Time and a Half Calculator
Calculate your overtime pay at 1.5x and 2x rates. See weekly and annual earnings with overtime included.
Use this tool for a quick premium-rate lookup from a known regular hourly rate. To split total weekly hours into regular pay, overtime pay, and a full gross-pay estimate, use the weekly overtime calculator.
Your Rate
Regular Rate
$25.00/hr
standard pay
Time and a Half
$37.50/hr
1.5× overtime
Double Time
$50.00/hr
2× rate
OT Bonus / Year
$19,500.00
from 10 OT hrs/week
| Period | Regular (40hr) | Overtime (10hr) | Total |
|---|---|---|---|
| Weekly | $1,000.00 | $375.00 | $1,375.00 |
| Monthly | $4,333.33 | $1,625.00 | $5,958.33 |
| Annual | $52,000.00 | $19,500.00 | $71,500.00 |
How it works
Regular: 40 hrs × $25.00 = $1,000.00/week. Overtime: 10 hrs × $37.50 (1.5×) = $375.00/week. Over 52 weeks = $71,500.00/year (vs $52,000.00 without OT).
Estimates are for informational and planning purposes only. They do not constitute financial, tax, or legal advice. See our disclaimer for details.
What Is Time and a Half?
Time and a half is a pay rate equal to 1.5 times your regular hourly wage. Under the standard Fair Labor Standards Act (FLSA) rule, employers must pay covered, non-exempt employees at least time and a half for every hour worked beyond 40 in a workweek.
Formula: Time and a half rate = Hourly rate × 1.5
For example, if you earn $24 per hour, your time and a half rate is $24 × 1.5 = $36 per hour. This premium rate applies to each overtime hour worked.
Time and a Half by Hourly Rate
Quick reference for common hourly rates:
| Regular Rate | Time and a Half (1.5x) | Double Time (2x) |
|---|---|---|
| $15.00/hr | $22.50/hr | $30.00/hr |
| $20.00/hr | $30.00/hr | $40.00/hr |
| $25.00/hr | $37.50/hr | $50.00/hr |
| $30.00/hr | $45.00/hr | $60.00/hr |
| $35.00/hr | $52.50/hr | $70.00/hr |
| $40.00/hr | $60.00/hr | $80.00/hr |
| $50.00/hr | $75.00/hr | $100.00/hr |
Holiday Pay vs. Overtime
A common misconception is that federal law requires premium pay for working on holidays. In fact, the FLSA does not mandate any additional pay for working on holidays, weekends, or nights — only for hours exceeding 40 in a workweek.
However, many employers voluntarily offer time and a half or double time for holiday shifts as a company policy or per collective bargaining agreements. If your employer provides holiday premium pay, it is typically separate from FLSA overtime and governed by your employment contract.
If you work overtime and your employer pays a holiday premium, the overtime calculation generally uses your regular rate (not the holiday rate) as the base. Check with your employer for their specific policy. For a broader overtime breakdown including weekly totals, see our overtime calculator.
Your Overtime Rate Includes More Than Base Pay
Here is the part most people — and some employers — get wrong. The FLSA does not say overtime is 1.5× your base hourly wage. It says 1.5× your “regular rate,” which must include most other earnings for that week: nondiscretionary bonuses (attendance, production, safety), shift differentials, and commissions. Leaving them out underpays your overtime.
Worked example: you earn $20/hour, work 45 hours, and get a $40 production bonus that week. Your regular rate is the week's total straight-time pay divided by hours worked:
Straight-time pay: 45 × $20 + $40 bonus = $940
Regular rate: $940 ÷ 45 hours = $20.89/hour
Because base pay already covers all 45 hours, the additional FLSA premium is 5 × 0.5 × $20.89 = $52.22, using the unrounded regular rate.
What's excluded: truly discretionary bonuses (a surprise year-end gift the employer wasn't obligated to pay), gifts, and paid-leave payouts do not raise your regular rate. If you regularly earn bonuses or differentials and your overtime looks like a flat 1.5× your base wage, it is worth checking the math against the DOL's regular-rate rules (opens in a new tab).
Daily Overtime and Double Time
The standard federal rule counts overtime by the workweek (hours past 40) and never requires double time at all. A handful of states add stronger rules on top:
- •California — generally requires time and a half after 8 hours in a workday (or 40 in a workweek), double time after 12 hours in a workday, and double time after 8 hours on the seventh consecutive day worked in a workweek. Exceptions apply.
- •Alaska requires daily overtime after 8 hours (employers with 4+ employees), Colorado after 12 hours in a day, and Nevada after 8 hours, but only for employees earning under 1.5× the state minimum wage.
- •Other rules — some jurisdictions add requirements for particular industries or schedules, such as Oregon manufacturing. Employer policy and union contracts can also provide premiums beyond legal minimums.
This list is not exhaustive. Because rules turn on location, industry, workweek, and exact hours, confirm with your state labor department before counting on a premium rate. See the California overtime FAQ (opens in a new tab) and Oregon BOLI guidance (opens in a new tab) for examples.
Time and a Half FAQ
- What is time and a half?
- Time and a half means your employer pays you 1.5 times your regular hourly rate for overtime hours. Under the standard Fair Labor Standards Act (FLSA) rule, covered, non-exempt employees must receive time and a half for hours worked beyond 40 in a workweek.
- How do I calculate time and a half?
- Multiply your regular hourly rate by 1.5. For example, if you earn $25/hour, your time and a half rate is $25 × 1.5 = $37.50/hour. Multiply that by the number of overtime hours to get your overtime pay.
- Who qualifies for time and a half?
- Covered, non-exempt employees generally qualify for FLSA overtime. Hourly or salaried status alone does not decide eligibility. Common executive, administrative, and professional exemptions generally require salary-basis, salary-level, and duties tests, while other exemptions use different rules.
- Is overtime calculated weekly or daily?
- Federal law calculates overtime on a weekly basis (over 40 hours per week). However, some states like California also require daily overtime (over 8 hours per day). Check your state's labor laws.
- What is double time?
- Double time pays 2x your regular rate instead of 1.5x. Federal law does not require double time. California generally requires it after 12 hours in a workday and after 8 hours on the seventh consecutive day worked in a workweek, subject to exceptions.