Non-exempt employees. Exempt employees — executive, administrative, and professional roles paid a salary above the federal threshold, plus a few others — don't. Job titles don't decide it; the duties and pay do.

Does paid time off count toward 40 hours?

Not under federal law — only hours actually worked count. Some employers and union contracts count it anyway.

What if the bonus covers several weeks?

Spread it back over the weeks it was earned and recalculate the overtime for each of those weeks. Run each week here with its share of the bonus.

Work & Pay

Overtime Pay Calculator

Overtime pay for one workweek, figured the way the FLSA requires — including how a bonus raises the regular rate, which most people (and some payroll systems) get wrong.

Ben / Reviewed Sep 27, 2026 / v2.0.0

Results

Showing the numbers you calculated

Heads up

The bonus raises the regular rate to $13.00, so overtime pays $3.00 more than it would at the base rate alone. Leaving that out is one of the most common overtime mistakes.

Pay for the week: $637.00; $13.85 an hour on average
Regular rate: $13.00; Base pay plus bonus, per hour worked
Overtime rate: $19.50; For 6 overtime hours
Overtime premium: $39.00; On top of straight time
Per year at this pace: $33,124.00; × 52 weeks

How the week adds up

How the week adds up
	Hours	Rate	Amount
Straight time (every hour at the base rate)	46.00	$12.00	$552.00
Nondiscretionary bonus	—	—	$46.00
Overtime premium (the extra 0.5× the regular rate)	6.00	$6.50	$39.00
Total for the week	46.00	—	$637.00

What this does

Overtime is time and a half — but time and a half of what? Not just the hourly wage. Under federal law it's the "regular rate," which includes bonuses and other pay tied to the work. Get that wrong and the overtime comes up short.

This figures one workweek the way the Department of Labor does it, and shows exactly how much a bonus adds to the overtime.

How the math works

Pay every hour at the base rate, add the bonus, and spread the total over every hour worked:

regular rate = (hours × base rate + bonus) ÷ hours

Straight time already covers the "1" of time and a half for every hour, so each overtime hour gets the extra half on top:

overtime premium = 0.5 × regular rate × hours over 40
pay = hours × base rate + bonus + overtime premium

The Department of Labor's own example: $12 an hour, 46 hours, and a $46 production bonus make a $13 regular rate and $637 for the week — $3 more than just adding the bonus to the $588 the hours alone would pay.

Check my math: a worked example

$12.00 an hour, 46 hours this week, and a $46.00 bonus.

Straight time: 46.00 × $12.00 = $552.00.
Regular rate: ($552.00 + $46.00) ÷ 46.00 = $13.00.
Overtime premium: 0.5 × $13.00 × 6 hours = $39.00.
Total: $637.00 — the same as 40 hours at $13.00 plus 6 hours at $19.50.

These numbers come straight from the calculator using its example inputs — if the math ever changes, this example changes with it.

Mistakes I see a lot

Figuring overtime on the base wage when there's a bonus, commission, or shift premium. They raise the regular rate.
Averaging two weeks. 50 hours one week and 30 the next is 10 hours of overtime, even though it averages to 40.
Treating a salaried non-exempt employee as if salary covers overtime. It doesn't.
Paying comp time instead of overtime in the private sector. Only government employers can do that.

Questions people ask

Who gets overtime?: Non-exempt employees. Exempt employees — executive, administrative, and professional roles paid a salary above the federal threshold, plus a few others — don't. Job titles don't decide it; the duties and pay do.
Does paid time off count toward 40 hours?: Not under federal law — only hours actually worked count. Some employers and union contracts count it anyway.
What if the bonus covers several weeks?: Spread it back over the weeks it was earned and recalculate the overtime for each of those weeks. Run each week here with its share of the bonus.

Assumptions and limits

Federal FLSA rules for non-exempt employees, one workweek at a time: overtime is due for hours over 40 in the workweek, and weeks can't be averaged — even on a biweekly paycheck.
Regular rate = (all hours × the base rate + nondiscretionary bonuses) ÷ all hours worked (29 CFR 778.110). Production, attendance, and incentive bonuses count; truly discretionary bonuses and gifts don't.
Overtime pay = straight time for every hour + the extra half (or more) of the regular rate for each overtime hour. That's the same as 40 hours at the regular rate plus overtime hours at 1.5×.
Some states add daily overtime or double time (California: over 8 hours a day, and double time over 12). Enter those hours if they apply; state rules aren't built in.
A bonus earned over several weeks has to be spread back over those weeks and overtime recalculated for each — this handles a bonus for one week.

Ben’s notes on this

Related calculators

Shift Differential
Pay for a week split across day, evening, and night shifts — with the differentials, and overtime figured on the blended regular rate the way federal law requires.
Salary to Hourly
Turn a salary into an hourly rate (or the other way around) — plus what you really make per hour worked once time off and overtime are counted, and what each paycheck comes to.
Retroactive Pay
Back pay when a raise or a pay correction reaches back to earlier paychecks — hourly or salaried, overtime included, with a rough take-home estimate and the journal entry.
Employee True Cost
What an employee really costs you: pay, employer payroll taxes (with the real wage bases), benefits, and overhead — per year, per month, and per productive hour, plus the extra first-year hiring costs.

Spot an error?

This is a public notebook and I do make mistakes. If a number looks off, tell me — I fix things and note the change in the changelog.

Disclaimer: Educational and planning use only. Results depend on what you enter and may not match your lender, your tax return, or professional accounting treatment. Informational content + opinions only — not tax/legal advice.

Your numbers