Linked to Regular Time
| Type | Pay Rate | Hours | Earnings |
|---|---|---|---|
| Regular | $12.55 | 40.0 | $502.00 |
| Overtime 1 | $18.83 | 0.0 | $0.00 |
| Total | $12.55 | 40.0 | $502.00 |
Estimated gross pay assuming this weekly rate every week.
This calculator determines your gross weekly earnings based on your hourly pay rate, hours worked, and overtime rates. It supports straight time, time and a half, double time, and triple time pay multipliers across regular time and up to two overtime tiers.
Enter your hourly wage, set the regular time limit (typically 40 hours), choose pay rate multipliers for each tier, and enter hours worked. The calculator shows a breakdown of earnings by pay type, a total with your effective average hourly rate, and a chart showing how your weekly pay scales with hours worked.
An employee earns $12.55/hr. Regular time is 0–40 hours at straight time (1×). Overtime 1 starts after 40 hours at time and a half (1.5×). They work 50 hours this week.
Notice the average rate ($13.81) falls between the straight time rate ($12.55) and the overtime rate ($18.83). This effective rate is what you actually earned per hour across the entire week.
Same employee ($12.55/hr, 50 hours), but their workplace pays time and a half for hours 40–46, then double time after 46 hours. Enable the Overtime 2 checkbox and set it to start after 46 hours at 2×.
The two-tier system adds $25.10 more per week compared to a flat 1.5× overtime rate, rewarding extended hours with higher compensation.
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay of at least 1.5 times their regular rate for every hour worked beyond 40 in a single workweek. This federal minimum applies across all states, though individual states may set higher requirements.
California, for example, also mandates daily overtime: 1.5× after 8 hours in a single day and 2× after 12 hours, regardless of weekly totals. Alaska, Nevada, and Colorado have their own daily overtime thresholds. Always check your state labor department for rules specific to your location.
Not all employees qualify for overtime. The FLSA defines exemptions based on salary level and job duties. As of 2024, employees earning above the salary threshold ($684/week or $35,568/year) who perform executive, administrative, or professional duties may be classified as exempt and are not entitled to overtime pay. Hourly workers are nearly always classified as non-exempt and do qualify for overtime.
The FLSA requires employers to count all time an employee is required to be on duty or at a prescribed workplace. This includes short breaks (under 20 minutes), on-call time when movement is restricted, and mandatory training. Meal periods of 30 minutes or more are generally not counted, provided the employee is fully relieved of duties.
This calculator computes weekly gross pay. To estimate other pay periods from your weekly result, use these conversions (assuming a consistent workweek):
For example, if your gross weekly pay is $690.25, your estimated annual gross salary is $690.25 × 52 = $35,893. Keep in mind this assumes the same hours and overtime every week — actual annual earnings vary with schedule changes, holidays, and time off.
Multiply your hourly rate by the pay multiplier for each tier (regular, OT1, OT2), then multiply by the hours worked in that tier. Add the earnings from all tiers for your total gross weekly pay. For example, at $15/hr with 45 hours worked and 1.5× overtime: regular pay is $15 × 40 = $600, overtime pay is $22.50 × 5 = $112.50, totaling $712.50 gross.
At $15/hr working a standard 40-hour week, you earn $600 gross. If you work 45 hours with time and a half overtime, you earn $600 + ($22.50 × 5) = $712.50 gross. At 50 hours, that becomes $600 + ($22.50 × 10) = $825 gross. Your actual take-home pay will be lower after federal and state tax withholdings.
Under the federal Fair Labor Standards Act (FLSA), overtime pay begins after 40 hours worked in a single workweek for non-exempt employees. Some states have additional rules — California requires daily overtime after 8 hours. Your employer may also set more generous overtime thresholds. This calculator lets you set the regular time limit to match your specific situation.
Some professionals must work a certain number of hours for free before earning paid time. The “Nothing” rate (0×) accounts for these unpaid hours. This is common for medical residents, certain salaried roles with comp time arrangements, or trainees. Check with your employer for policies and local labor laws regarding compensable time.
Some workplaces have variable overtime tiers. For example, a union contract might specify time and a half for hours 40–46, then double time after 46 hours. California law mandates double time after 12 hours in a single day. The two-tier system lets you model these scenarios accurately.
Gross pay is your total earnings before any deductions — it’s what this calculator computes. Net pay (take-home pay) is what remains after subtracting federal income tax, state income tax, Social Security (6.2%), Medicare (1.45%), and any voluntary deductions like health insurance premiums or 401(k) contributions. Net pay varies significantly based on filing status, allowances, and state of residence.
No. This calculates gross weekly earnings only. Net pay requires deducting federal, state, and local taxes, Social Security, Medicare, health insurance, and retirement contributions (401K, IRA), which vary by individual. Consult your employer’s HR department or a tax professional for net pay estimates.
Disclaimer: This calculator determines gross weekly earnings only and is intended for educational purposes. It does not calculate net pay, does not constitute tax or legal advice, and should not be used as a substitute for professional payroll services. Overtime rules vary by state and employer — consult your state labor department or a qualified professional for guidance specific to your situation.