US Overtime Pay Calculator 2026
Use this FLSA overtime calculator to estimate overtime pay fast and accurately. Enter your hourly rate and overtime hours to see time-and-a-half pay, total overtime earnings, and a clear breakdown of how overtime is calculated. This calculator is designed for workers, employers, and payroll checks, and it also helps explain how the current FLSA overtime rules and qualified overtime tax deduction may affect your pay.
What Is Overtime Pay?
Overtime pay is the additional compensation non-exempt employees receive for working beyond their standard scheduled hours. Under the Fair Labor Standards Act (FLSA), the federal law governing overtime in the United States, most non-exempt employees must be paid at least 1.5 times their regular hourly rate for every hour worked beyond 40 hours in a single workweek. This is commonly called time and a half.
The FLSA overtime rule has been in place since 1938 and applies to approximately 143 million workers in the United States. Whether you are an hourly employee, a salaried non-exempt worker, or a part-time employee who unexpectedly clocks extra hours, the overtime pay formula is the same: Overtime Pay = Regular Rate x 1.5 x Overtime Hours.
For 2026, the key federal overtime rules remain anchored to the 40-hour workweek threshold. The FLSA exemption salary threshold is $684 per week ($35,568 per year), meaning salaried workers earning less than this amount are automatically eligible for overtime regardless of their job title. One major development for 2026 is the OBBBA overtime tax deduction, introduced by the One Big Beautiful Bill Act (P.L. 119-21), which allows eligible workers to deduct the premium portion of their overtime pay from federal taxable income.
Who Should Use This Overtime Pay Calculator for US?
This free US overtime pay calculator is built for anyone who needs to quickly and accurately calculate overtime wages under 2026 FLSA rules. You should use this calculator if you are:
- Hourly employees who want to verify their paycheck includes the correct time and a half rate
- Salaried non-exempt workers who need to calculate overtime based on their equivalent hourly rate
- Employers and HR managers calculating correct weekly payroll for overtime-eligible staff
- Freelancers and contractors working under overtime-eligible agreements
- Payroll administrators reconciling weekly gross pay and FICA withholding estimates
- Tax filers estimating their OBBBA qualified overtime premium deduction for 2026
- Part-time workers who crossed the 40-hour threshold during a busy week
- Employees in California, Colorado, and New York who need to cross-check pay against stricter state overtime rules
How to Use USA Overtime Pay Calculator
- Enter your hourly rate. Type your regular base hourly wage. This is your pay before any overtime premium is applied.
- Enter regular weekly hours. Most full-time FLSA non-exempt employees work 40 hours. Enter the standard hours for your workweek.
- Enter overtime hours worked. Enter the number of hours worked beyond your regular schedule this week. Even 0.5 hours counts.
- Select your overtime rate. Choose 1.5x for the federal standard time and a half, 2.0x for double time (required in some states), or a custom rate if your employer uses 1.25x or 1.75x.
- Choose your pay period. View your results weekly, bi-weekly, monthly, or annually for full payroll planning.
- Click Calculate Overtime Pay. Instantly see your regular pay, overtime pay, overtime rate per hour, total gross pay, blended effective hourly rate, and estimated annual earnings.
- Download your results. Export to CSV for payroll records or save as PDF to share with your employer or accountant.
FLSA Overtime Rates and Rules 2026
The table below summarises the key FLSA overtime rates and thresholds in effect for 2026, sourced directly from the U.S. Department of Labor Wage and Hour Division.
| Rule | Federal Standard 2026 | Source |
|---|---|---|
| Overtime threshold (workweek) | 40 hours per week | 29 U.S.C. § 207 |
| Minimum overtime rate | 1.5x regular rate (time and a half) | 29 U.S.C. § 207(a)(1) |
| EAP salary exemption threshold | $684/week ($35,568/year) | 29 CFR § 541 (2019 rule) |
| Highly compensated employee (HCE) | $107,432/year | 29 CFR § 541.601 |
| Computer professional hourly exemption | $27.63/hour | 29 U.S.C. § 213(a)(17) |
| Federal minimum wage | $7.25/hour | 29 U.S.C. § 206 |
| OBBBA qualified OT deduction (single) | Phases out above $150,000 AGI | OBBBA P.L. 119-21, IRS Notice 2025-69 |
| OBBBA qualified OT deduction (MFJ) | Phases out above $300,000 AGI | OBBBA P.L. 119-21 |
| FICA Social Security rate (employee) | 6.2% up to $176,100 wage base | IRS Pub. 15 (2026) |
| FICA Medicare rate (employee) | 1.45% (+ 0.9% above $200k) | IRS Pub. 15 (2026) |
Overtime Pay Worked Examples
The following worked examples demonstrate how to calculate overtime pay using the FLSA time and a half formula across different wage levels and scenarios.
Example 1: Retail Worker (Standard OT)
Hourly rate: $15.00
Regular hours: 40 | Overtime hours: 10
Overtime rate: $15 x 1.5 = $22.50/hr
Regular pay: 40 x $15 = $600.00
Overtime pay: 10 x $22.50 = $225.00
Example 2: Warehouse Worker (Heavy OT)
Hourly rate: $20.00
Regular hours: 40 | Overtime hours: 20
Overtime rate: $20 x 1.5 = $30.00/hr
Regular pay: 40 x $20 = $800.00
Overtime pay: 20 x $30 = $600.00
Example 3: Nurse (Double Time CA Rule)
Hourly rate: $45.00
Regular hours: 40 | Overtime hours: 6 at 2.0x
Double time rate: $45 x 2.0 = $90.00/hr
Regular pay: 40 x $45 = $1,800.00
Overtime pay: 6 x $90 = $540.00
Example 4: Part-Time Employee (Crossed 40-hr Threshold)
Hourly rate: $18.00
Regular hours: 35 | Overtime hours: 8
Overtime rate: $18 x 1.5 = $27.00/hr
Regular pay: 35 x $18 = $630.00
Overtime pay: 8 x $27 = $216.00
FLSA Overtime Quick Reference Table 2026
Use this quick reference table to estimate time and a half overtime rates at common US wage levels.
| Regular Hourly Rate | Time and a Half (1.5x) | Double Time (2.0x) | Weekly OT Pay (10 hrs) |
|---|---|---|---|
| $7.25 (Fed. min.) | $10.88 | $14.50 | $108.75 |
| $10.00 | $15.00 | $20.00 | $150.00 |
| $12.00 | $18.00 | $24.00 | $180.00 |
| $15.00 | $22.50 | $30.00 | $225.00 |
| $17.00 | $25.50 | $34.00 | $255.00 |
| $18.00 | $27.00 | $36.00 | $270.00 |
| $20.00 | $30.00 | $40.00 | $300.00 |
| $22.00 | $33.00 | $44.00 | $330.00 |
| $25.00 | $37.50 | $50.00 | $375.00 |
| $28.00 | $42.00 | $56.00 | $420.00 |
| $30.00 | $45.00 | $60.00 | $450.00 |
| $35.00 | $52.50 | $70.00 | $525.00 |
| $40.00 | $60.00 | $80.00 | $600.00 |
| $45.00 | $67.50 | $90.00 | $675.00 |
| $50.00 | $75.00 | $100.00 | $750.00 |
| $60.00 | $90.00 | $120.00 | $900.00 |
| $75.00 | $112.50 | $150.00 | $1,125.00 |
| $100.00 | $150.00 | $200.00 | $1,500.00 |
Overtime Exemptions and Edge Cases 2026
Not every worker qualifies for FLSA overtime pay. Understanding the exemptions helps both employees and employers stay compliant with US labor law. Key exemptions for 2026 include:
| Exemption Category | 2026 Requirement | Notes |
|---|---|---|
| Executive, Administrative, Professional (EAP) | Salary of $684/week + duties test | Both salary AND duties test must be met |
| Highly Compensated Employee (HCE) | Total annual pay of $107,432+ | Still requires a duties test component |
| Computer Professionals | $27.63/hr or $684/week salary | Must perform qualified IT duties |
| Outside Sales Employees | No salary requirement | Primarily makes sales away from employer premises |
| Commissioned Retail/Service Employees | Earn 1.5x minimum wage; 50%+ from commissions | Section 7(i) exemption |
| Agricultural Workers (small farms) | Farms with fewer than 500 man-days in prior year | Specific rules apply |
| Motor Carrier Employees | Vehicles over 10,000 lb GVWR | Subject to DOT Hours-of-Service rules |
| Seasonal Recreational Establishments | Operating fewer than 7 months per year | Applies to camps, amusement parks |
State Overtime Rules vs Federal FLSA 2026
Several US states have overtime laws that are more generous than federal FLSA rules. When state law provides greater protection to employees, the state standard applies. Key state differences for 2026 include:
| State | OT Threshold | Key Rule | Exempt Salary Threshold 2026 |
|---|---|---|---|
| California | Daily (8 hrs) + weekly (40 hrs) | 1.5x after 8 hrs/day; 2.0x after 12 hrs/day or 7th day | $1,352/week |
| Colorado | Daily (12 hrs) + weekly (40 hrs) | COMPS Order; 1.5x after 12 hrs/day | $1,111.23/week |
| New York (NYC/Westchester/LI) | Weekly (40 hrs) | Same as FLSA; higher salary exemption | $1,275/week |
| New York (Remainder of state) | Weekly (40 hrs) | Same as FLSA | $1,199.10/week |
| Washington | Weekly (40 hrs) | Higher exempt salary; computer pros $59.96/hr | $1,541.70/week |
| Alaska | Daily (8 hrs) + weekly (40 hrs) | 1.5x after 8 hrs/day | $684/week (federal) |
| Nevada | Daily (8 hrs) + weekly (40 hrs) | 1.5x after 8 hrs/day (if rate below 1.5x min wage) | $684/week (federal) |
| All other states | Weekly (40 hrs) | Follows federal FLSA | $684/week (federal) |
The New OBBBA Overtime Tax Deduction 2026
One of the most significant changes to overtime pay in 2026 is the federal tax deduction for qualified overtime compensation, introduced by the One Big Beautiful Bill Act (OBBBA), P.L. 119-21.
This deduction allows eligible workers to exclude the premium portion of their overtime pay from federal taxable income. The premium portion is the extra amount above the regular rate. For example, if you are paid $30/hr for overtime (1.5x your $20/hr regular rate), the premium is the extra $10/hr, not the full $30.
Regular rate: $20/hr | Overtime rate: $30/hr (1.5x) | Premium: $10/hr
If you work 10 overtime hours per week, the deductible premium = $100/week = $5,200/year.
This amount may be deducted from federal taxable income, subject to the AGI phase-out.
Key rules for the OBBBA overtime deduction in 2026:
- Only applies to overtime compensation required under FLSA Section 7 (not voluntary extra pay)
- Only the premium portion (the 0.5x above regular rate) qualifies, not the full overtime wage
- Phases out for modified AGI above $150,000 (single) or $300,000 (married filing jointly)
- Married Filing Separately does not qualify
- For 2026, employers are required to separately report qualified overtime on W-2 (Box 14 or online portal)
- Overtime is still subject to FICA taxes (Social Security and Medicare) regardless of the income deduction
When and How Overtime Pay Must Be Paid
Understanding overtime pay deadlines and recordkeeping requirements helps employees protect their rights and helps employers avoid FLSA violations. Key rules include:
- Overtime must be paid on the regular payday for the workweek in which it was earned
- A workweek is a fixed, regularly recurring period of 168 hours (7 consecutive 24-hour periods) set by the employer
- Employers cannot average hours over two weeks to avoid overtime liability; each workweek stands alone
- Employees can recover unpaid overtime going back 2 years under FLSA (3 years for willful violations)
- FLSA allows recovery of back pay plus liquidated (double) damages equal to the unpaid amount
- Employers must retain payroll records for 3 years under FLSA
- File a complaint with the DOL Wage and Hour Division at dol.gov/agencies/whd
Frequently Asked Questions About Overtime Pay 2026
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Calculation methodology sourced from official government publications. See our Editorial Policy for how we build and maintain our calculators.