Time and a Half Calculator
Print| Total Overtime Earnings | $0.00 |
Working extra hours deserves fair compensation. Under the U.S. Fair Labor Standards Act (FLSA), non-exempt hourly employees are legally entitled to time and a half pay for all hours worked in excess of 40 hours during a standard 7-day workweek. Time and a half represents a 50% premium added to your regular base hourly wage rate. Using our free Time and a Half Calculator allows employees and payroll managers to accurately calculate overtime pay rates, regular wage totals, overtime gross pay, and total paycheck compensation.
Whether you work standard overtime, weekend double shifts, or receive non-discretionary bonuses that alter your regular rate of pay, this comprehensive guide explains the formulas, FLSA legal standards, and step-by-step calculation methods.
How Time and a Half Overtime Is Calculated
Calculating overtime pay requires determining your regular hourly rate and applying the 1.5x multiplier to qualifying overtime hours:
1. Time and a Half Hourly Rate Formula:
To find your premium hourly wage rate for overtime hours:
Time and a Half Rate = Regular Hourly Wage × 1.5
2. Total Overtime Pay Formula:
To calculate total gross overtime pay earned during a pay period:
Total Overtime Pay = Time and a Half Rate × Overtime Hours Worked
3. Total Gross Paycheck Formula:
To combine regular base earnings with overtime earnings:
Regular Pay = Regular Hourly Wage × 40 Hours
Total Gross Paycheck = Regular Pay + Total Overtime Pay
4. Weighted Average Overtime Formula (Multiple Pay Rates):
If an employee works two different jobs for the same company at different rates of pay in the same workweek, FLSA requires calculating a weighted regular rate:
Total Straight Time Earnings = (Hours at Rate A × Rate A) + (Hours at Rate B × Rate B)
Weighted Regular Rate = Total Straight Time Earnings / Total Hours Worked
Time and a Half Pay Rate & Weekly Earnings Reference Table
The table below displays regular rates, time-and-a-half rates, and weekly gross earnings across common hourly wage tiers for standard 40-hour, 45-hour, and 50-hour workweeks:
| Base Hourly Rate | Time & a Half Rate (1.5x) | 40 Hours (Regular) | 45 Hours (+5 Overtime) | 50 Hours (+10 Overtime) |
|---|---|---|---|---|
| $15.00 / hr | $22.50 / hr | $600.00 | $712.50 | $825.00 |
| $20.00 / hr | $30.00 / hr | $800.00 | $950.00 | $1,100.00 |
| $25.00 / hr | $37.50 / hr | $1,000.00 | $1,187.50 | $1,375.00 |
| $30.00 / hr | $45.00 / hr | $1,200.00 | $1,425.00 | $1,650.00 |
| $40.00 / hr | $60.00 / hr | $1,600.00 | $1,900.00 | $2,200.00 |
Step-by-Step Calculation Example
An employee earns a base wage of $24.00 per hour and works 48 hours in a single workweek.
Step 1: Compute time and a half rate (1.5 × base rate)
Time and a Half Rate = $24.00 × 1.5 = $36.00 per hour
Step 2: Calculate regular pay for 40 hours
Regular Pay = 40 × $24.00 = $960.00
Step 3: Calculate overtime pay for 8 extra hours
Overtime Pay = 8 × $36.00 = $288.00
Step 4: Combine regular and overtime earnings
Total Gross Paycheck = $960.00 + $288.00 = $1,248.00
Result Summary:
The employee earns a gross weekly paycheck of $1,248.00 including $288.00 in overtime pay.
Frequently Asked Questions (FAQ)
What threshold triggers time and a half pay under FLSA rules?
Under federal FLSA rules, time and a half pay is required for non-exempt employees working more than 40 hours in a single fixed 7-day workweek. State laws may enforce daily overtime thresholds (such as California, which mandates overtime for hours worked beyond 8 in a single day).
Are salaried employees eligible for time and a half overtime?
Salaried employees are eligible for overtime unless they meet specific exemption criteria established by the Department of Labor. To be exempt, an employee must earn above the federal salary threshold and perform executive, administrative, or professional primary duties.
Does holiday pay or paid time off (PTO) count toward the 40-hour overtime threshold?
No. Under federal law, only hours actually worked count toward the 40-hour weekly overtime threshold. Paid holidays, sick leave, and vacation hours taken during the workweek do not count as hours worked when calculating overtime eligibility.
How do nondiscretionary bonuses affect time and a half pay calculations?
Nondiscretionary bonuses (such as attendance bonuses, production incentives, or performance rewards) must be included in the employee’s regular rate of pay for the workweek, which increases the time and a half rate for overtime hours worked during that period.
What is the difference between time and a half and double time?
Time and a half pays 1.5 times the regular hourly rate (150% pay) for hours exceeding 40 per week. Double time pays 2.0 times the regular hourly rate (200% pay), which is required by specific state laws (like California for work exceeding 12 hours in a day) or collective bargaining agreements.