California Overtime Calculator 2026

For covered nonexempt employees in California, overtime is generally 1.5× the regular rate for hours worked beyond 40 in a workweek. At the California minimum wage of $16.90/hour that is $25.35/hour. Enter your own hours above for a full breakdown.

Yes. California generally requires both daily and weekly overtime for covered nonexempt employees. Under state law, employers must pay 1.5× the regular rate of pay for hours worked beyond 8 in a single workday, or beyond 40 in a workweek. Additionally, the daily overtime rate applies to the first 8 hours worked on the seventh consecutive day of a workweek. Double-time pay (2.0×) generally applies for hours worked beyond 12 in a workday. Use the calculator above to model your daily and weekly shifts to ensure correct pay estimates.

In California, double-time pay at 2.0× the employee's regular rate of pay generally applies for hours worked beyond 12 in a single workday. Additionally, double time is required for all hours worked beyond 8 on the seventh consecutive day of work in a single workweek. Regular overtime at 1.5× applies for hours worked between 8 and 12 in a workday, or for the first 8 hours on the seventh consecutive day. These rules provide robust daily protections. Use the calculator above to model hours and see double-time breakdowns.

At the California minimum wage of $16.90/hour the overtime rate is $25.35/hour. A 45-hour week at that wage comes to $676.00 regular plus $126.75 overtime — $802.75 gross.

In California, tip credits are not permitted under state law. Employers must pay tipped workers the full state minimum wage of $16.90/hour in addition to any tips they receive. Overtime pay for tipped employees must be calculated at 1.5× the full minimum wage, not any lower cash rate. For example, if a tipped worker in California works 45 hours, they earn $676.00 for 40 regular hours and $126.75 for 5 overtime hours, totaling $802.75 in weekly gross pay, separate from tips.

Unpaid overtime claims in California go to California Department of Industrial Relations (DIR) / Labor Commissioner's Office, and a lawyer is generally not required. Bring timesheets and pay stubs. Federal claims can instead go to the U.S. Department of Labor's Wage and Hour Division.

Salaried employees are not automatically exempt from overtime in California. Exemption generally depends on meeting three legal tests: (1) Salary Basis Test — paid a fixed salary, (2) Salary Level Test — earning at least $70,304/year in 2026, and (3) Job Duties Test — primarily performing executive, administrative, or professional duties. California employers generally need to satisfy the stricter applicable standard, including the salary level and duties tests. Job title alone does not determine exemption status. If a salaried employee earns $1,000/week but spends most of their time performing non-exempt duties (retail, manual labor, or administrative tasks), they may be legally non-exempt and entitled to overtime pay at 1.5× for hours over 40 in a workweek.