Calculate overtime pay under FLSA and state-specific rules including California daily overtime and double-time.
📅 Última actualización: Junio 2026·✅ Revisado por especialistas en derecho laboral·🔒 Sin registro · 100% gratuito
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⏰Overtime Pay Calculator
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✓ Your Estimated Result
Total overtime pay owed
$0.00
Based on FLSA and applicable state law
⚠️ This calculator provides estimates for informational purposes. Actual amounts depend on your specific employment contract, state law, and individual circumstances. Consult an employment attorney for advice specific to your situation.
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How Overtime Pay Works in the US (FLSA 2025)
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay of at least 1.5 times their regular rate for all hours worked over 40 in a workweek. Some states have additional requirements that go further than federal law.
State Overtime Rules Summary
State
Daily OT Rule
Double Time
California
1.5× after 8 hrs/day
2× after 12 hrs/day or 7th consecutive day
Nevada
1.5× after 8 hrs/day (if hourly ≤ 1.5× min wage)
No state requirement
Alaska
1.5× after 8 hrs/day
No state requirement
All other states
Federal only (40 hrs/week)
No state requirement
Exempt employees (executive, administrative, professional) earning more than $684/week ($35,568/year) as of the current federal threshold are generally not entitled to overtime. However, some states have higher thresholds.
Frequently Asked Questions
Employees classified as exempt under the 'white collar' exemptions (executive, administrative, professional, outside sales, computer employees) who earn at least $684/week are generally not entitled to overtime. Highly compensated employees earning over $107,432/year may also qualify for a simplified exemption test.
Private sector employers generally cannot substitute comp time for overtime pay under the FLSA. Government and public sector employers may offer comp time at 1.5 hours per overtime hour worked.
It's not just your hourly rate. The regular rate includes non-discretionary bonuses, shift differentials, and other compensation. Commissions and certain bonuses must also be factored into the overtime calculation.