 | $25.50 | $34.00 | $127.50 | $255.00 |
| $18.00 | $27.00 | $36.00 | $135.00 | $270.00 |
| $18.50 | $27.75 | $37.00 | $138.75 | $277.50 |
| $19.00 | $28.50 | $38.00 | $142.50 | $285.00 |
| $20.00 | $30.00 | $40.00 | $150.00 | $300.00 |
| $22.00 | $33.00 | $44.00 | $165.00 | $330.00 |
| $23.00 | $34.50 | $46.00 | $172.50 | $345.00 |
| $24.00 | $36.00 | $48.00 | $180.00 | $360.00 |
| $25.00 | $37.50 | $50.00 | $187.50 | $375.00 |
| $28.00 | $42.00 | $56.00 | $210.00 | $420.00 |
| $30.00 | $45.00 | $60.00 | $225.00 | $450.00 |
How overtime is calculated
Under the federal Fair Labor Standards Act, a non-exempt employee who works more than 40 hours in a workweek is paid at least one and one-half times their regular rate for every hour over 40 (29 U.S.C. §207(a); 29 CFR 778.107). Overtime is counted per workweek: a fixed, recurring 168-hour period. Hours cannot be averaged across two weeks.
Gross pay = (hourly rate × hours up to 40) + (hourly rate × 1.5 × hours over 40). At $20 an hour and 46 hours, that is $20 × 40 = $800 plus $30 × 6 = $180, so $980 for the week.
| Hourly rate | Time and a half | Double time |
|---|---|---|
| $15.00 | $22.50 | $30.00 |
| $18.50 | $27.75 | $37.00 |
| $20.00 | $30.00 | $40.00 |
| $25.00 | $37.50 | $50.00 |
| $32.00 | $48.00 | $64.00 |
When a bonus changes the overtime rate
A non-discretionary bonus, such as a production, attendance or safety bonus promised in advance, is part of the regular rate (29 CFR 778.209). The regular rate becomes (straight-time pay + bonus) ÷ total hours, and the overtime premium is half of that rate for each overtime hour (the method in 29 CFR 778.110(b)).
Same worker, same 46 hours, plus a $46 production bonus: straight time is $920, the regular rate is ($920 + $46) ÷ 46 = $21.00, and the premium is $21 × 0.5 × 6 = $63. Gross pay is $920 + $46 + $63 = $1,029, not the $1,026 you get by adding the bonus to the $980.
| Line | No bonus | $46 bonus |
|---|---|---|
| Straight time (46 h × $20) | $920.00 | $920.00 |
| Bonus | $0.00 | $46.00 |
| Regular rate | $20.00 | $21.00 |
| Overtime premium (6 h × ½ rate) | $60.00 | $63.00 |
| Gross pay | $980.00 | $1,029.00 |
State rules and double time
Some states go further than the federal rule. California, for example, also requires time and a half after 8 hours in a workday and double time after 12 hours in a workday, according to the California Labor Commissioner's overtime FAQ (dir.ca.gov, checked 2026-10-01). This calculator applies a weekly threshold; for a daily rule, add up the daily overtime hours yourself or ask your payroll provider.
Sources, checked 2026-10-01: 29 U.S.C. §207 (law.cornell.edu), 29 CFR 778.107, 778.110 and 778.209 (ecfr.gov), and the California DLSE overtime FAQ.
- Exempt salaried employees are not owed overtime; whether someone is exempt depends on their duties and salary, not their job title.
- Paid time off and holidays usually do not count as hours worked toward the 40.
- Discretionary gifts, such as an unannounced holiday bonus, are excluded from the regular rate.
Common overtime mistakes
Averaging two weeks. The Department of Labor says "Averaging of hours over two or more weeks is not permitted" (dol.gov/agencies/whd/overtime), and 29 CFR 778.104 says each workweek stands alone. At $20 an hour, a 30-hour week followed by a 50-hour week is $600.00 + $1,100.00 = $1,700.00, not the $1,600.00 you get by treating it as two 40-hour weeks. A biweekly paycheck still has to be worked out one week at a time.
- Leaving the bonus out of the overtime rate. A promised production, attendance or safety bonus goes into the regular rate (29 CFR 778.209 and 778.110(b)). In the DOL example the bonus turns $588 into $637, not $634.
- Counting paid vacation, holidays or sick days toward the 40. Pay for time not worked "may be excluded from the regular rate" and "no part of such payments may be credited toward overtime compensation" (29 CFR 778.218(a)).
- Assuming a salary means no overtime. Exemption needs both a qualifying job duty and a salary of at least $684 a week; "Job titles do not determine exempt status" (DOL Fact Sheet 17A).
- Expecting overtime for weekends or holidays as such. "The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such days" (dol.gov). A contract or state law may still require it.
- Applying a weekly rule in a state with daily overtime. California pays 1.5× for hours over 8 up to 12 in a workday and for the first 8 hours on the seventh consecutive day, and 2× over 12 in a workday and over 8 on the seventh day (California Labor Commissioner overtime FAQ, dir.ca.gov). Add those hours up by day; this calculator applies a weekly threshold.
- Sources fetched 2026-10-02: 29 CFR 778.104, 778.105, 778.110, 778.218 (law.cornell.edu); dol.gov/agencies/whd/overtime; DOL Fact Sheet 17A; irs.gov One Big Beautiful Bill Act deductions page; dir.ca.gov/dlse/faq_overtime.htm.
| Method | Week 1 | Week 2 | Two-week pay |
|---|---|---|---|
| Each week on its own (correct) | $600.00 | $1,100.00 | $1,700.00 |
| Averaged as 40 + 40 (not allowed) | $800.00 | $800.00 | $1,600.00 |
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Frequently asked questions
How do you calculate time and a half?
Multiply the hourly rate by 1.5. $20 an hour becomes $30 an hour for each overtime hour; $18.50 becomes $27.75.
How much is 46 hours at $20 an hour with overtime?
$980. Forty hours at $20 is $800 and six overtime hours at $30 is $180.
When does overtime start?
Under federal law, after 40 hours worked in a workweek. Some states, such as California, also count hours over 8 in a single workday.
Do bonuses count toward overtime pay?
Non-discretionary bonuses do. They raise the regular rate for the week, so the overtime premium goes up. A $46 bonus on a 46-hour week at $20 raises the regular rate to $21 and the week to $1,029.
Is this payroll or legal advice?
No. It is an estimate for planning a schedule or checking a pay stub. Your payroll provider, the Department of Labor or your state labor office has the final word on what is owed.
What is time and a half for $20 an hour?
$30.00 an hour. $20 × 1.5 = $30. Five overtime hours at that rate are $150.00 and ten are $300.00.
How do you work out time and a half?
Multiply your hourly rate by 1.5 for each hour over 40 in the workweek, then add your normal pay for the first 40 hours. $18.50 an hour for 50 hours is $740.00 + 10 × $27.75 = $1,017.50.
How does the "no tax on overtime" deduction work?
The IRS says that for 2025 through 2028 workers can deduct qualified overtime compensation, the pay "that exceeds their regular rate of pay – such as the 'half' portion of 'time-and-a-half' compensation", up to $12,500 a year ($25,000 joint), phasing out above $150,000 of modified AGI ($300,000 joint), whether or not they itemize (irs.gov, fetched 2026-10-02). The "Overtime premium" column in the table above is that half-time portion for each example week. It is a deduction on your return, not a change to the gross pay calculated here.
Is overtime always time and a half?
Federal law sets a floor of at least 1.5 times the regular rate for hours over 40 in a workweek. An employer, union contract or state law can pay more, such as double time; set the multiplier box to 2 to see it.
Can my employer average my hours over two weeks?
No. The DOL states that averaging of hours over two or more weeks is not permitted. A 30-hour week and a 50-hour week at $20 pay $1,700 in total, not $1,600.
How does California overtime work?
California adds daily overtime: 1.5× for hours over 8 up to 12 in a workday and for the first 8 hours on the seventh consecutive day, and double time over 12 hours in a day or over 8 on the seventh day, according to the California Labor Commissioner. Federal weekly overtime still applies too.
Do I get time and a half on holidays?
Not under federal law: the FLSA does not require overtime for holidays unless the hours push you over 40 that week. Many employers pay a holiday premium by policy; the holiday pay calculator shows how a 1.5× holiday premium interacts with overtime.
What is double time and a half?
2.5 times the regular rate, a premium some employers pay for holidays. It is not required by federal law. At $20 an hour it is $50 an hour.
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