Overtime Pay Calculator

The core federal rule is in 29 U.S.C. § 207(a)(1): non-exempt employees must receive overtime pay for hours over 40 in a workweek, generally at 1.5 times the regular rate. This is the minimum national floor. States may provide stronger protections, and employers must follow the rule that is more protective to the worker.

Potential remedies can include unpaid overtime plus liquidated damages under 29 U.S.C. § 216(b), subject to defenses and proof. Preserve pay stubs, schedules, and communications immediately. In many cases, documentation quality determines leverage more than the first demand letter.

California Labor Code § 510 generally applies daily overtime after 8 hours and double time after 12 hours, while Texas usually follows only federal weekly-threshold structure under 29 U.S.C. § 207(a)(1). That means long California shifts can generate higher overtime than a federal-only calculation with the same weekly total.

Yes. California Labor Code § 201-203 can create additional exposure when earned wages, including overtime, are not timely paid at separation. This is separate from the overtime math itself and can materially increase total claim value in termination cases.

It calculates regular pay, overtime premium, and (where applicable) double-time premium using your state rule profile. Example federal model: $18/hour and 48 weekly hours yields $720 regular pay plus $216 overtime pay, total $936. If daily overtime applies, the result can be higher with the same 48-hour week.

No. Salary alone does not automatically create exemption. Overtime eligibility depends on both pay basis/threshold rules and duties tests under federal and state law. Misclassification disputes are common in wage-hour litigation and can substantially change damages exposure.

Collect pay stubs, timecards, schedules, clock edits, and written policies on overtime approval and meal/rest periods. Keep text or email instructions related to off-the-clock work. A calculator estimate is strongest when each input can be tied to verifiable records.

No. This is a gross wage-rights estimate, not net paycheck forecasting. Payroll tax treatment can differ from legal damages framing, so evaluate gross and net separately when negotiating or planning litigation. For current payroll treatment, verify IRS and payroll guidance with your advisor.