Time and a Half Calculator

Time and a half is a premium pay rate that equals 1.5 times your standard hourly wage. Employers generally pay this rate for hours worked beyond the standard 40-hour workweek. It compensates you for extra hours and sets the federal overtime floor for most nonexempt workers.

To calculate your overtime earnings manually, follow these five simple steps:

1. Identify your base rate: Determine your standard gross base pay before any differentials. For example, a base rate of $20.00 per hour.
2. Calculate your overtime rate: Multiply your base hourly wage rate by the federal 1.5× time-and-a-half multiplier. For example, $20.00 × 1.5 = $30.00 per hour.
3. Count your overtime hours: Identify the number of weekly work hours logged past the standard 40-hour limit. For example, 50 total hours − 40 standard = 10 overtime hours.
4. Compute overtime wages: Multiply your excess overtime hours by your calculated time-and-a-half rate. For example, 10 overtime hours × $30.00 = $300.00 overtime pay.
5. Sum total gross pay: Add your standard 40-hour pay to your premium overtime earnings to find your total gross weekly pay. For example, ($20.00 × 40 hrs) + $300.00 overtime = $1,100.00 gross pay.

This calculation gives you your gross pay, which is your total earnings before taxes, payroll deductions, or benefits are subtracted.

The Fair Labor Standards Act (FLSA) is the federal law that sets the baseline rules for overtime pay across the United States. It requires employers to pay overtime to all covered, nonexempt employees who work more than 40 hours in a single workweek.

Understanding these key FLSA rules will help you verify your paycheck:

• Defined Workweek: A workweek is a fixed, consecutive 168-hour period (7 days) set by your employer. It does not have to match the calendar week or start on a Monday.
• No Federal Daily Limits: Under federal rules, daily hours are unlimited. You earn regular pay for any day, provided your weekly total is 40 hours or fewer.
• Weekly Isolation: Employers cannot average hours over two weeks. Working 45 hours in week one and 35 in week two requires 5 hours of overtime pay in week one.
• Exemption Rules: Hourly workers are almost always nonexempt and earn overtime. Salaried employees may be exempt if they meet specific salary thresholds and job duty tests. To learn more, use our salaried overtime calculator.

Many workers assume their overtime rate is simply their base hourly wage multiplied by 1.5. However, if you earn sales commissions, nondiscretionary bonuses, shift differentials, or hazard pay, your true overtime rate will be higher.

The FLSA requires overtime to be calculated from your regular rate of pay (RROP). The regular rate is a weighted average of all the compensation you earned during the week. Nondiscretionary bonuses (like performance or attendance rewards) must be added to your base earnings before dividing by your total hours.

The regular rate formula is:

For example, if you work 50 hours at a base wage of $20.00/hour ($1,000.00 base pay) and receive a $100.00 performance bonus, your total compensation is $1,100.00. Your regular rate of pay is $22.00/hour ($1,100.00 divided by 50 hours). Your overtime premium rate is 1.5× your regular rate, which equals $33.00/hour.

Discretionary bonuses—such as unexpected holiday gifts or spontaneous rewards given at the sole discretion of the employer—are excluded. If your pay includes variables, check our regular rate of pay calculator or our tipped employee overtime calculator.

Although federal FLSA rules set the national baseline, many states enforce wage laws that are more protective of workers. When state and federal laws conflict, employers must follow the rule that provides the greater benefit or protection to the employee.

Several states expand on the weekly 40-hour rule by adding daily triggers, double-time mandates, or higher salary floors:

• California: Requires daily overtime (1.5×) after 8 hours in a workday, and double time (2.0×) after 12 hours. It also enforces a seventh consecutive day rule and bans tip credits.
• Colorado: Overtime applies after 12 hours in a workday or 12 consecutive hours of work, alongside the weekly trigger.
• Weekly-Only States: States like Texas, Florida, and Pennsylvania follow the federal baseline with no daily overtime triggers.

Because rules vary by location, check the rules that apply specifically to your state. Start with our dedicated state overtime calculators. You can also track daily shifts with our time card overtime calculator.