How Much Overtime Pay Is Owed Under the FLSA?
Federal law doesn't cap how many hours an employee can work in a week — the Fair Labor Standards Act (FLSA) instead requires that non-exempt employees be paid 1.5 times their regular rate for every hour worked beyond 40 in a week. This calculator takes your regular hourly rate and weekly hours, finds the hours over 40, and multiplies them by 1.5x your rate. Enter the number of weeks to see the total for the whole period. If straight-time pay was already paid for those extra hours, only the 0.5x premium is still missing, so that figure is shown too. Each workweek stands alone: hours cannot be averaged across two or more weeks.
Legal Basis (as of 2026)
Fair Labor Standards Act, 29 U.S.C. §207(a)(1) (overtime at not less than 1.5x the regular rate after 40 hours in a workweek) and 29 C.F.R. Part 778 (regular rate and workweek rules). Exempt employees under 29 U.S.C. §213 are not covered. Under §216(b), employers may also be liable for liquidated damages and attorney's fees, but those amounts depend on the case and are not calculated here.
How It's Calculated
| Step | Item | Detail |
|---|---|---|
| 1 | Overtime hours | Weekly hours worked − 40 |
| 2 | Weekly owed | Overtime hours × rate × 1.5 |
| 3 | Total overtime pay | Weekly owed × number of weeks |
| 4 | Premium only | Overtime hours × rate × 0.5 × weeks |
This calculator applies the federal FLSA rule only. Some states have stricter overtime rules, such as daily overtime in California, and the regular rate can include bonuses and shift differentials, so your actual amount may differ.
Frequently Asked Questions
No. The FLSA doesn't limit weekly hours — it just requires 1.5x pay for non-exempt employees working beyond 40 hours in a week.
No. It only calculates overtime hours and the 1.5x pay owed. Liquidated damages, penalties and fees depend on the facts of each case and a court or the DOL, so they are not estimated here.
Only if they're non-exempt. Exemption depends on job duties and salary level, not job title, so check current DOL rules.
※ This calculator is for reference only and has no legal effect. For your specific situation, consult an employment attorney. (Federal rules as of 2026)