State-Specific Guides
Overtime Laws by State
Compare weekly overtime, daily overtime, minimum wage, and tipped wage rules by state. Select a canonical calculator page to estimate time and a half under state-specific labor rules.
4
Daily OT States
30+
Above Federal Wage
1
Double-Time State
50
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High-search state overtime calculators
These states receive the most calculator and labor-law searches, or already have near-page-one visibility. Start here if you need a state-specific overtime answer fast.
California Overtime CalculatorDaily + weekly overtime rulesCalculate CA overtime →Texas Overtime Calculator40-hour weekly overtime ruleCalculate TX overtime →New York Overtime Calculator40-hour weekly overtime ruleCalculate NY overtime →Florida Overtime Calculator40-hour weekly overtime ruleCalculate FL overtime →Illinois Overtime Calculator40-hour weekly overtime ruleCalculate IL overtime →Washington Overtime Calculator40-hour weekly overtime ruleCalculate WA overtime →Nevada Overtime CalculatorDaily + weekly overtime rulesCalculate NV overtime →Colorado Overtime CalculatorDaily + weekly overtime rulesCalculate CO overtime →Pennsylvania Overtime Calculator40-hour weekly overtime ruleCalculate PA overtime →Ohio Overtime Calculator40-hour weekly overtime ruleCalculate OH overtime →Massachusetts Overtime Calculator40-hour weekly overtime ruleCalculate MA overtime →Arizona Overtime Calculator40-hour weekly overtime ruleCalculate AZ overtime →
Overtime laws by state
4Daily overtime states46Weekly-only states43Tipped wage states30Higher minimum wage states19Federal minimum wage states
| State | Weekly overtime | Daily overtime | Min Wage | Tipped | Salary threshold note | Last reviewed | Calculator |
|---|---|---|---|---|---|---|---|
| Alabama | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $2.13 | In Alabama, salaried status does not automatically mean exempt. The federal salary-basis and duties tests decide whether executive, administrative, professional, outside sales, or computer employees can be exempt from overtime. | Jun 2026 | Calculate → |
| Alaska | 1.5× after 40 hours in a workweek. | 1.5× after 8 hours in a workday. | $13.00* | No tip credit | Alaska requires exempt salaried employees to earn a minimum salary equal to twice the state minimum wage for a 40-hour week. This equals $1,040.00/week ($54,080/year) under the $13.00 rate, and will rise to $1,120.00/week ($58,240/year) on July 1, 2026. | Jun 2026 | Calculate → |
| Arizona | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $15.15* | $12.15 | Arizona generally relies on federal FLSA exemption tests. A salary alone does not remove overtime rights; duties and salary-basis rules still matter. | Jun 2026 | Calculate → |
| Arkansas | 1.5× after 40 hours in a workweek (federal FLSA standard; state law applies to employers with 4+ employees). | No general daily overtime rule. | $11.00* | $2.63 | Arkansas aligns with federal FLSA thresholds for salaried exemptions. Exempt employees must meet duties tests and earn at least $684/week ($35,568/year). | Jun 2026 | Calculate → |
| California | 1.5× after 40 hours in a workweek. | 1.5× after 8 hours in a workday. | $16.90* | No tip credit | Salaried employees in California must meet both a duties test and a strict minimum salary threshold (equal to twice the state minimum wage for full-time work, which is $70,304/year in 2026) to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| Colorado | 1.5× after 40 hours in a workweek. | 1.5× after 12 hours in a workday. | $15.16* | $12.14 | Colorado's COMPS Order sets high minimum salary thresholds for overtime exemption, which are adjusted annually. In 2026, the threshold is $1,111.23/week ($57,784/year) for most exempt categories, alongside specific job duties tests. | Jun 2026 | Calculate → |
| Connecticut | 1.5× after 40 hours in a workweek. State law mirrors federal FLSA standards. | No general daily overtime rule. | $16.94* | $6.38 | Connecticut exempt salaried employees must meet standard duties tests and earn at least the federal threshold ($684/week). Some executive and administrative exemptions follow state-specific definitions. | Jun 2026 | Calculate → |
| Delaware | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $13.25* | $2.23 | Delaware follows standard federal salary thresholds for overtime exemption. Salaried employees must earn at least $684/week ($35,568/year) and perform exempt duties to be classified as exempt. | Jun 2026 | Calculate → |
| Florida | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $14.00* | $10.98 | Florida aligns with standard federal thresholds for salaried exemptions. Exempt executive, administrative, and professional employees must meet duties requirements and earn at least $684/week ($35,568/year). | Jun 2026 | Calculate → |
| Georgia | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $5.15* | $2.13 | Georgia follows federal FLSA exemption rules. A salaried employee must earn at least $684/week and primarily perform executive, administrative, or professional duties to be exempt from overtime. | Jun 2026 | Calculate → |
| Hawaii | 1.5× after 40 hours in a workweek (Hawaii Revised Statutes §387-3). | No general daily overtime rule. | $16.00* | $14.00 | Hawaii exempts salaried employees earning at least $4,000/month or who perform bona fide executive, administrative, supervisory, or professional duties. The salary test is a guaranteed monthly threshold, not a simple weekly calculation. | Jun 2026 | Calculate → |
| Idaho | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $3.35 | A salary by itself does not remove overtime rights. Idaho generally relies on federal FLSA exemption rules, so exempt status depends on both salary level and job duties. | Jun 2026 | Calculate → |
| Illinois | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $15.00* | $9.00 | Illinois salaried exempt employees must earn at least the federal threshold ($684/week) and primarily perform executive, administrative, or professional duties to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| Indiana | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Indiana follows federal FLSA exemption tests. Salaried employees must earn at least $684/week and perform exempt duties to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| Iowa | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $4.35 | Iowa relies on federal FLSA exemption criteria. Salaried employees must earn at least $684/week and primarily perform executive, administrative, or professional duties. | Jun 2026 | Calculate → |
| Kansas | 1.5× after 40 hours (federal FLSA) or after 46 hours (state-only coverage). | No general daily overtime rule. | $7.25* | $2.13 | Kansas follows federal FLSA exemption rules. A salary alone does not remove overtime rights; the employee must pass duties and salary-basis tests. | Jun 2026 | Calculate → |
| Kentucky | 1.5× after 40 hours in a workweek. 7th consecutive day rule: 1.5× for all hours worked on the 7th day. | No general daily overtime rule. | $7.25* | $2.13 | Kentucky follows federal FLSA exemption criteria. Salaried workers must meet both duties and salary-basis tests to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| Louisiana | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $2.13 | Louisiana salary questions usually turn on federal FLSA exemption tests. A job title or fixed salary is not enough; the employee's duties and salary basis must qualify. | Jun 2026 | Calculate → |
| Maine | 1.5× after 40 hours in a workweek (Maine Revised Statutes Title 26 §764). | No general daily overtime rule. | $15.10* | $7.55 | Maine requires exempt salaried employees to earn at least 3,000 times the state minimum wage per year. In 2026, that's $871.16/week ($45,300.32/year) — significantly higher than the federal threshold of $684/week. Employees must also pass the duties test. | Jun 2026 | Calculate → |
| Maryland | 1.5× after 40 hours in a workweek (Maryland Code, Labor and Employment §3-415). | No general daily overtime rule. | $15.00* | $3.63 | Maryland follows federal FLSA exemption rules. Salaried employees must earn at least $684/week and primarily perform exempt duties. Maryland also has a parallel state exemption test. | Jun 2026 | Calculate → |
| Massachusetts | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $15.00* | $6.75 | Massachusetts salaried employees are not automatically exempt. Exemption status depends on duties, salary basis, and the applicable federal and state overtime rules. | Jun 2026 | Calculate → |
| Michigan | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $13.73* | $5.49 | Michigan salary classifications must still satisfy overtime exemption rules. A salaried employee can be non-exempt if the duties or salary-basis requirements are not met. | Jun 2026 | Calculate → |
| Minnesota | Federal FLSA coverage generally requires 1.5× after 40 hours; Minnesota state law requires 1.5× after 48 hours when only state law applies. | No general daily overtime rule. | $11.41* | No tip credit | Minnesota salaried employees can still be non-exempt. Duties, salary basis, and coverage determine whether overtime is owed. | Jun 2026 | Calculate → |
| Mississippi | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Mississippi follows federal FLSA exemption rules. A salaried employee must earn at least $684/week and meet the duties test to be exempt from overtime. | Jun 2026 | Calculate → |
| Missouri | 1.5× after 40 hours in a workweek (Missouri Revised Statutes §290.505). | No general daily overtime rule. | $15.00* | $7.50 | Missouri follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Montana | 1.5× after 40 hours in a workweek (Montana Code 39-3-406). | No general daily overtime rule. | $10.85* | No tip credit | Montana follows federal FLSA exemption standards for executive, administrative, and professional roles. Exempt employees must meet the weekly salary threshold and duties test. | Jun 2026 | Calculate → |
| Nebraska | 1.5× after 40 hours in a workweek (Nebraska Revised Statutes §48-601). | No general daily overtime rule. | $15.00* | $2.13 | Nebraska follows federal FLSA exemption standards. Exempt employees must meet the salary threshold and perform exempt duties. | Jun 2026 | Calculate → |
| Nevada | 1.5× after 40 hours in a workweek. | 1.5× after 8 hours in a workday. | $12.00* | No tip credit | Nevada follows federal FLSA exemption criteria for salaried employees. Workers must earn at least $684/week ($35,568/year) and perform qualifying executive, administrative, or professional duties to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| New Hampshire | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $3.27 | New Hampshire follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and perform exempt duties to be classified as exempt. | Jun 2026 | Calculate → |
| New Jersey | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $15.92* | $6.05 | New Jersey generally aligns with federal duties tests for salaried exemptions, and the state conducts NJDOL wage and hour review processes. Exempt white-collar workers must earn at least the federal threshold ($684/week) and perform defined duties. | Jun 2026 | Calculate → |
| New Mexico | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $12.00* | $3.00 | New Mexico follows federal FLSA exemption criteria. Salaried employees must earn at least $684/week ($35,568/year) and satisfy duties tests for executive, administrative, or professional roles to be classified as exempt from overtime. | Jun 2026 | Calculate → |
| New York | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $16.00* | $10.65 | To be exempt from overtime as an administrative or executive employee in New York, workers must meet specific duties criteria and earn a salary threshold that varies by region (e.g., $1,326.00/week downstate and $1,248.00/week upstate in 2026). | Jun 2026 | Calculate → |
| North Carolina | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | North Carolina follows federal FLSA exemption standards. Salaried workers must earn at least $684/week and perform exempt duties. | Jun 2026 | Calculate → |
| North Dakota | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $4.86 | North Dakota follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Ohio | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $11.00* | $5.50 | Ohio follows standard federal FLSA exemption tests. To be classified as exempt, salaried employees must earn at least $684/week ($35,568/year) and primarily perform executive, administrative, or professional duties as defined by the DOL. | Jun 2026 | Calculate → |
| Oklahoma | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Oklahoma follows federal FLSA exemption standards. Salaried workers must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Oregon | 1.5× after 40 hours in a workweek (Oregon Revised Statutes §653.261). | No general daily overtime rule. | $15.79* | No tip credit | Oregon follows federal FLSA exemption standards for most exemptions. Salaried employees must earn at least $684/week and perform primarily exempt duties. | Jun 2026 | Calculate → |
| Pennsylvania | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $2.83 | A Pennsylvania salary does not automatically remove overtime rights. Exemptions depend on salary level, salary basis, and duties, and state rules may require a more protective overtime calculation for some salaried non-exempt workers. | Jun 2026 | Calculate → |
| Rhode Island | 1.5× after 40 hours in a workweek (Rhode Island General Laws §28-12-4.1). | No general daily overtime rule. | $16.00* | $3.89 | Rhode Island follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| South Carolina | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $2.13 | South Carolina salaried status depends on federal exemption rules. A salary, manager title, or office role does not automatically remove overtime rights. | Jun 2026 | Calculate → |
| South Dakota | 1.5× after 40 hours in a workweek (South Dakota Codified Laws §60-4-1). | No general daily overtime rule. | $11.85* | $5.93 | South Dakota follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Tennessee | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Tennessee follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and perform exempt duties. | Jun 2026 | Calculate → |
| Texas | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $7.25* | $2.13 | Texas follows standard federal FLSA guidelines for salaried exemptions. To be exempt, employees must generally perform executive, administrative, or professional duties and earn at least $684/week ($35,568/year). | Jun 2026 | Calculate → |
| Utah | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Utah follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Vermont | 1.5× after 40 hours in a workweek (Vermont Statutes Title 21 §382). | No general daily overtime rule. | $14.42* | $7.21 | Vermont follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Virginia | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $12.77* | $2.13 | Virginia follows federal FLSA exemption criteria for salaried employees. Workers must earn at least $684/week ($35,568/year) and perform executive, administrative, or professional duties. VOWA also provides state-level remedies if employers misclassify non-exempt workers. | Jun 2026 | Calculate → |
| Washington | 1.5× after 40 hours in a workweek. | No general daily overtime rule. | $17.13* | No tip credit | Washington has state-specific salary exemption thresholds that are significantly higher than federal rules. In 2026, all employers must pay exempt employees at least 2.25× the state minimum wage — $1,541.70/week ($80,168.40/year). | Jun 2026 | Calculate → |
| West Virginia | 1.5× after 40 hours in a workweek (West Virginia Code §21-5C-3). | No general daily overtime rule. | $8.75* | $2.62 | West Virginia follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Wisconsin | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.33 | Wisconsin follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
| Wyoming | 1.5× after 40 hours in a workweek (federal FLSA standard). | No general daily overtime rule. | $7.25* | $2.13 | Wyoming follows federal FLSA exemption standards. Salaried employees must earn at least $684/week and primarily perform exempt duties. | Jun 2026 | Calculate → |
Official state labor office contacts are listed by the U.S. DOL State Labor Offices directory.
States with daily overtime
Highest minimum wages
Tipped wage states
States with a tipped cash wage lower than the standard minimum wage require employers to make up the difference when tips are not enough.
Federal minimum wage states
These states generally use the $7.25/hour federal floor for many covered employees. Overtime still depends on the employee's regular rate of pay.
Why state minimum wage matters for overtime
Overtime is always calculated from the regular rate of pay, which can't be lower than the applicable minimum wage. In states with minimum wages above the federal $7.25 (like Washington at $17.13, California at $16.90, or New Jersey at $15.92), the overtime premium is based on that higher floor.
Additionally, some states have mandatory daily overtime triggers that override the weekly FLSA standard. California, Colorado, Alaska, and Nevada are the most notable examples.
How to use the state overtime calculator pages
Each state calculator page lets you enter your hourly rate, regular hours, and overtime hours to compute estimated overtime pay under state-specific rules. For states with daily overtime, the calculator adjusts the math accordingly.
All calculators are free, educational estimates — not legal or payroll advice. Always verify with official state labor department sources linked on each page.
Federal vs. State Labor Mandates
The Fair Labor Standards Act (FLSA) mandates overtime (1.5×) strictly after 40 hours worked in a single workweek. However, states like California, Colorado, Alaska, and Nevada require overtime calculation on a daily basis (e.g. after 8 or 12 hours worked in a single workday).
Local Minimum Wages & Multipliers
While the federal minimum wage has remained at $7.25 since 2009, over 30 states enforce much higher minimums (some exceeding $16.00/hr). In addition, states like California enforce mandatory daily double time (2.0×) for hours worked over 12 in a single day.
A
C
I
M
MaineME
Min Wage: $15.10/hr
MarylandMD
Min Wage: $15.00/hr
MassachusettsMA
Min Wage: $15.00/hr
MichiganMI
Min Wage: $13.73/hr
MinnesotaMN
Min Wage: $11.41/hr
MississippiMS
Min Wage: $7.25/hr
MissouriMO
Min Wage: $15.00/hr
MontanaMT
Min Wage: $10.85/hr
N
NebraskaNE
Min Wage: $15.00/hr
NevadaNV
Min Wage: $12.00/hr
New HampshireNH
Min Wage: $7.25/hr
New JerseyNJ
Min Wage: $15.92/hr
New MexicoNM
Min Wage: $12.00/hr
New YorkNY
Min Wage: $16.00/hr
North CarolinaNC
Min Wage: $7.25/hr
North DakotaND
Min Wage: $7.25/hr
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Rule last reviewed: July 7, 2026Page last updated: July 8, 2026Official sources
Disclaimer and review policy
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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