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Calculate regular and overtime pay for any work week at time-and-a-half or double time.
Calculate regular and overtime pay for any work week at time-and-a-half or double time.
Enter values above and click Calculate — results will appear here with the formula explained.
Overtime premiums reward long weeks multiplicatively: at time-and-a-half, each extra hour costs the employer 150% of normal. The calculator splits your week at the threshold, prices both segments, and sums them. At double-time (common for holidays and 7th consecutive days in some regimes), the premium segment doubles — a 12-hour holiday shift at $20/hour pays $320 for the day, not $240.
Eligibility rules are legal specifics that vary by country, state/province and classification — some workers qualify for daily overtime, others none. In the US, the FLSA sets the federal 40-hour weekly baseline with exemptions by duties and salary level (plus state overlays like California's daily-OT and higher salary thresholds); the EU Working Time Directive caps average weeks near 48 hours including overtime. This tool computes the arithmetic; whether it applies to your job depends on local law and your contract.
The real value of overtime math is annualization: 5 steady OT hours at $25/hour (1.5× = $37.50) add $187.50/week or ~$9,750/year — a 19% raise on a $52,000 base that many workers leave unclaimed through off-the-clock work. Conversely, 'unlimited overtime available' in a job ad deserves skepticism: mandatory 55-hour weeks at straight time (where legal, e.g. some salaried-exempt roles) value the extra 15 hours at $0.
Tax withholding on large OT paychecks confuses many: supplemental withholding rates can make one fat check look heavily taxed, but withholding is not the tax — annual liability depends on total income, and over-withheld amounts return at filing. Don't decline overtime over a withholding illusion; model the annual total here instead.
Comp time (time off instead of premium pay) is legal in some public-sector and non-US regimes but restricted for US private-sector non-exempt workers — know which regime covers you before accepting IOUs. Where comp accrues (e.g. 1.5 hours per OT hour), its expiry and payout rules matter as much as the rate.
Fatigue economics close the loop: sustained 50–60+ hour weeks degrade hourly productivity, error rates and health, which is precisely why premiums exist — to price employers out of routine overwork. If overtime is structural rather than seasonal, the premium math here should feed a bigger conversation about staffing, boundaries or a role change.
Calculate regular and overtime pay for any work week at time-and-a-half or double time. Formula: pay = min(hours, threshold) × rate + max(0, hours − threshold) × rate × multiplier.
Overtime premiums reward long weeks multiplicatively: at time-and-a-half, each extra hour costs the employer 150% of normal. The calculator splits your week at the threshold, prices both segments, and sums them. At double-time (common for holidays and 7th consecutive days in some regimes), the premium segment doubles — a 12-hour holiday shift at $20/hour pays $320 for the day, not $240.
Eligibility rules are legal specifics that vary by country, state/province and classification — some workers qualify for daily overtime, others none. In the US, the FLSA sets the federal 40-hour weekly baseline with exemptions by duties and salary level (plus state overlays like California's daily-OT and higher salary thresholds); the EU Working Time Directive caps average weeks near 48 hours including overtime. This tool computes the arithmetic; whether it applies to your job depends on local law and your contract.
The real value of overtime math is annualization: 5 steady OT hours at $25/hour (1.5× = $37.50) add $187.50/week or ~$9,750/year — a 19% raise on a $52,000 base that many workers leave unclaimed through off-the-clock work. Conversely, 'unlimited overtime available' in a job ad deserves skepticism: mandatory 55-hour weeks at straight time (where legal, e.g. some salaried-exempt roles) value the extra 15 hours at $0.
Tax withholding on large OT paychecks confuses many: supplemental withholding rates can make one fat check look heavily taxed, but withholding is not the tax — annual liability depends on total income, and over-withheld amounts return at filing. Don't decline overtime over a withholding illusion; model the annual total here instead.
Comp time (time off instead of premium pay) is legal in some public-sector and non-US regimes but restricted for US private-sector non-exempt workers — know which regime covers you before accepting IOUs. Where comp accrues (e.g. 1.5 hours per OT hour), its expiry and payout rules matter as much as the rate.
Fatigue economics close the loop: sustained 50–60+ hour weeks degrade hourly productivity, error rates and health, which is precisely why premiums exist — to price employers out of routine overwork. If overtime is structural rather than seasonal, the premium math here should feed a bigger conversation about staffing, boundaries or a role change.
Working 46 hours at $20/hour with OT after 40: regular pay is 40 × $20 = $800, overtime is 6 × $30 = $180, totaling $980 for the week. Annualized, that $180/week premium is ~$9,360/year — nearly a quarter of base pay emerging from six extra hours, which reframes every 'just stay late' request in dollar terms.
Formulas are standard public references (see our methodology). External standards are cited in the text where they apply.
Last reviewed: September 2026 · Report an error