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Overtime Paycheck Calculator

Determine your complete earnings by separating regular and overtime compensation. Workers earning hourly wages need to understand how overtime premiums affect their take-home pay. This calculator breaks down your weekly or monthly income into regular hours and overtime hours, applying the appropriate multiplier—typically 1.5× your base rate—to give you an accurate paycheck figure.

Last updated:

Creators Arturo Barrantes, MSc Finance
8,735 people find this calculator helpful

How to Use This Overtime Calculator

Start by entering your regular hourly pay rate. Then specify how many hours you worked at your standard rate—commonly 40 hours per week for full-time employees. The calculator automatically computes your total regular earnings.

Next, input your overtime pay multiplier. In most jurisdictions, this defaults to 1.5 times your hourly wage, though some industries or contracts may use 2.0 or other rates. Enter the number of overtime hours you worked, and the tool calculates your premium pay and final total.

The breakdown shows:

  • Total regular pay (standard hours × base rate)
  • Overtime hourly rate (base rate × multiplier)
  • Total overtime pay (overtime hours × overtime rate)
  • Combined paycheck amount

Overtime Paycheck Formulas

Your paycheck combines earnings from regular and overtime hours. The multiplier reflects legal or contractual requirements for premium compensation beyond standard working time. Understanding these components helps verify your pay stub accuracy.

Total Regular Pay = Regular Hours × Regular Pay

Overtime Pay (per hour) = Regular Pay × Multiplier

Total Overtime Pay = Overtime Hours × Overtime Pay

Total Paycheck = Total Regular Pay + Total Overtime Pay

  • Regular Pay — Your base hourly rate in dollars or your local currency
  • Regular Hours — Hours worked at your standard rate, typically 40 per week
  • Multiplier — Factor applied to your base rate for overtime (commonly 1.5 or 2.0)
  • Overtime Hours — Hours worked beyond the regular threshold, compensated at the premium rate

Understanding Overtime Compensation

Overtime pay exists because labor laws and employment agreements recognize that extended work hours warrant extra compensation. In the United States, the Fair Labor Standards Act (FLSA) mandates a 1.5× multiplier for non-exempt workers exceeding 40 hours per week. Some states impose stricter rules—California, for example, requires time-and-a-half for hours over 8 in a day, plus double-time for hours beyond 12.

Different sectors and contract types use different multipliers:

  • Standard overtime: 1.5× (50% premium)
  • Double-time: 2.0× (100% premium), often for holidays or consecutive overtime shifts
  • Executive/salaried roles: May have no overtime eligibility, depending on job classification

Always verify your employer's overtime policy and your local wage laws, as misclassification or unpaid overtime is a common wage-and-hour violation.

Overtime Calculation Pitfalls

Avoid these common mistakes when calculating or verifying your overtime earnings.

  1. Confusing daily and weekly overtime thresholds — Some states count overtime at the daily level (any hours beyond 8 in a day), while federal law uses a weekly threshold (40 hours per week). If you work irregular schedules, you may qualify for overtime under one rule but not another. Always check your state's labor department requirements.
  2. Forgetting to account for shift differentials — Overtime pay is calculated on your base rate, not including shift differentials or bonuses. If you earn a night-shift premium, your overtime calculation should use only your hourly wage, not the premium. Misapplying this can either overstate or understate your owed compensation.
  3. Overlooking comp time or exemptions — Exempt employees—typically salaried managers and professionals—are not entitled to overtime pay regardless of hours worked. Conversely, some employers offer compensatory time off instead of overtime pay; this is only legal if it complies with your state's labor laws. Verify your employment status before assuming overtime rules apply.

Real-World Example

Suppose you earn $20 per hour and work 45 hours one week. Your employer uses a 1.5× multiplier.

Regular pay: 40 hours × $20 = $800

Overtime rate: $20 × 1.5 = $30 per hour

Overtime pay: 5 hours × $30 = $150

Total paycheck: $800 + $150 = $950

Without accounting for overtime, you might expect $900 (45 × $20), but the premium compensates you an extra $50 for those additional hours. Over a month of similar overtime, this difference becomes significant to your income.

Frequently Asked Questions

What is the standard overtime multiplier in the United States?

The federal Fair Labor Standards Act (FLSA) establishes 1.5 times your regular hourly wage as the minimum overtime rate for non-exempt employees working over 40 hours per week. However, some states and industries mandate higher rates. California and a few other states require 1.5× for daily overtime (hours over 8 in a single day) and 2.0× for hours exceeding 12 in one day. Always consult your employment contract and state labor laws, as they may offer greater protection than federal rules.

If I earn $18 per hour, what is my overtime pay rate?

At the standard 1.5× multiplier, your overtime rate is $18 × 1.5 = $27 per hour. If you worked 10 overtime hours in a week, you would earn $270 from overtime alone. Your regular weekly pay on 40 hours would be $720, bringing your total paycheck to $990. Some employers or contracts may use a 2.0× multiplier, which would yield $36 per hour instead.

Does salaried work qualify for overtime pay?

Not automatically. Under the FLSA, salaried employees are exempt from overtime pay if they earn at least the federal threshold (currently $865 per week) and perform supervisory, professional, or administrative duties. However, some salaried roles may be non-exempt, especially in certain states with stricter definitions. If you believe your salaried position should qualify for overtime, review the job duties test or contact your state's labor department for guidance.

How do I calculate total paycheck with multiple pay rates or shift differentials?

Begin with your base hourly rate when calculating overtime. If you receive a shift differential (e.g., $2 extra per hour for night shifts), add it to your base rate before computing overtime. For example, if your base is $20 and you receive a $2 night shift premium, treat your effective hourly rate as $22 for overtime calculation purposes. Always apply the multiplier to the combined base rate, not separately.

What happens if I work overtime every single week?

Your paycheck will reflect cumulative overtime pay every week. If you consistently work 50 hours per week at $20 per hour with a 1.5× multiplier, you earn $800 regular pay plus $150 overtime pay ($30 × 5 hours) each week, totaling $950. Over a month, this compounds, but most employers reset the 40-hour threshold each week. Some contracts or union agreements may have different rules, so verify how your employer tracks and compensates repeated overtime.

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