How Much Is Time and a Half for $15, $17, $20, $22, $25? Formula & Examples
To calculate time and a half, multiply your regular hourly rate by 1.5. Learn the step-by-step formula and check examples for $15, $20, and $25 per hour.
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Data Engineer & Financial Analyst
Direct Answer
How Much Is Time and a Half for $15, $17, $20, $22, $25? Formula & Examples — quick answer
To calculate time and a half, multiply your regular hourly rate by 1.5. Learn the step-by-step formula and check examples for $15, $20, and $25 per hour.
To calculate time and a half, multiply your regular hourly rate by 1.5. Then multiply that overtime rate by the number of overtime hours. For a full paycheck estimate, use the time and a half calculator.
Quick answer: time and a half of any rate
To find time and a half for any hourly wage, multiply your rate by 1.5. For example, time and a half of $17 is $25.50, time and a half of $22 is $33.00, and time and a half of $27 is $40.50. See the full table below for more rates.
Time and a half formula
Calculating your overtime rate and pay is straightforward when using standard payroll formulas:
Example: $20 per hour
If your regular rate is $20/hour, your time-and-a-half rate is $30/hour.
Formula calculation
This example separates the rate conversion from the overtime-hours multiplication so the user can copy the same method for any hourly wage.
Quick time-and-a-half examples
Here is a quick-reference chart displaying regular base rates converted to 1.5× time-and-a-half rates, along with estimated premium pay for 5 overtime hours:
| Regular rate | Time-and-a-half rate | 5 overtime hours |
|---|---|---|
| $15/hr | $22.50/hr | $112.50 |
| $16/hr | $24.00/hr | $120.00 |
| $17/hr | $25.50/hr | $127.50 |
| $18/hr | $27.00/hr | $135.00 |
| $20/hr | $30.00/hr | $150.00 |
| $22/hr | $33.00/hr | $165.00 |
| $25/hr | $37.50/hr | $187.50 |
| $27/hr | $40.50/hr | $202.50 |
| $30/hr | $45.00/hr | $225.00 |
State-Specific Time and a Half Calculations
While the federal FLSA standard is 1.5× for hours over 40 in a workweek, several states impose daily overtime triggers that can increase your time-and-a-half earnings. The same 45-hour workweek can produce very different payouts depending on where you work.
California daily overtime (most generous)
California requires 1.5× pay for hours over 8 in a workday, plus 2.0× (double time) for hours over 12. If you work 9 hours Monday through Friday (45 total), your time and a half applies to 5 daily overtime hours — not just the 5 hours over 40.
Base rate: $20.00/hour
Schedule: 9 hrs/day × 5 days = 45 total hours
Daily OT: 5 hrs × 1.5 × $20.00 = $150.00
Weekly OT (if using FLSA): 5 hrs × 1.5 × $20.00 = $150.00 (same here, but differs with 10+ hr days)
Total: $950.00 (40 × $20 + 5 × $30)
With a 10-hour day (50-hour week), California pays 2 hrs at 1.5× and 2 hrs at 2.0× daily, producing more than a pure weekly FLSA calculation.
Colorado 12-hour rule
Colorado mandates 1.5× pay for any hours worked past 12 in a single workday (or 12 consecutive hours). Combined with the standard 40-hour weekly threshold, Colorado workers get time and a half under whichever trigger produces more pay.
Example: 13-hour day, 44-hour week
Daily trigger: 1 hr × 1.5 × rate = time and a half on hour 13
Weekly trigger: 4 hrs × 1.5 × rate = time and a half for hours 41-44
Colorado law pays the higher of the two calculations.
Alaska 8-hour daily rule
Alaska requires 1.5× pay for hours over 8 in a day, similar to California. However, Alaska does not have a double-time tier. This means every hour past 8 in a workday counts toward time and a half, even if your weekly total stays under 40.
For all state-specific calculators, visit our state overtime calculator hub.
Time and a Half with Multiple Job Rates
If you work two different jobs at different pay rates for the same employer in a single workweek, your time-and-a-half rate must be calculated using a weighted average (blended) regular rate.
Example: Warehouse worker with dual roles
Employers may alternatively use the rate-in-effect method if agreed in advance, paying 1.5× the specific rate for the job performed during overtime hours.
For complex blended-rate scenarios, use our regular rate of pay calculator to compute your exact weighted-average rate.
Time and a Half for Tipped Employees
Tipped workers (servers, bartenders, valets) have a special time-and-a-half calculation because of the tip credit system. The overtime rate must be based on the full minimum wage, not the reduced tipped cash wage.
Example: Server earning $2.13/hr + tips
The tip credit can only be applied to straight-time hours, not to the overtime premium. Many state minimum wages are higher than $7.25, which increases the time-and-a-half rate further.
Is overtime always time and a half?
Under the federal FLSA framework, covered non-exempt employees generally receive at least 1.5× their regular rate for hours over 40 in a workweek. Some states, contracts, or employer policies may apply different or additional premium-pay rules.
To learn more about federal baselines and state exceptions, you can review our FLSA overtime guide or browse individual state overtime calculators for specific state rules.
Bonus-Adjusted Overtime Calculations
Non-discretionary bonuses (production bonuses, attendance bonuses, commission payouts) must be factored into your regular rate of pay retroactively. This means your time-and-a-half rate may increase after a bonus is paid.
Suppose you worked 45 hours each week in a 4-week month. Your employer pays a $500 non-discretionary production bonus at month-end. You already received base overtime pay, but the bonus requires a recalculation.
Example: $500 monthly production bonus
Use our regular rate of pay calculator to compute bonus-adjusted overtime automatically.
FAQ
Frequently Asked Questions
How do you calculate time and a half?+
To calculate time and a half, multiply the regular hourly rate by 1.5. For example, a $20 hourly rate becomes a $30 overtime rate. Then multiply that overtime rate by the number of overtime hours.
What is time and a half for $20 an hour?+
Time and a half for $20 per hour is $30 per hour, because $20 multiplied by 1.5 equals $30.
What is time and a half for $15 an hour?+
Time and a half for $15 per hour is $22.50 per hour, because $15 multiplied by 1.5 equals $22.50.
Is overtime pay always time and a half?+
Under the federal FLSA framework, covered non-exempt employees generally receive at least 1.5 times their regular rate for hours over 40 in a workweek. State rules, employer agreements, or contracts can require higher rates such as double time.
How do I calculate total pay with overtime?+
Calculate regular pay first, usually regular rate multiplied by regular hours up to 40. Then calculate overtime pay by multiplying the time-and-a-half rate by overtime hours. Add both amounts together for total gross pay.
How is time and a half calculated in California?+
California generally applies time and a half to hours over 8 in a workday, hours over 40 in a workweek, and the first 8 hours on the seventh consecutive day in a workweek. Hours over 12 in a workday can trigger double time.
How is time and a half calculated with a shift differential?+
Shift differentials are usually included in the regular rate of pay. The time-and-a-half rate is calculated from the differential-inclusive rate, not only the base hourly rate.
How do I calculate time and a half for piece-rate work?+
For piece-rate workers, divide total piece-rate earnings by total hours worked to find the regular rate. Then pay the additional overtime premium required for overtime hours.
What happens to time and a half when a bonus is paid late?+
Non-discretionary bonuses can require retroactive recalculation of overtime for the weeks in which the bonus was earned. Employers generally need to pay the additional overtime premium after the bonus amount can be calculated.
Is time and a half the same as overtime?+
Time and a half is the 1.5x premium rate. Overtime is the condition of working beyond the applicable overtime threshold. Time and a half is the most common overtime premium, but some situations require double time or another premium rate.
Disclaimer: This article is educational only and does not provide legal, tax, or payroll advice. Actual overtime treatment can depend on exemptions, state rules, contracts, policies, and case-specific facts.
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Rule last reviewed: July 7, 2026Page last updated: July 8, 2026Official sources
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Estimates only; not legal, tax, or payroll advice. Confirm final pay obligations with the official agency guidance or a qualified advisor.
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