Overtime Pay Calculator for FLSA, California & Multi-Rate Work

Under FLSA, non-exempt employees must be paid 1.5x their regular rate for hours worked beyond 40 per week. Example: $20/hour regular, 50 hours worked. Pay = (40 × $20) + (10 × $30) = $800 + $300 = $1,100. The "regular rate" includes most non-discretionary bonuses. Some states (California, Alaska, Nevada) require daily overtime — over 8 hours/day. State law applies if more generous than federal. Exempt employees (executive, administrative, professional with certain salary thresholds) aren't entitled to overtime. The calculator handles federal and California-specific rules.

Time and a half = 1.5 × Regular Rate × Overtime Hours. Example: $25/hour regular rate, 8 OT hours = 8 × $25 × 1.5 = $300 in overtime pay. Total weekly pay (40 regular + 8 OT) = $1,000 + $300 = $1,300. The "regular rate" must include non-discretionary bonuses (like attendance bonuses) when calculating OT — many employers miss this. Discretionary bonuses (like a holiday gift) don't increase the regular rate. Some industries have specific rules (transportation, agriculture). The calculator handles different rate structures.

Calculate hours worked beyond 40 in the week, multiply by 1.5x the regular rate. Example: 45 hours at $18/hour. Regular pay = 40 × $18 = $720. OT = 5 × $27 = $135. Total = $855. Some employers calculate OT differently if the employee has multiple rates or earns commissions — the regular rate is then weighted average. California requires daily OT (1.5x for hours 8-12, double-time for hours beyond 12 in a day). Track hours weekly and daily to stay compliant. The calculator handles standard, multi-rate, and California rules.

California requires daily overtime: 1.5x for hours 8-12 per day, 2x (double-time) for hours beyond 12 per day, and 2x for hours beyond 8 on the seventh consecutive day. Example: 14-hour shift at $20/hour. Pay = (8 × $20) + (4 × $30) + (2 × $40) = $160 + $120 + $80 = $360 for that day. Weekly OT (40+ hours) doesn't double up with daily OT — the higher applies. Other daily-OT states: Alaska, Nevada (under specific conditions). California's rules are the most worker-favorable. The calculator handles California-specific calculations.

Non-discretionary bonuses (like attendance, productivity, or contractual incentive bonuses) must be included in the "regular rate" used for overtime calculation. Example: $20/hour, 45 hours worked, $200 attendance bonus. Total wages = (40 × $20) + (5 × $20 × 1.5) + $200 = $800 + $150 + $200 = $1,150. But for OT purposes: regular rate = ($800 + $200) / 45 = $22.22. Recalculated OT premium = 5 × ($22.22 × 0.5) = $55.56 additional. So true total = $1,150 + $55.56 = $1,205.56. Many employers miss this nuance. The calculator handles bonus inclusion correctly.

Fluctuating workweek (FWW) is a special FLSA method for salaried non-exempt employees whose hours vary week to week. Under FWW, overtime is paid at 0.5x the regular rate (not 1.5x) — because the salary already covers all hours. Example: $1,000 weekly salary, 50 hours worked. Regular rate = $1,000/50 = $20. OT premium = 10 × ($20 × 0.5) = $100. Total = $1,100. FWW requires clear mutual understanding, fixed salary regardless of hours, and salary covering at least minimum wage. It's controversial — some states ban it. Most employees aren't on FWW.

Most salaried employees are exempt from overtime if they meet the FLSA exemption tests: paid on salary basis, earning at least $684 per week ($35,568 annual, with proposed increases), and performing executive, administrative, or professional duties. If you're salaried but don't meet these tests, you're "non-exempt" and entitled to overtime. Salary level alone doesn't determine exemption — the duties test matters. Many employers misclassify employees as exempt to avoid overtime; this can lead to back-pay liability. If unsure, consult DOL guidance or an employment lawyer. State rules may give broader OT rights.