Overtime Calculator
Calculate your overtime pay accurately with time-and-a-half, double-time rates, and total weekly earnings. Compliant with federal FLSA overtime laws.
Overtime Pay Calculator
Enter your work hours and hourly rate to calculate overtime pay
Understanding Overtime Laws
Federal FLSA Requirements
Texas Overtime Laws
Exempt vs Non-Exempt
- Executive, administrative, professional roles
- Salary of at least $684/week ($35,568/year)
- Specific job duties test requirements
- Outside sales employees
- Most hourly workers
- Some salaried workers under $684/week
- Workers who don't meet duties test
- First responders, nurses (with exceptions)
Advanced Overtime Calculation Methods
Multiple Pay Rates in One Week
Weighted Average Method: When an employee works at different pay rates during the same workweek, calculate the weighted average of all rates.
• 30 hours at $20/hour = $600
• 15 hours at $25/hour = $375
• Total: 45 hours, $975
• Weighted average: $975 ÷ 45 = $21.67/hour
• Overtime rate: $21.67 × 1.5 = $32.50/hour
• Overtime pay: 5 hours × $32.50 = $162.50
Alternative Method: Pay overtime at the rate for work performed during overtime hours, plus an additional 0.5x premium.
Salaried Non-Exempt Employees
Non-exempt salaried employees earning less than $58,656 annually (2025 threshold) are entitled to overtime pay.
Bonuses and Commission Impact
Non-discretionary bonuses must be included in the regular rate for overtime calculations:
- Production bonuses
- Attendance bonuses
- Quality bonuses
- Safety bonuses
- Commission payments
State-Specific Overtime Rules
While Texas follows federal FLSA rules, some states have additional requirements:
Always check local and state laws for specific requirements in your jurisdiction.
Overtime Compliance & Best Practices
Record Keeping Requirements
Common Compliance Mistakes
Penalties for Non-Compliance
Best Practices for Employers
Overtime Calculator FAQ
Overtime pay is calculated by multiplying your regular hourly rate by 1.5 (time-and-a-half) for each hour worked over 40 in a workweek. For example: $20/hour × 1.5 = $30/hour for overtime hours.
In Texas, overtime is calculated weekly, not daily. You only get overtime pay for hours over 40 in a workweek, regardless of daily hours worked. Some states like California have daily overtime rules, but Texas follows federal FLSA standards.
A workweek is any fixed 7-day period (168 consecutive hours) established by your employer. It doesn't have to be Sunday to Saturday - it could be Wednesday to Tuesday, for example. The key is that it's consistent.
Yes, employers can generally require overtime work as long as they pay the proper overtime rate. However, they cannot retaliate against employees for refusing to work overtime in certain circumstances, and some union contracts may limit mandatory overtime.
Double-time (2x regular rate) is not required by federal law but may be required by state law, union contracts, or company policy. Common scenarios include holidays, excessive overtime (over 12 hours/day in some states), or seventh consecutive day worked.
It depends on their classification. Non-exempt salaried employees earning less than $684/week or who don't meet specific duties tests are entitled to overtime. Exempt employees (executives, professionals, administrators) are not entitled to overtime pay.
The federal minimum wage is $7.25/hour as of 2025. For overtime calculations, time-and-a-half would be $10.88/hour. Some states and cities have higher minimum wages, which would result in higher overtime rates.
If you have multiple pay rates in one workweek, calculate the weighted average of all rates, then multiply by 1.5 for overtime hours. Alternatively, use the rate for the work performed during overtime hours and pay an additional 0.5x that rate for overtime premium.