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Use the U.S. Department of Labor’s free FLSA Overtime Calculator Advisor to estimate overtime for a sample pay period. For covered, nonexempt employees, the general federal rule requires at least 1.5 times the regular rate for hours worked over 40 in a workweek. The calculator is a guide, not a final determination: eligibility, state law, and how you are paid can change the result.
How to use the free overtime calculator
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Gather your pay records and the hours you worked for the corresponding period. The Department of Labor (DOL) says two to four weeks of records may be sufficient, depending on how you are paid.
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Open the DOL FLSA Overtime Calculator Advisor and follow its prompts for pay frequency, hours, pay rates, and additional compensation.
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Select the pay method that reflects your arrangement. The tool covers hourly pay, salary, commissions, tips, day rate, job or task rate, piece rate, and other methods.
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Review the result as an estimate for the sample pay period. If you are unsure whether you are covered or exempt, or your state has different rules, check those issues before relying on a federal-only estimate.
DOL cautions that the Advisor does not cover every workplace situation, so an actual overtime calculation may differ. Its instructions direct users with questions about coverage or exemptions to review the relevant FLSA information.
How much overtime pay should you get?
Under the general federal Fair Labor Standards Act (FLSA) rule, a covered, nonexempt employee must receive at least one and one-half times their regular rate for each hour worked beyond 40 in a workweek. The rule is about hours worked in that defined workweek, not simply the number of hours on a paycheck.
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A basic hourly example
If a covered, nonexempt employee’s regular rate is $20 an hour and they work 45 hours in their workweek, the five overtime hours are generally paid at no less than $30 an hour. That is $150 in overtime pay, in addition to pay for the first 40 hours. This illustration assumes the regular rate is in fact $20 and that no other compensation or special rule changes the calculation.
What counts as a workweek?
A workweek is a fixed, recurring period of 168 hours—seven consecutive 24-hour periods. It can start on any day and does not have to match a calendar week or your payroll period. Hours generally cannot be averaged across two or more workweeks to avoid overtime. The DOL explains this in its overtime guidance.
Federal law does not require overtime solely because you worked a weekend or holiday. The hours threshold and applicable rules determine whether federal overtime is due; an employer policy or state law may provide additional benefits.
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Why your regular rate may differ from your base wage
The 1.5-times calculation uses the regular rate, which may be more than the hourly wage printed on a pay stub. The regular rate generally includes employment compensation, subject to specific statutory exclusions, and is calculated in relation to hours actually worked. The method can depend on whether you are paid hourly, by salary, commission, tips, piece rate, or another arrangement.
Bonuses and other compensation can also affect the regular-rate calculation depending on the payment and the applicable rules. For that reason, multiplying a stated base wage by 1.5 may not give the correct overtime rate. Use the calculator’s relevant pay-method and additional-compensation prompts, and seek qualified guidance if your pay arrangement is unusual or the records do not make the calculation clear. The DOL’s regular-rate fact sheet describes the federal framework.
Does salary mean you are not owed overtime?
No. Being paid a salary does not, by itself, settle whether you are entitled to overtime. The general federal rule applies to covered, nonexempt employees, while some employees qualify for exemptions under specific requirements. Coverage and exemption status depend on the applicable facts and rules, not just the word “salary” or a job title. If you are uncertain, use the DOL’s calculator and FLSA information as starting points rather than treating an estimate as a ruling on your status.
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Can state overtime rules change the result?
Yes. Some states have wage laws that provide greater worker protections than the federal baseline. When federal and state laws both apply, the DOL says the employee is entitled to the more generous applicable benefit or right. A federal calculator may not account for a state-specific rule, so check the law that applies where you work before treating its result as definitive. The DOL summarizes the relationship between federal and state protections in its FLSA guidance.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.When to treat the result with extra care
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Your coverage or exemption status is uncertain: the standard 40-hour rule is for covered, nonexempt employees, not every worker in every arrangement.
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You have non-hourly or mixed compensation: salary, commission, tips, piece-rate pay, bonuses, or other compensation can affect the regular-rate calculation.
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You worked in a state with its own wage protections: state rules may entitle you to more than the federal calculation shows.
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Your pay records or hours do not fit the calculator’s prompts: the DOL describes the Advisor as a sample-period tool and says its result may differ from an actual calculation.
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