Estimate overtime, double-time and total gross pay under entered hour groups and multipliers, including a fixed-hours salary conversion and two target-pay modes. This does not determine legal overtime eligibility.
Overtime Pay Formula
The calculator runs in several modes, but each one is built on the same set of pay formulas.
Regular Pay = R * H_reg
Overtime Pay = R * 1.5 * H_ot
Double-Time Pay = R * 2 * H_dt
Gross Pay = Regular Pay + Overtime Pay + Double-Time Pay + Other Pay
The variables are:
- R = your regular hourly rate of pay, in dollars
- H_reg = regular hours, paid at the base rate
- H_ot = overtime hours, paid at 1.5 times the regular rate (time and a half)
- H_dt = double-time hours, paid at 2 times the regular rate
- Other Pay = separately added payments verified excludable from the applicable regular rate
Blank optional multipliers use 1.5 and 2. These are total-rate multipliers: at 1.5×, the added premium is 0.5× the base rate. Hour groups must not overlap. Auto-split uses a 40-hour weekly threshold when that optional field is blank; this does not apply daily or jurisdiction-specific rules.
The annual-salary option divides salary by paid weeks (52 if blank) and explicitly entered covered regular hours. It assumes the salary pays for those regular hours only. This arithmetic conversion does not determine a legal regular rate or salary exemption:
R = Annual Salary / Paid Weeks / Hours per Week
The auto-split mode handles the case where you only know the total hours worked. It places every hour up to the weekly threshold into regular hours and sends the remainder to overtime, then applies the formulas above. The target modes reverse the same model. The hours result is zero when regular and excluded other pay already meet the target; otherwise it reports fractional overtime hours. The rate result requires positive weighted hours and a target no lower than other pay. The effective hourly rate shown with each result is the gross pay spread across every hour worked:
Effective Rate = Gross Pay / Total Hours
Overtime Multipliers and Pay Rates
Overtime pay is set by a multiplier applied to your regular rate. The first table shows the standard multipliers and what each one pays on a $20 hourly rate. The second table converts common hourly wages into their time-and-a-half overtime rate.
| Pay type | Multiplier | Rate on $20/hr |
|---|---|---|
| Regular | 1.0x | $20.00 |
| Time and a half (overtime) | 1.5x | $30.00 |
| Double time | 2.0x | $40.00 |
| Regular rate | Overtime rate (1.5x) |
|---|---|
| $12.00 | $18.00 |
| $15.00 | $22.50 |
| $20.00 | $30.00 |
| $25.00 | $37.50 |
| $30.00 | $45.00 |
| $40.00 | $60.00 |
Example Problems
Example 1. You earn $20 per hour and work 40 regular hours plus 6 overtime hours in one week. Your regular pay is 40 * $20 = $800. Your overtime pay is 6 * $20 * 1.5 = $180. Your gross pay is $800 + $180 = $980.
Example 2. You earn $25 per hour and work 48 total hours with the auto-split mode and a 40-hour threshold. The first 40 hours are regular: 40 * $25 = $1,000. The remaining 8 hours are overtime: 8 * $25 * 1.5 = $300. Your gross pay is $1,000 + $300 = $1,300, and your effective rate is $1,300 / 48 = $27.08 per hour.
FAQ
When does overtime start? Under the federal Fair Labor Standards Act, non-exempt employees earn overtime for hours worked beyond 40 in a single workweek. A workweek is any fixed, recurring period of 168 hours. Some states add their own rules, such as daily overtime after 8 hours, so check your state if it applies to you.
What is the regular rate of pay? Under applicable federal rules, the regular rate generally divides includable straight-time remuneration by hours actually worked; statutory overtime premiums are excluded. Multiple rates and includable nondiscretionary bonuses may require adjustments. This single-rate model does not perform those adjustments. Only separately verified excludable payments belong in its Other pay field. See DOL Fact Sheet 23.
Does the calculator estimate taxes? No. Optional withholding applies only a percentage you enter; it does not calculate brackets, benefits, actual take-home pay or tax liability. Federal rules may allow a deduction for certain qualified overtime compensation subject to conditions and limits; this is not a blanket exemption for all overtime earnings. See current IRS guidance.
