Time and a Half Calculator
Enter your hourly wage and instantly calculate your 1.5× overtime rate, regular pay, overtime pay, and total weekly earnings under US FLSA rules
Time and a Half Calculator
Calculate your overtime pay rate instantly
Pay Period & Annual Projections
| Period | Regular Pay | Overtime Pay | Total |
|---|---|---|---|
| Weekly | $800.00 | $300.00 | $1100.00 |
| Bi-Weekly | $1600.00 | $600.00 | $2200.00 |
| Semi-Monthly | $1733.60 | $650.10 | $2383.70 |
| Monthly | $3466.40 | $1299.90 | $4766.30 |
| Annual | $41600.00 | $15600.00 | $57200.00 |
Common Time and a Half Rates
| Hourly Rate | Overtime Rate (1.5×) | Per 8 Hours OT |
|---|---|---|
| $10.00 | $15.00 | $120.00 |
| $12.00 | $18.00 | $144.00 |
| $15.00 | $22.50 | $180.00 |
| $18.00 | $27.00 | $216.00 |
| $20.00 | $30.00 | $240.00 |
| $25.00 | $37.50 | $300.00 |
| $30.00 | $45.00 | $360.00 |
| $35.00 | $52.50 | $420.00 |
| $40.00 | $60.00 | $480.00 |
| $50.00 | $75.00 | $600.00 |
Am I Eligible for Overtime?
Are you paid hourly or salary?
Key Facts About Time and a Half
- •Time and a half means 1.5× (150%) of your regular pay rate
- •Under FLSA, overtime is mandatory for non-exempt employees working over 40 hours/week
- •Some states (like California) also require overtime after 8 hours per day
Example: $20/hr → Overtime Rate = $30/hr
What is Time and a Half & How Does it Work?
Time and a half is an overtime pay rate where employees earn 1.5 times their regular hourly wage. Under the US Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at 1.5× their regular rate for hours worked beyond 40 in a workweek.
How to Calculate Time and a Half
Calculating time and a half is straightforward — multiply your hourly rate by 1.5. That gives you your overtime rate. Then multiply the overtime rate by your overtime hours to get total overtime pay.
Formula:
Overtime Rate = Hourly Rate × 1.5
Total Pay = (Regular Hours × Hourly Rate) + (Overtime Hours × Overtime Rate)
Who Qualifies for Overtime Pay?
- Non-exempt employees working over 40 hours per week (federal law)
- Hourly wage workers (automatically eligible in most cases)
- Salaried employees earning below the salary threshold ($684/week)
Quick Reference: Common Overtime Rates
| Hourly Rate | OT Rate (1.5×) | 40h + 10h OT = Weekly Pay |
|---|---|---|
| $10 | $15.00 | $550.00 |
| $15 | $22.50 | $825.00 |
| $20 | $30.00 | $1100.00 |
| $25 | $37.50 | $1375.00 |
| $30 | $45.00 | $1650.00 |
US State-Specific Overtime Rules
Beyond federal law, several US states have additional overtime protections:
- California: Daily OT after 8 hours (1.5×), double time after 12 hours, 7th consecutive day OT
- Colorado: Daily OT after 12 hours and weekly OT after 40 hours
- Alaska: Daily OT after 8 hours and weekly OT after 40 hours
- Nevada: Daily OT after 8 hours if earning less than 1.5× minimum wage
Note: This calculator uses the federal FLSA standard (1.5× after 40 hours/week). Your specific state overtime laws may differ. Always verify with your state's Department of Labor.
💡 Real World Examples
🏥 Nurse / Healthcare Worker
Scenario: Earning $35/hr, working 40 regular hours + 12 overtime hours per week.
Calculation: OT Rate: $$35 × 1.5 = $52.50/hr | Total: $$1,400 + $$630 = $2,030
🛒 Retail Worker
Scenario: Earning $15/hr, working 40 regular + 8 overtime hours during holiday season.
Calculation: OT Rate: $$15 × 1.5 = $22.50/hr | Total: $$600 + $$180 = $780
🔨 Construction Worker
Scenario: Earning $25/hr, working 40 regular + 15 overtime hours on a big project.
Calculation: OT Rate: $$25 × 1.5 = $37.50/hr | Total: $$1,000 + $$562.50 = $1,562.50
⭐ Why Use Our Time and a Half Calculator?
Instant Accurate Results
Get precise overtime pay calculations in real-time as you type
Complete Pay Breakdown
See regular pay, overtime pay, and total weekly earnings all at once
100% Free Tool
No registration, no hidden fees, completely free forever
Mobile Friendly
Works perfectly on all devices - phone, tablet, or desktop
Copy & Print
Easily copy results or print for your records
Reference Tables
Quick overtime rate lookup tables for common hourly wages
Overtime for Salaried Employees: Are You Eligible?
Many people assume salaried employees cannot receive overtime — this is a common misconception. Under the FLSA, salaried employees can still be eligible for overtime if they fall into the "non-exempt" category.
The key threshold is $35,568/year ($684/week). Employees earning below this amount are generally eligible for overtime regardless of job title. Above this threshold, it depends on the "duties test" — whether your primary job function is executive, administrative, or professional in nature.
Common misconception: Having a "manager" title does not automatically make you exempt. If you spend most of your time on non-managerial tasks, you may still qualify for overtime. Use the "Salaried Worker" mode in our calculator above to derive your hourly rate from your annual salary.
Time and a Half vs. Double Time: What's the Difference?
Time and a half (1.5×) is the standard overtime rate mandated by federal law. Double time (2×) pays twice your regular rate and applies in specific situations.
When Double Time Applies
- California: After 12 hours in a single day
- 7th consecutive workday after 8 hours (California)
- Holiday work (some employer agreements)
- Union collective bargaining agreements
Example ($20/hr)
- 1.5× Rate: $30/hr
- 2× Rate: $40/hr
- 10h OT @1.5× + 4h @2× = $460
Use the "+ Add Double Time" button in our calculator above to combine multiple overtime rates in a single calculation.
FLSA Exemption Categories Explained
Executive Exemption
Manages at least 2 employees, has hiring/firing authority, and primary duty is management.
Administrative Exemption
Performs office or non-manual work related to business operations or general policies, exercises independent judgment on significant matters.
Professional Exemption
Performs work requiring advanced knowledge (doctors, lawyers, teachers, engineers) or creative fields requiring invention/imagination.
Computer Employee Exemption
Systems analysts, programmers, or software engineers. Must earn at least $35,568/year on salary basis or $27.63/hour if paid hourly.
Outside Sales Exemption
Primary duty is making sales or obtaining orders outside the employer's place of business. No salary threshold required.
Highly Compensated Exemption
Employees earning $107,432+/year may be exempt if they regularly perform at least one exempt duty.
Holiday Pay & Shift Differentials
Federal law does not require extra pay on holidays, but many employers offer time and a half or double time. If you work a holiday AND exceed 40 hours that week, you still get overtime — the holiday premium is a bonus on top.
Shift differentials are extra pay for working less desirable shifts (2nd or 3rd shift). Typically $1-$5/hr extra or 5-15% of base pay. Important: Shift differentials must be included in your "regular rate" when calculating overtime, which increases your OT pay.
Common Overtime Mistakes Employers Make
Calling employees "exempt" when they don't meet the duties test or salary threshold.
Overtime must be calculated on a weekly basis — employers cannot average hours across a pay period.
Offering compensatory time off instead of overtime pay is an FLSA violation in the private sector.
Training time, travel time, and mandatory meetings all count as "hours worked" for overtime purposes.
Mandatory Overtime: Know Your Rights
In most cases, employers can legally require overtime work — but they must properly compensate for those hours. Refusing overtime can result in disciplinary action, but there are exceptions.
- You have the right to refuse overtime in hazardous conditions
- Excessive overtime can negatively impact health, morale, and workplace safety
- Some states limit mandatory overtime (especially for healthcare workers)
- File complaints at: US Department of Labor, Wage and Hour Division — 1-866-4-US-WAGE
🔒 Accuracy & Reliability
Our calculator follows the US Fair Labor Standards Act (FLSA) overtime rules for accurate calculations.
Last Updated: March 10, 2026
Calculation Standard: FLSA 1.5× Overtime Rate