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Enter an hourly rate, regular hours, overtime hours, and the multiplier that applies to your scenario. The tool separates regular pay from overtime pay and adds them for a weekly estimate.
Overtime Pay = Hourly Rate * Overtime Multiplier * Overtime HoursWhere the standard overtime multiplier is 1.5x (time and a half) for standard overtime, or 2.0x (double time) for holidays or late hours.
Identify your base Hourly Rate and total Regular Hours worked (standard is up to 40 hours).
Record the number of hours worked exceeding 40 as Overtime Hours.
Multiply your base hourly rate by 1.5 (or 2.0) to determine your Overtime Rate.
Compute the sum of your regular earnings and your overtime earnings to find your total gross pay.
The tool multiplies the regular hourly rate by the overtime multiplier and overtime hours, then adds regular earnings for the period.
Eligibility and the legally required regular rate depend on worker classification, jurisdiction, pay components, and the applicable workweek. This estimate is not a determination of wages legally owed.
Reviewed July 28, 2026
Separate pay components: Review regular earnings and overtime earnings side by side.
Selectable multiplier: Compare time-and-a-half, double time, or 2.5 times the entered rate.
Overtime hourly rate: See the implied rate used in the calculation.
Monthly scenario: View a simple 4.33-week projection when weekly hours stay constant.
Under the federal Fair Labor Standards Act, covered, non-exempt employees generally receive at least one and one-half times their regular rate for hours over 40 in a workweek. Exemptions, state laws, union agreements, and the definition of the regular rate can change the result.
Time and a half is the standard premium rate paid for overtime hours. It is calculated by multiplying your base hourly wage by **1.5**. For example, if your base wage is $20/hr, your overtime pay rate is $30/hr.
No. Coverage and exemptions depend on the applicable law and the worker's duties and compensation, not simply whether the worker is salaried or hourly. The U.S. Department of Labor or a state labor agency can provide current guidance.
Applicable law, worker classification, the defined workweek, bonuses, shift differentials, state rules, and union agreements can affect the regular rate and whether overtime is owed. Use official labor guidance for a legal determination.
To convert your overtime and regular earnings into a clean annual salary equivalent, try our Salary to Hourly Converter to calculate annual earning power.