See gross and net overtime pay under federal or California rules — including double-time.
Calculate overtime under FLSA (weekly over 40) or California rules (daily over 8 + weekly + double-time). See gross, after-tax, OT premium, and annual projection.
Direct answers to the most common questions, in plain language. Skim if you're in a hurry; dig deeper below.
1.5× regular hourly rate for hours over 40/week.
Federal FLSA requires "time and a half" — 1.5× your regular hourly rate — for every hour worked beyond 40 in a workweek. Some states (CA) add daily overtime rules. Double-time exists in some union contracts and California.
Non-exempt hourly workers; many salaried are exempt.
Non-exempt hourly workers automatically qualify. Salaried workers earning under $43,888/year (2026 threshold, may change) qualify too. Salaried workers above the threshold are usually exempt if their duties meet the executive/administrative/professional test.
Yes — they're part of the regular rate.
Shift premiums (night, weekend) and non-discretionary bonuses must be folded into the regular rate before calculating overtime. Many employers underpay overtime by skipping this step.
Yes — same tax treatment as regular wages.
Overtime is taxed exactly like regular wages — no special rate. The illusion of "overtime is taxed higher" comes from withholding tables treating a big paycheck as if it were the norm. The actual tax bill is the same percentage.
The mechanics in short answers — no jargon, no upsell.
Standard pay for the first 40 hours of a workweek (federal definition). California uses daily — first 8 hours/day at regular rate.
Federal: every hour past 40 in a week is "time and a half." California: every hour past 8 in a day, even if you're under 40 for the week.
California: hours over 12 in a day, or hours 9+ on the 7th consecutive workday. Some union contracts elsewhere. Federal: no double-time required.
Overtime is taxed at the same rate as regular wages. Withholding may look extreme on the check, but the year-end tax is identical to if the same amount came in as regular pay.
Designed so anyone can model their situation in under a minute, with or without a finance background.
Exact overtime amount for any hours over 40.
Net overtime check, not just gross.
CA-style daily over 8 hours, federal weekly over 40.
Over 12 hours or 7th day in CA.
Your blended hourly including overtime.
How much extra income overtime generates annually.
Everything you might ask before, during, or after using this tool.
Non-exempt = entitled to overtime. Exempt = not. Exemption requires: salary above the federal threshold ($43,888/yr in 2026, may change), salary basis (not hourly), AND duties meeting executive/administrative/professional/computer/outside-sales tests. Job title alone doesn't determine status.
Yes — federal law doesn't cap overtime hours for adults. They just have to pay it. Some states limit consecutive work hours or mandatory overtime for certain industries (healthcare, manufacturing).
Non-discretionary bonuses (production bonuses, attendance, longevity) must be included in the regular rate for overtime. Truly discretionary bonuses (holiday, surprise) don't. Many employers get this wrong and underpay overtime.
Private-sector employers can't substitute comp time for overtime — it's a public-sector-only practice (and even then heavily regulated). If you're private-sector non-exempt and get comp time instead of OT pay, you're likely being underpaid.
Yes — overtime is wages, so it counts for both. Social Security taxes overtime up to the wage base. 401(k) contribution percentage applies to overtime. Higher overtime year = higher Social Security earnings credit (slightly higher future benefit).
Federal law treats jobs at different employers separately. You only earn overtime when one employer's job exceeds 40 hours in their workweek. Working 30 hours at job A + 30 hours at job B = zero overtime, even though it's 60 total.
Keep your own records (calendar, timer app, text messages timestamps) in addition to whatever your employer tracks. If a dispute arises, your contemporaneous records help. Wage-theft cases often turn on documentation.
Yes, if you're non-exempt and worked the hours. File a wage claim with your state's labor department or the federal Department of Labor. Penalties can be 2× the unpaid amount plus attorney fees in many states.
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Fair Labor Standards Act sets the federal floor: 1.5× regular rate for hours over 40 in a workweek.
A "workweek" is any 7 consecutive 24-hour periods — most employers use Mon–Sun.
States can add stronger rules (CA, NY) but never weaker. Federal is the floor.
Daily OT: 1.5× for hours over 8 in a day.
Double-time: 2× for hours over 12 in a day, or hours 9+ on the 7th consecutive workday.
Weekly OT: 1.5× for hours over 40, even if you didn't cross the daily threshold.
You get the highest applicable rate — but only once (no stacking).
Job title is irrelevant.
Three tests must all be met for exempt status: (1) salary basis (paid a fixed amount each week regardless of hours), (2) salary level (above the federal threshold), (3) duties test (executive, administrative, professional, computer, or outside sales).
If any fails: non-exempt → entitled to overtime.
Overtime is taxed at the same marginal rate as regular pay.
Withholding can look brutal because tables assume the big paycheck repeats — but the year-end tax is identical to the same dollars from regular pay.
You'll see the excess withholding back as a refund (or it offsets other tax owed). The take-home % across a year is the same.
Two short notes worth reading before you trust any number on this page.
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