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Overtime Calculator With State Rules

Enter your hourly rate and the hours you worked on each day of your workweek. The calculator applies the federal 40-hour rule and, where your state has one we have verified, its daily or seventh-day overtime rule, then shows which statute produced each overtime hour. Free, and calculated in your browser.

California Labor Code 510: over 8 hours in a workday and over 40 in a workweek at 1.5x, over 12 in a workday at 2x, and a seventh-day rule when you work all seven days of the workweek. Alternative workweek schedules and many industry wage orders change these rules.

Hours worked each day of your workweek

Day 1 is the first day of your employer’s workweek, which does not have to be Monday. Leave a day blank or 0 if you did not work.

Your week

Gross pay for the week
$880.00
before taxes and deductions
Total hours
40
Regular rate
$20.00
  • Regular hours$640.00
    32 h x $20.00
  • Overtime at 1.5x$240.00
    8 h x $30.00
    • 8 h: Over 8 hours in a workday (Cal. Labor Code 510(a))
Day by day
DayHoursRegular1.5x2x
Day 11082
Day 21082
Day 31082
Day 41082

This shows what the selected rules provide for a non-exempt employee paid by the hour. It does not decide whether you are exempt, and it is not legal advice. Figures run in your browser; nothing you enter is sent or saved.

How Overtime Is Calculated

The federal baseline is 29 U.S.C. 207(a)(1): a covered employee who works more than 40 hours in a workweek receives compensation for the extra hours "at a rate not less than one and one-half times the regular rate at which he is employed."

The Department of Labor explains that the rule runs on a workweek: a fixed and regularly recurring period of 168 hours, which may begin on any day and at any hour. Averaging hours over two or more weeks is not permitted. That is why the calculator asks for the days of your employer's workweek rather than Monday to Sunday.

The "regular rate" is an hourly rate. For someone paid only by the hour, it is that hourly rate. Under 29 CFR 778.109, the regular rate is total pay for the workweek (except items the law excludes) divided by the hours worked. So a nondiscretionary bonus earned in the same week raises the rate that overtime is based on. The regulation's own example: $12 an hour for 46 hours plus a $46 production bonus gives a $13 regular rate and $637 for the week. You can enter a bonus for the current week; a bonus that covers a longer period has to be spread back over those weeks under 29 CFR 778.209, which this tool does not do.

State laws can add to the federal rule. Under 29 U.S.C. 218(a), nothing in the FLSA excuses noncompliance with a state law that sets a maximum workweek lower than the federal one. Where daily and weekly rules overlap, the calculator never counts an hour twice: hours already paid as daily overtime are not counted again toward the 40. Alaska's statute says so directly, and California's Labor Commissioner applies the same approach.

State Daily and Seventh-Day Overtime Rules

These are the state rules the calculator applies, each read from the state's own code or labor agency. Each rule has exceptions for particular jobs and employers that are not listed here.

StateWhat the rule providesSource
California1.5x over 8 hours in a workday and over 40 in a workweek; 2x over 12 in a workday; on the seventh day of work in a workweek, 1.5x for the first 8 hours and 2x after that. Does not apply to alternative workweek schedules adopted under sections 511, 514 or 554.Labor Code 510
Alaska1.5x over 8 hours a day and over 40 a week, with daily overtime hours left out of the weekly count. Does not apply to an employer employing fewer than four employees in the regular course of business, among other exceptions.AS 23.10.060
NevadaFor employees paid less than 1.5 times the minimum wage ($18.00 an hour at the $12.00 minimum in effect since July 1, 2024): 1.5x over 8 hours in a workday (a 24-hour period from the start of work) or over 40 in a week, unless by mutual agreement the employee works a scheduled 10 hours a day for 4 days in the week. At $18.00 or more: 1.5x over 40 in a week.NRS 608.018; Nevada Labor Commissioner
Colorado1.5x for work over 40 hours in a workweek, over 12 in a workday, or over 12 consecutive hours regardless of the workday, whichever gives the greater payment.COMPS Order #40, 7 CCR 1103-1, Rule 4.1; CDLE INFO #1 (2026)
KentuckyTime and a half for time worked on the seventh day when an employee works seven days in a workweek. It does not apply where the employee is "not permitted" to work more than 40 hours that week, so the test is the employer's permission, not the hours actually worked; the calculator asks this directly. Overtime already paid for the same hours under another law can be credited. Supervisors and some other groups are excluded. We could not review the Kentucky regulation that may interpret this section.KRS 337.050
Kansas1.5x over 46 hours in a workweek, but only for employees not covered by the FLSA's overtime section.K.S.A. 44-1204
Minnesota1.5x over 48 hours in a workweek under state law; employees the FLSA covers get the federal 40-hour rule.Minn. Stat. 177.25

For every other state and the District of Columbia, the calculator applies the federal 40-hour rule and says so. That does not mean the state has no other overtime rule: some states have rules for particular industries or occupations that this tool does not model. Check your state labor department.

Exempt Employees

Some employees are exempt from overtime. For the executive, administrative and professional exemptions, the job duties and the pay both have to meet the regulations, and job titles do not determine exempt status. The Department of Labor lists the current salary level as $684 per week (equivalent to $35,568 a year), and $107,432 in total annual compensation for highly compensated employees.

Those are the 2019 figures. A 2024 rule that would have raised them was judicially vacated. On May 14, 2026 the Department announced a technical amendment, effective May 15, 2026 (Federal Register document 2026-09839), that republished the 2019 regulations. The salary level is only one part of the test, and some states set their own (Colorado, for example, publishes its exemption pay levels each year in its PAY CALC Order). The Department's fact sheet also notes that these exemptions do not apply to manual laborers and other blue-collar workers, or to police, firefighters, paramedics and similar first responders, regardless of pay.

What This Calculator Does Not Do

  • Decide whether you are exempt. It assumes a non-exempt employee paid by the hour. Exemption depends on your duties, how and how much you are paid, and your industry.
  • Public-sector compensatory time. Public employers can grant time off instead of overtime pay in some situations (Minnesota's statute, for example, lets the state and its political subdivisions grant 1.5 hours off per overtime hour). This tool calculates pay only.
  • Collective bargaining agreements and alternative schedules. A union contract can provide more, and some state rules give way to one (Nevada's daily rule, for example, does not apply to employees covered by a collective bargaining agreement that provides otherwise for overtime). California alternative workweek schedules and Alaska flexible-hour plans are not modelled.
  • Local ordinances and industry rules. City or county laws, California industry wage orders, and rules for particular jobs (for example health care, agriculture, or transportation) are not included.
  • Other pay arrangements. Salaries, piece rates, tips, commissions, several different hourly rates, and bonuses that cover more than one week are outside this tool.
  • Colorado's 12-consecutive-hours rule and Nevada's 24-hour workday for shifts that cross midnight. The calculator treats each day you enter as one workday.

Worked Example

Four 10-hour days at $20 an hour is 40 hours. In Texas, which uses the federal rule here, that is 40 regular hours and $800. In California, the 2 hours over 8 on each day are daily overtime: 32 regular hours ($640) plus 8 hours at $30 ($240), or $880. The weekly count in California uses only the 32 non-overtime hours, so there is no additional weekly overtime. In Alaska (at an employer with four or more employees) the result is the same as California; in Colorado, where the daily threshold is 12 hours, it is the same as Texas.

Frequently Asked Questions

How is overtime calculated under federal law?

Under the Fair Labor Standards Act, a covered, non-exempt employee receives at least one and one-half times the regular rate for hours worked over 40 in a workweek. The workweek is a fixed, recurring period of seven consecutive days that can start on any day, and hours cannot be averaged across two or more weeks.

Which state daily overtime rules does this calculator apply?

This calculator applies the daily rules in California (over 8 hours, and double time over 12), Alaska (over 8 hours), Nevada (over 8 hours in a 24-hour period, for employees paid under 1.5 times the Nevada minimum wage) and Colorado (over 12 hours). California and Kentucky also have seventh-day rules. We list only rules we verified in each state’s official code; other states may have rules for particular industries that this tool does not model.

Does working on a weekend or holiday mean overtime?

Not under federal law. The Department of Labor says the FLSA does not require overtime pay for work on Saturdays, Sundays, holidays or regular days of rest unless overtime is worked on those days. California and Kentucky tie extra pay to working the seventh day of a workweek, which is a different test from the calendar.

I am paid a salary. Can I use this?

Being paid a salary does not by itself make someone exempt; the job duties and the salary level both have to meet the exemption rules. This tool is built for hourly pay. Converting a salary into an hourly regular rate depends on what the salary is meant to cover, and California does not allow the fluctuating-workweek method that federal rules permit in some cases, so we have left that out rather than guess.

What does the result mean for my paycheck?

It shows what the selected rules provide for the hours and rate you entered, before taxes and deductions. Your actual pay can differ if you are exempt, are covered by a collective bargaining agreement or an approved alternative schedule, earn more than one rate, or if a local ordinance or industry order applies. The state labor department can review a specific situation.

Is what I enter saved?

No. The calculation runs in your browser. Nothing you type is sent to us or stored.

Sources

Rules checked against the sources above on September 26, 2026. See our final paycheck laws by state for when wages, including overtime, are due when a job ends. General information, not legal advice; RecordingLaw.com is not a government body.

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