Your Timesheet Says 48 Hours. Your Paycheck Says Otherwise.
You stayed late three nights, covered a Saturday shift, and your timesheet shows 48 hours. Then the paycheck lands and the number looks close, but not quite right. Sound familiar? You are not alone. Overtime math trips up a lot of workers, and it trips up plenty of employers too. The U.S. Department of Labor recovers millions in back wages every year from businesses that shorted workers on overtime, and misclassification is one of the most common wage violations in the country.
The good news: overtime pay follows one clear federal rule, and once you know it, you can check your own paycheck in about thirty seconds. Punch in your rate and hours above to get your regular pay, overtime premium, double-time pay, gross total, and effective hourly rate.
How Do You Calculate Overtime Pay?
Every overtime paycheck breaks down into the same five pieces:
- Regular Pay = Hourly Rate x Regular Hours
- Overtime Pay = Hourly Rate x 1.5 x Overtime Hours
- Double-Time Pay = Hourly Rate x 2 x Double-Time Hours
- Gross Pay = Regular Pay + Overtime Pay + Double-Time Pay
- Effective Hourly Rate = Gross Pay / Total Hours Worked
Worked example: $20 per hour, 50 hours worked
| Pay component | Calculation | Amount |
|---|---|---|
| Regular pay | 40 hrs x $20.00 | $800.00 |
| Overtime pay (time and a half) | 10 hrs x $30.00 | $300.00 |
| Gross pay | $800 + $300 | $1,100.00 |
| Effective hourly rate | $1,100 / 50 hrs | $22.00/hr |
That $22.00 effective rate is the real value of each hour you worked that week. It is the number to use when comparing a job with heavy overtime against a higher straight-time wage. Note the calculator shows gross pay before taxes: overtime is taxed at your normal income tax rate, with no special overtime tax. To see what actually lands in your bank account after federal and state taxes, run the gross through our paycheck calculator for the full take-home breakdown.
What Overtime Looks Like at Common Hourly Rates
Same 50-hour week, different wages. The table below shows how time and a half adds up as your rate climbs:
| Hourly rate | Regular pay (40 hrs) | Overtime pay (10 hrs x 1.5) | Gross pay | Effective hourly rate |
|---|---|---|---|---|
| $15.00 | $600.00 | $225.00 | $825.00 | $16.50 |
| $18.00 | $720.00 | $270.00 | $990.00 | $19.80 |
| $20.00 | $800.00 | $300.00 | $1,100.00 | $22.00 |
| $25.00 | $1,000.00 | $375.00 | $1,375.00 | $27.50 |
| $30.00 | $1,200.00 | $450.00 | $1,650.00 | $33.00 |
Notice how ten overtime hours at $30 per hour add $450 to the week, which is why so many workers chase OT. It also shows why the effective rate matters: $33.00 per hour in real value is a very different story from $30.00 on paper.
FLSA vs California Overtime Rules
The federal Fair Labor Standards Act (FLSA) sets the baseline: covered, non-exempt employees must earn 1.5 times their regular rate for every hour worked beyond 40 in a single workweek. Two things people get wrong: it is per workweek, not per pay period, so a 50-hour week and a 30-hour week do not average out. And "regular rate" includes most non-discretionary bonuses, shift differentials, and incentive pay, not just your base wage.
California goes further:
| Rule | Federal (FLSA) | California |
|---|---|---|
| Daily overtime threshold | None. Weekly only | Over 8 hours in a day, paid at 1.5x |
| Weekly overtime threshold | Over 40 hours in a week, paid at 1.5x | Over 40 hours in a week, paid at 1.5x |
| Double time | Not required by federal law | Over 12 hours in a day, or over 8 on the 7th consecutive day |
| Seventh consecutive day | No special rule | First 8 hours at 1.5x, beyond that at 2x |
That is why the calculator has a separate double-time field. If you work in California, or your employer offers double time, enter those hours there instead of lumping them into regular overtime.
Not everyone is covered. Certain salaried employees in executive, administrative, professional, and some computer roles can be exempt if they meet the salary threshold and job-duty tests. Most hourly workers are non-exempt. If your title changed to "manager" but your duties did not, it is worth a second look.
One 2026 update: the One Big Beautiful Bill Act (OBBBA) lets eligible workers deduct up to $12,500 of the overtime premium from taxable income. Note "premium": in the $20 example, only the extra $100 (10 hrs x $10.00) above your regular rate is deductible, not the full $300. Talk to a tax professional before filing.
Check Your Numbers Against Your Pay Stub
Now you know the rule and the math. The smart move is to verify your employer's numbers, because payroll errors favor the house more often than you would think. Run your hours above, then compare line by line with your pay stub. Want the full layout? Try our pay stub generator to put regular, overtime, and double-time pay side by side. If anything looks wrong, the Department of Labor's Wage and Hour Division takes complaints and keeps them confidential.
Frequently Asked Questions
How do you calculate overtime pay?
Multiply your hourly rate by 1.5, then multiply by your overtime hours. The full formula is: Overtime Pay = Hourly Rate x 1.5 x Overtime Hours. Add that to your regular pay (rate x 40 hours) for your weekly gross. Try the overtime pay calculator above and it does all five steps automatically.
What is the overtime rate under federal law?
Under the Fair Labor Standards Act, covered non-exempt employees must be paid at least 1.5 times their regular hourly rate for every hour worked over 40 in a single workweek. That rate is often called time and a half. Double time is not required under federal law.
Can salaried employees get overtime pay?
Yes, if they are non-exempt. Being paid a salary does not automatically make you exempt. Under the FLSA, only employees in executive, administrative, professional, and certain computer roles who meet both the salary threshold and job-duty tests are exempt. A salaried worker who does not meet those tests is entitled to overtime just like an hourly worker.
Does California have different overtime rules?
Yes. California requires overtime at 1.5x for hours over 8 in a single day, not just over 40 in a week, and double time (2x) for hours over 12 in a day or over 8 on the seventh consecutive day of a workweek. Federal law has no daily overtime or double-time requirement.
Last updated: 2026 | For estimation only. Actual pay may vary with shift differentials, bonuses, and state laws.