Published: 25 October 2026 · Updated: 25 October 2026
Worked more than 40 hours this week? Under US federal law, those extra hours are worth time-and-a-half. Enter your rate and hours below — hourly or salary — and see your weekly pay instantly, split into regular pay and overtime pay.
At $25 an hour, a 50-hour week pays $1,375 — not $1,250. The first 40 hours pay $1,000 at the regular rate, and the 10 overtime hours pay $375 at time-and-a-half ($37.50 an hour). That $125 difference is federal law under the FLSA, and it applies to every non-exempt worker in the United States.
Researched by MixKhazana Team · Last updated 25 October 2026 · Data: US Fair Labor Standards Act (FLSA) overtime rule — 1.5× regular rate over 40 hours per workweek; California daily overtime (8/12-hour) rules noted separately
The rule comes from the Fair Labor Standards Act (FLSA), the federal law that has governed American working hours since 1938: non-exempt employees must be paid at least one and a half times their regular rate for every hour over 40 in a single workweek. The formula is simple: weekly pay = (40 × regular rate) + (overtime hours × 1.5 × regular rate). A workweek is a fixed 168-hour period your employer defines — it does not have to be Monday to Sunday — and the 40-hour clock resets every week. That last point is the one most workers miss, and it is worth money: if you work 50 hours one week and 30 the next, you still earned 10 overtime hours in week one, because employers may not average hours across weeks. If your pay is quoted per state rather than federally, the California paycheck calculator and the Texas paycheck calculator show the full after-tax picture for those states.
Two common traps: first, being salaried does not remove overtime. A non-exempt salaried worker's hourly rate is their weekly salary divided by the hours it covers (usually 40), and overtime is paid on that rate — only workers who pass both the salary-basis and duties tests for executive, administrative, professional, computer or outside-sales exemptions are excluded. Second, weekend and holiday work is not automatically overtime under federal law: only hours over 40 count, unless your contract or state law says otherwise. California and Alaska add daily overtime on top of the federal floor — in California, hours over 8 in a day pay 1.5× and hours over 12 pay double time — so Californians working long single days should check the daily rule as well as the weekly one.
Take a warehouse worker on $25 an hour who works 50 hours in one week:
Now try a salaried version in the widget: $52,000 a year converts to $25 an hour (52,000 ÷ 2,080) and gives the same $1,375 for a 50-hour week. If you are carrying card debt on that pay, the debt payoff calculator shows how fast the overtime premium can clear it.
| $15/hour — regular $600 + OT $225 | $825.00/week |
| $20/hour — regular $800 + OT $300 | $1,100.00/week |
| $25/hour — regular $1,000 + OT $375 | $1,375.00/week |
| $30/hour — regular $1,200 + OT $450 | $1,650.00/week |
| $40/hour — regular $1,600 + OT $600 | $2,200.00/week |
Under the Fair Labor Standards Act (FLSA), non-exempt employees must be paid at least one and a half times their regular hourly rate for every hour worked over 40 in a single workweek. The workweek is a fixed 168-hour period set by the employer, and hours cannot be averaged across two weeks.
Exempt employees — generally bona fide executive, administrative, professional, computer and outside-sales workers who meet both the salary-basis and duties tests — are not entitled to FLSA overtime. Being paid a salary alone does not make you exempt; the duties test must also be met.
Yes, if they are non-exempt. A non-exempt salaried worker's regular hourly rate is their weekly salary divided by the hours it covers (usually 40), and overtime is paid at 1.5 times that rate for hours over 40. Only genuinely exempt employees are excluded.
California and Alaska require daily overtime: in California, hours over 8 in a day are paid at 1.5 times the rate and hours over 12 at double time. Colorado and a few other states have their own daily or weekly thresholds above the federal floor — this calculator uses the federal weekly rule.
No. The FLSA does not require extra pay for weekend, holiday or night work as such — only for hours over 40 in the workweek. Extra holiday or weekend rates exist only if your employer, contract or state law provides them.
No. Overtime is calculated per single workweek, and employers may not average hours across two or more weeks. Working 50 hours one week and 30 the next still means 10 overtime hours in the first week, even though the two-week average is 40.
Double time is twice the regular hourly rate. Federal law does not require it; it applies only where state law (such as California's rule for hours over 12 in a day), a union contract or an employer policy provides it.