Overtime Calculator and Salary to Hourly Converter

Convert between annual salary and hourly rate, and compute overtime pay against a configurable threshold.

Overtime rules genuinely differ by state — federal law only counts hours past 40 in a week, while California also counts hours past 8 in a single day and adds a double-time tier past 12 — and this calculator implements exactly two of those bases, a weekly FLSA-style threshold and a daily threshold, letting you pick which one applies rather than assuming everyone works under the same rule.

How to calculate overtime pay

Enter your hourly rate, or switch to annual salary and standard hours per week so the calculator converts it to a base rate.
Choose the weekly basis (40-hour default) or the daily basis (8-hour default) and type the hours worked in that week or day.
Pick the 1.5× (time-and-a-half) or 2× (double time) preset for hours past the threshold.
Regular pay is regular hours × base rate; overtime pay is overtime hours × base rate × multiplier; total pay adds the two.
Example: $20 an hour for 45 hours in a week is 40 × $20 = $800 plus 5 × $30 = $150, for a total of $950.

What is time and a half?

Time and a half means each overtime hour is paid at 1.5 times the regular rate, so a $20 base becomes $30 per overtime hour. It is the federal FLSA standard for non-exempt employees who work more than 40 hours in a workweek.

Federal law does not require double time. It comes from state rules such as California's for hours past 12 in a workday, and from union contracts or employer policies, often for holidays. Because the calculator applies one multiplier to every hour over the threshold, split a mixed day into two runs: for a 14-hour California day, run 12 hours against an 8-hour threshold at 1.5×, then add only the overtime pay from a run of 14 hours against a 12-hour threshold at 2×.

Converting between an annual salary and an hourly rate

Going from salary to hourly divides the annual figure by 52 weeks and then by your entered standard hours per week — the reverse conversion just multiplies those same two numbers back together. Both directions assume a consistent standard-hours figure every week of the year, so a role with genuinely variable weekly hours won't convert cleanly through a single number.

At 40 hours a week the year has 2,080 paid hours, so a $52,000 salary works out to $25.00 an hour. At 37.5 hours it has 1,950, turning $58,500 into $30.00 an hour, and a 20-hour part-time role has 1,040, so $26,000 is also $25.00. Paid holidays and vacation sit inside those 52 weeks rather than being subtracted.

The overtime split: regular hours, then everything past the threshold

Hours worked are split into regular hours, capped at whatever threshold you set, and overtime hours, which is everything above that threshold — never negative, and exactly zero when hours worked don't exceed the threshold at all, not a rounded-down sliver that looks like zero on screen but isn't underneath.

Overtime pay uses your base hourly rate multiplied by either 1.5x or 2x, whichever preset you select, applied only to the overtime hours; regular hours are paid at the plain base rate. Total pay is simply those two pieces added together.

Weekly and daily thresholds are genuinely different rules, not the same math relabeled

The weekly basis defaults to a 40-hour threshold, matching the federal Fair Labor Standards Act's standard for non-exempt employees.
The daily basis defaults to an 8-hour threshold, matching a rule several states — California among them — apply on top of, or instead of, the weekly count.
Selecting daily basis here evaluates a single day's hours against the daily threshold; it does not simultaneously check that same day's hours against a weekly total the way a real payroll system reconciling both rules would.
Neither basis models a double-time tier — some states require double pay past a second, higher threshold in a single day, and that tier isn't calculated here at all.

Exempt vs non-exempt employees

Non-exempt employees are covered by FLSA overtime and must receive at least 1.5 times their regular rate for hours over 40 in a workweek.
Exempt employees are not owed federal overtime; the common white-collar exemptions (executive, administrative and professional) generally require passing all three tests below.
Salary basis: a predetermined salary that is not reduced because of the quality or quantity of the work done.
Salary level: pay at or above the Department of Labor's minimum weekly salary. That figure has changed through rulemaking and court rulings, so check the DOL's current figure, and note that several states set a higher one.
Duties: the job's primary duty must fit the exemption, such as managing a department or work requiring advanced knowledge; a job title alone never settles it.
The calculator assumes every hour you enter is overtime-eligible, so decide exempt status before relying on its figures.

Why this isn't a payroll system

This calculator implements two specific overtime bases as a planning and sanity-check tool — it is explicitly not a payroll-compliant engine, and it says nothing about which basis, or combination of bases, actually applies to a specific employee in a specific state or under a specific union contract or exemption status.

Overtime eligibility itself — whether a role is exempt or non-exempt under the FLSA or a state equivalent — is a separate legal question this calculator does not evaluate at all; it assumes the hours you enter are already eligible for overtime pay and simply does the multiplication.

Questions people ask about Salary-to-Hourly & Overtime Calculator

Does this calculator know California's daily overtime and double-time rules?: It supports a daily threshold, commonly 8 hours, which covers the first tier of California's rule, but it has no double-time tier for hours past 12 in a day and doesn't reconcile daily and weekly thresholds against each other the way California's actual rule requires. Treat it as a partial approximation for that state, not a compliant calculation.
How do I know if weekly or daily basis applies to me?: That depends on your state's specific overtime law and, in some cases, your employer's policy or union contract — this calculator doesn't determine that for you. The federal default is weekly at 40 hours; several states add or substitute a daily threshold, and you should confirm which applies to your situation.
Does this tell me whether I'm even eligible for overtime pay?: No. It assumes the hours you enter are already overtime-eligible and calculates pay from there — whether your specific role is exempt or non-exempt under the Fair Labor Standards Act or a state equivalent is a separate legal determination this calculator does not make.
Why is my overtime hours showing exactly zero instead of a small number?: Because your hours worked didn't exceed the threshold you set at all — the calculator treats hours at or below the threshold as entirely regular time, with genuinely zero overtime hours and zero overtime pay, not a rounding artifact that happens to display as zero.
How do I calculate my monthly overtime pay?: Federal overtime is counted per workweek, so calculate each week on its own and add the weeks in the month; hours are never averaged across weeks. For a rough figure on a steady schedule, multiply one week's overtime pay by 52 and divide by 12, so $150 of weekly overtime is about $650 a month.
What does exempt status mean?: An exempt employee is one the FLSA excludes from its minimum-wage and overtime rules, usually because the role passes the salary-basis, salary-level and duties tests. Exempt staff earn the same salary however many hours they work. Status follows the real job rather than the title, and state law can be stricter.
How many work hours are in a year?: The standard figure is 2,080, which is 40 hours × 52 weeks and what this calculator uses for a 40-hour week. A calendar year actually holds 260 to 262 weekdays, so some payroll systems use 2,088 or 2,096 hours in certain years. Paid holidays and vacation are included, so hours actually worked are lower.

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Content reviewed 2026-09-27.