Overtime Pay Calculator — Full Weekly Paycheck With OT

The overtime pay calculator below adds up your entire week's paycheck — regular hours, overtime hours, and any double-time hours — into one gross pay figure, plus the effective rate you actually earned across the whole week. It's built for hourly, non-exempt employees who want to know exactly what a busy week is worth before the check arrives.

Arb Digital built this tool because so many of the payroll questions we see from small-business clients start the same way: "how much extra is this overtime shift actually worth?" This calculator answers that in seconds, using the same math your employer's payroll system should be using.

What the Overtime Pay Calculator Does

Enter your hourly rate, the regular hours you worked, your overtime hours, and (if it applies) any hours paid at a flat double-time rate. The overtime pay calculator multiplies each bucket of hours by the right rate, adds them together, and shows you the total gross pay for the week — before taxes and deductions come out. It also works out your effective hourly rate for the week (total pay divided by total hours), which is a useful number when you're comparing a heavy overtime week against a normal 40-hour week, or against a different job's straight salary.

If you enter a "weeks worked per year" figure, the tool also multiplies the weekly total out to an annualized estimate. That number is illustrative only — few people work identical overtime every single week — but it's a fast way to see what a sustained overtime schedule would add up to over a year.

How to Use the Overtime Pay Calculator

1. Enter your hourly rate. Use your base rate, not an already-blended average.
2. Enter your regular hours. This is everything up to the overtime threshold — typically 40 hours in a single workweek under federal law.
3. Enter your overtime hours. These are hours worked beyond the regular threshold, paid at the multiplier you select below.
4. Choose your multiplier. 1.5x (time and a half) is the federal standard; 2x (double time) applies in some states or under some employer/union policies.
5. Add double-time hours if any apply. Some states and collective bargaining agreements pay double time after a certain daily or weekly threshold — enter those hours separately here.
6. Optionally add weeks per year to see a rough annualized estimate if this pattern repeated.

The Formula Behind Overtime Pay

The math is straightforward once the hours are sorted into the right buckets:

Total Weekly Pay = (Rate × Regular Hours) + (Rate × Multiplier × Overtime Hours) + (Rate × 2 × Double-Time Hours)

So at $20/hour with 40 regular hours and 10 hours of overtime at 1.5x: regular pay is $20 × 40 = $800, and overtime pay is $20 × 1.5 × 10 = $300, for a total of $1,100 that week. The federal overtime rule — one and one-half times the regular rate for hours worked over 40 in a workweek — comes directly from the U.S. Department of Labor's Fair Labor Standards Act (FLSA) overtime guidance, which is the federal baseline this calculator uses by default.

Why Overtime Is Counted by the Week, Not the Day

This is the single most misunderstood part of overtime law, and it's worth spelling out clearly: the FLSA's overtime rule is triggered by a 40-hour workweek, not by working more than 8 hours in a single day. If you work a 10-hour Monday and a 6-hour Tuesday, that's still just 16 hours toward the week's 40-hour threshold — no daily overtime is owed under federal law, no matter how long any single shift ran. There is no federal daily overtime rule at all.

That said, a handful of states layer their own daily overtime rules on top of the federal floor. California is the best-known example, requiring overtime pay after 8 hours in a single workday (and double time after 12), regardless of the weekly total. A few other states and some union contracts have similar daily thresholds. If you work in one of those states, your actual paycheck may include overtime this calculator's federal-only weekly model wouldn't predict — always check your specific state's labor department rules or your union agreement alongside a general tool like this one.

A "workweek" itself is also a defined, fixed, recurring period of 168 consecutive hours — it doesn't have to run Monday to Sunday, but once an employer sets it, it has to stay fixed. Averaging hours across two workweeks to avoid paying overtime (for example, working 30 hours one week and 50 the next and calling it "80 over two weeks, no overtime") is not allowed under the FLSA.

Exempt vs. Non-Exempt: Who Overtime Rules Actually Cover

Overtime pay only applies to employees classified as "non-exempt" under the FLSA. Non-exempt generally means hourly workers, and many salaried workers below a federal salary threshold, who don't meet specific duties tests for executive, administrative, professional, or outside sales exemptions. "Exempt" employees — typically salaried professionals meeting both a minimum salary level and a duties test — are not legally entitled to overtime pay no matter how many hours they work.

Misclassification is a real and common problem: some employers label a role "salaried" or give it a manager-sounding title specifically to avoid paying overtime, even when the actual day-to-day duties don't meet the legal exemption test. If you're salaried but spend most of your time on non-supervisory, non-discretionary tasks, it's worth checking your status against the DOL's exemption criteria rather than assuming the label on your offer letter settles the question.

The "Regular Rate" Isn't Always Just Your Hourly Wage

One detail that trips up both employees and small employers: the rate overtime is calculated from — the "regular rate" — has to include most nondiscretionary bonuses, shift differentials, and certain other forms of compensation, not just the base hourly wage. If you earn a $2/hour production bonus on top of a $20 base rate, your true regular rate for overtime purposes that week is generally higher than $20, and your overtime premium should be calculated off that blended rate. This calculator uses the hourly rate you enter as the full regular rate for simplicity — if you receive nondiscretionary bonuses, add their per-hour equivalent to your rate before calculating for a more accurate result.

Reading Your Own Pay Stub Against This Calculator

One practical way to use this tool is to run last week's actual hours through it and compare the total against your real pay stub. If the numbers line up, you've confirmed your employer is applying the 40-hour threshold and your chosen multiplier correctly. If they don't line up, the gap is worth investigating before you assume the calculator (or your employer) made a mistake. Common, legitimate reasons for a mismatch include a workweek that doesn't start on Monday, a shift differential baked into your hourly rate that changes which hours count as "regular," or a nondiscretionary bonus that should have been blended into the regular rate before overtime was calculated. Less legitimate reasons include simple payroll errors or, less commonly, a deliberate attempt to under-report overtime hours. Keeping your own hour log alongside your employer's time-tracking system is a low-effort habit that catches most discrepancies early, while they're still a quick conversation with payroll rather than a dispute.

Multiple Jobs and Overtime: A Frequent Point of Confusion

A question we hear often: "I work two part-time jobs totaling 45 hours a week — do I get overtime?" Generally, no — not unless the two jobs are with the same employer (or two commonly controlled entities the DOL treats as a single employer) and the combined hours exceed 40 in that employer's single workweek. Two unrelated employers, each scheduling you under 40 hours, don't trigger federal overtime even if your combined week tops 40 hours, because the FLSA's 40-hour threshold is evaluated per employer, not per person.

How Overtime Interacts With Paid Time Off and Holidays

Another frequent source of confusion is how paid time off factors into the 40-hour overtime threshold. Under federal law, only hours actually worked count toward overtime — paid holidays, vacation days, and sick leave are not "hours worked" for FLSA overtime purposes, even though they show up as paid hours on your check. So if you work 36 hours and take one paid 8-hour holiday in the same week, your paycheck may show 44 total paid hours, but only 36 were actually worked, meaning no federal overtime is owed for that week. Some employers voluntarily count paid holidays toward the overtime threshold as a matter of company policy — check your handbook if this situation applies to you, since it varies by employer even though it isn't federally required.

Common Mistakes to Avoid

• Assuming daily overtime is automatic everywhere. It isn't, federally — check your state's rules if you regularly work long single shifts.
• Forgetting nondiscretionary bonuses in the regular rate. They usually have to be folded in before the overtime multiplier is applied.
• Averaging hours across two weeks. Overtime resets every single workweek and can't be smoothed out over a pay period that spans two weeks.
• Assuming a salary title means no overtime is owed. Exempt status depends on actual duties and a minimum salary level, not the job title alone.
• Mixing up overtime pay with the time-and-a-half rate itself. This tool gives your total weekly paycheck; if you just want the rate per hour, use the calculator linked below.
• Counting paid time off toward the 40-hour threshold. Federally, only hours actually worked trigger overtime — paid holidays and vacation days generally don't, unless your employer's policy says otherwise.
• Assuming two separate part-time jobs combine for overtime. They typically don't unless both jobs are with the same employer or a commonly controlled group of employers.

Related Free Tools From Arb Digital

If you just need the per-hour rate rather than a full week's pay, try the Time and a Half Calculator. To see what your overtime-heavy paycheck looks like after taxes, run it through the Paycheck Take-Home Calculator or the Paycheck Tax Calculator. Comparing an hourly job against a salaried offer? Use the Hourly to Salary Calculator. And if you're negotiating a raise instead of extra hours, the Pay Raise Calculator can help. Browse our full free online tools hub for more.

Frequently Asked Questions

This tool provides general estimates for educational purposes only and is not financial, tax, legal, or medical advice. Figures are illustrative; consult a licensed professional for decisions.