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If you work more than 40 hours in a week, federal law says you’re owed extra pay — but how much extra depends heavily on where you work. This overtime pay calculator by state applies your state’s own rules, including daily overtime and double time, so you get a number that actually matches your paycheck instead of a generic 1.5× estimate.
Most online tools only know one rule: time and a half after 40 hours. That’s the federal floor. But in California you can earn overtime after 8 hours in a single day, and double time after 12. Alaska, Colorado and Nevada have their own daily triggers. Get the state wrong and your estimate can be off by hundreds of dollars.
Overtime Pay Calculator by State
This overtime pay calculator by state uses your local rules. Pick your state, enter your pay rate and hours, and see your regular, time-and-a-half and double-time pay for the week.
| Pay type | Hours | Amount |
|---|
Estimates gross pay before taxes and deductions. For your actual take-home figure, run the result through our take-home pay calculator.
What’s in this guide
- The federal overtime rule (the floor every state starts from)
- Daily vs. weekly overtime — why your state matters
- Overtime rules by state (all 50 + DC)
- The states with daily overtime
- California overtime, explained
- How to calculate overtime pay by hand
- What counts toward your “regular rate”
- Who doesn’t get overtime
- Five mistakes that cost workers money
- Frequently asked questions
The federal overtime rule (the floor every state starts from)
The Fair Labor Standards Act (FLSA) sets the national baseline: covered, non-exempt employees must be paid at least 1.5 times their regular rate for every hour worked beyond 40 in a workweek. That’s where “time and a half” comes from.
Three details people miss:
- The workweek is fixed. It’s any recurring 168-hour period your employer sets — it doesn’t have to run Monday to Sunday, but it can’t be shuffled week to week to dodge overtime.
- There’s no federal daily overtime. Under the FLSA alone, a 14-hour Tuesday earns nothing extra as long as your week stays at or under 40 hours. State law is what changes that.
- Averaging across two weeks isn’t allowed for most employees. Working 30 hours one week and 50 the next means 10 hours of overtime — not a “balanced” 80.
Federal law also doesn’t require extra pay for nights, weekends or holidays. A Sunday shift is just a shift unless your state, contract or employer says otherwise.
Daily vs. weekly overtime — why your state matters
This is the whole reason you want an overtime pay calculator by state rather than a generic one. Consider four 10-hour days — 40 hours total, no more.
| Where you work | Overtime hours owed | Pay at $25/hr |
|---|---|---|
| Texas, Florida, New York (weekly rule) | 0 hours | $1,000.00 |
| California (daily rule after 8) | 8 hours at 1.5× | $1,100.00 |
| Alaska (daily rule after 8) | 8 hours at 1.5× | $1,100.00 |
Same hours, same rate, $100 difference — purely because of the state line. Over a year of compressed schedules, that gap turns into thousands.
Overtime rules by state (all 50 + DC)
Every state below owes at least the federal 1.5× after 40 hours. The table shows where a state adds something on top.
| State | Overtime rule beyond the federal 40-hour minimum |
|---|---|
| Alabama | None — federal rule applies |
| Alaska | 1.5× over 8 hours/day; small-employer exemption under 4 employees |
| Arizona | None — federal rule applies |
| Arkansas | None — federal rule applies |
| California | 1.5× over 8 hours/day; 2× over 12 hours/day; 7th-consecutive-day premiums |
| Colorado | 1.5× over 12 hours/day or 12 consecutive hours, whichever is greater |
| Connecticut | None — federal rule applies |
| Delaware | None — federal rule applies |
| District of Columbia | None — federal rule applies |
| Florida | None — federal rule applies |
| Georgia | None — federal rule applies |
| Hawaii | None — federal rule applies |
| Idaho | None — federal rule applies |
| Illinois | None — federal rule applies |
| Indiana | None — federal rule applies |
| Iowa | None — federal rule applies |
| Kansas | State-only threshold of 46 hours for employers not covered by the FLSA |
| Kentucky | 1.5× for all hours on the 7th day of a workweek |
| Louisiana | None — federal rule applies |
| Maine | None — federal rule applies |
| Maryland | None — federal rule applies |
| Massachusetts | None — Sunday/holiday premium pay was phased out |
| Michigan | None — federal rule applies |
| Minnesota | State-only threshold of 48 hours for employers not covered by the FLSA |
| Mississippi | None — federal rule applies |
| Missouri | None — federal rule applies |
| Montana | None — federal rule applies |
| Nebraska | None — federal rule applies |
| Nevada | 1.5× over 8 hours in 24 hours if you earn under 1.5× the state minimum wage |
| New Hampshire | None — federal rule applies |
| New Jersey | None — federal rule applies |
| New Mexico | None — federal rule applies |
| New York | Residential (“live-in”) employees get overtime after 44 hours |
| North Carolina | None — federal rule applies |
| North Dakota | None — federal rule applies |
| Ohio | None — federal rule applies |
| Oklahoma | None — federal rule applies |
| Oregon | Daily overtime after 10 hours in manufacturing establishments |
| Pennsylvania | None — federal rule applies |
| Rhode Island | None — federal rule applies |
| South Carolina | None — federal rule applies |
| South Dakota | None — federal rule applies |
| Tennessee | None — federal rule applies |
| Texas | None — federal rule applies |
| Utah | None — federal rule applies |
| Vermont | None — federal rule applies |
| Virginia | None — federal rule applies |
| Washington | None — federal rule applies |
| West Virginia | None — federal rule applies |
| Wisconsin | None — federal rule applies |
| Wyoming | None — federal rule applies |
Rules also vary by industry — agriculture, healthcare, transportation and public safety all have carve-outs. When a state and federal rule disagree, the one more generous to the employee wins.
The states with daily overtime
Only a handful of states pay overtime based on a single day’s hours. If you work compressed shifts — four tens, three twelves, double shifts — these are the ones worth knowing.
California is the most generous: 1.5× after 8 hours in a day, 2× after 12, plus premiums on a seventh consecutive workday.
Alaska pays 1.5× after 8 hours in a day or 40 in a week, whichever produces more overtime. Employers with fewer than four employees may be exempt.
Colorado uses a 12-hour trigger: you’re owed the greater of hours over 40 in the week, over 12 in a day, or 12 consecutive hours worked.
Nevada is conditional. Daily overtime after 8 hours applies only to employees earning less than 1.5× the state minimum wage — higher earners fall back to the weekly rule.
Oregon requires daily overtime after 10 hours, but only in manufacturing establishments.
Kentucky doesn’t have daily overtime, but it does require 1.5× for every hour worked on the seventh day of a workweek.
California overtime, explained
California generates more overtime questions than every other state combined, so it’s worth walking through slowly. The rules stack:
- Over 8 hours in a workday → 1.5× the regular rate
- Over 12 hours in a workday → 2× the regular rate
- Over 40 hours in a workweek → 1.5× (counting only your straight-time hours, so nothing is paid twice)
- 7th consecutive day worked → 1.5× for the first 8 hours, 2× for anything beyond
Worked example. You earn $30/hour and work 14 hours on Monday, then 8 hours on Tuesday through Friday.
- Monday: 8 regular + 4 at 1.5× + 2 at 2×
- Tue–Fri: 32 regular hours
- Totals: 40 regular ($1,200) + 4 overtime ($180) + 2 double time ($120)
- Gross pay: $1,500 for 46 hours
Under the plain federal rule, the same week would pay $1,200 + 6 overtime hours ($270) = $1,470. The daily rule is worth $30 extra here — and far more on heavier schedules.
How to calculate overtime pay by hand
The arithmetic is simple once you separate the buckets.
- Find your regular rate. For straight hourly work, that’s your hourly wage. If you also earn non-discretionary bonuses or shift differentials, see the next section.
- Split your hours into regular, 1.5× and 2× buckets using your state’s rules.
- Multiply and add. Regular hours × rate, plus overtime hours × rate × 1.5, plus double-time hours × rate × 2.
A quick shortcut for time and a half: your overtime hourly rate is your rate plus half your rate. At $20/hour that’s $30/hour; at $18.50 it’s $27.75. Double time is simply twice your rate. If you would rather not do it by hand, the overtime pay calculator by state at the top of this page handles the whole split for you.
If you’re salaried but still non-exempt, first convert to an hourly figure — our guide on converting hourly wage to annual salary (and back) covers the math, and calculating per-day salary handles the 30 vs. 26 vs. 22-day question.
What counts toward your “regular rate”
Overtime is calculated on your regular rate, which is often higher than your base wage. This is one of the most common sources of underpayment.
Generally included: non-discretionary bonuses (production, attendance, safety), shift differentials, commissions, and the value of certain prizes. If you earn a $200 production bonus in a 50-hour week, that bonus gets folded in and raises the rate your overtime is paid at.
Generally excluded: truly discretionary gifts, reimbursed expenses, paid time off, and premium pay already paid at 1.5× or higher.
If your check shows overtime paid at exactly 1.5× your base wage in a week where you also earned a performance bonus, it’s worth a closer look — and worth reading how to check whether you’re underpaid. Bonuses also carry their own withholding quirks, covered in how bonuses are taxed.
Who doesn’t get overtime
Not everyone is entitled to overtime. To be exempt, an employee generally has to meet all three of these:
- Salary basis — paid a fixed salary that doesn’t drop for partial-day absences
- Salary level — paid at least the federal threshold of $684 per week ($35,568 a year). A 2024 rule raising this figure was struck down in federal court in late 2024, returning the threshold to $684; several states set higher floors, and California ties its threshold to twice the state minimum wage for full-time work.
- Duties test — the actual job duties fit an executive, administrative, professional, computer or outside-sales exemption
Job titles don’t decide this. Calling someone a “manager” or paying a salary does not, by itself, make them exempt — the duties have to match. Independent contractors, some agricultural and transportation workers, and certain commissioned retail employees also fall outside the standard overtime rules.
Because the salary threshold has been litigated recently, confirm the current figure with the U.S. Department of Labor before relying on it.
Five mistakes that cost workers money
- Assuming your state has daily overtime. Only a few do. Four 10-hour days earn nothing extra in most states.
- Letting overtime be averaged across two weeks. Each workweek stands alone for most employees.
- Forgetting bonuses raise the overtime rate. Non-discretionary bonuses have to be folded into the regular rate.
- Not counting all worked time. Pre-shift setup, required post-shift cleanup and working through an unpaid meal break are generally compensable.
- Accepting comp time in a private job. Private-sector employers generally cannot swap overtime pay for time off; that option is mostly limited to public agencies.
Frequently asked questions
How do I calculate overtime pay by state?
Start with the federal rule — 1.5× your regular rate for hours over 40 in a workweek — then apply any extra state rule. In California, Alaska, Colorado, Nevada and Oregon, daily hours can trigger overtime on their own. This overtime pay calculator by state applies your state’s rule automatically.
Which states have daily overtime pay?
California (over 8 hours a day, double time over 12), Alaska (over 8), Colorado (over 12), Nevada (over 8, for employees earning under 1.5× the state minimum wage) and Oregon (over 10, in manufacturing). Kentucky adds a seventh-consecutive-day rule.
What is time and a half?
Time and a half means 1.5 times your regular hourly rate. At $20 an hour, your overtime rate is $30 an hour. It’s the standard overtime premium under federal law.
How much is double time and who gets it?
Double time is 2× your regular rate. No federal law requires it. California is the main state that mandates it — beyond 12 hours in a day, and beyond 8 hours on a seventh consecutive workday.
Do salaried employees get overtime?
Many do. Being paid a salary doesn’t automatically make you exempt. You must also meet the salary-level test (currently $684 per week federally, higher in some states) and a duties test. Salaried non-exempt employees are owed overtime.
Is overtime taxed at a higher rate?
No. Overtime is taxed as ordinary income at the same rates as the rest of your pay. It can look higher on a single check because withholding tables treat that period’s larger gross as if it were your normal earnings, but it evens out when you file. Our guide to marginal vs. effective tax rates explains why.
Can my employer refuse to pay overtime I didn’t get approved?
No. If your employer knew or should have known you worked the hours, those hours must be paid — even if the overtime wasn’t authorised. They can discipline you for breaking the rule, but they still have to pay.
Does working a holiday or weekend mean extra pay?
Not under federal law. Holiday and weekend premiums are a matter of employer policy or a contract, unless a state rule applies. Only hours over the overtime threshold trigger the legal 1.5×.
How this overtime pay calculator by state works
The calculator applies the FLSA’s 40-hour weekly standard as a baseline, then layers each state’s own overtime provisions on top — daily thresholds for Alaska, California and Colorado, the wage-conditional daily rule in Nevada, and seventh-day premiums in California and Kentucky. When a daily and a weekly rule could both apply, it uses the method that yields the higher overtime amount, which is how the more employee-favourable rule is meant to work. California weeks are calculated so that hours already paid as daily overtime are not counted a second time toward the weekly total.
Primary sources: the U.S. Department of Labor Wage and Hour Division overtime pay guidance, the DOL’s state-by-state overtime table, the California Department of Industrial Relations overtime FAQ, and background on the Fair Labor Standards Act.
Reviewed and maintained by the CalcRange editorial team. We build and test each calculator against worked examples from the source agencies above, and revisit wage-and-hour pages when federal or state rules change.
Important: this page is general information, not legal or tax advice. Overtime law changes, and industry-specific exemptions are common. For a decision about your own pay, confirm the current rules with the U.S. Department of Labor or your state labor agency, or speak to an employment lawyer.
Keep going
Bookmark this overtime pay calculator by state, and pair it with these tools:
- Take-home pay calculator — turn gross overtime pay into what actually lands in your account
- Salary calculator — convert between hourly, weekly, monthly and annual pay
- How much is my time worth? — the real hourly rate your salary hides
- Am I underpaid? — how to check your pay against the market honestly
- How to ask for a raise — what to do once you know your number