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A free scan shows the junk files, broken settings and background clutter dragging Windows down - then fixes them in one click.Free scan · Windows 10 & 11For a covered, nonexempt employee, the general federal rule is at least 1.5 times the regular rate for hours worked over 40 in a workweek. The U.S. Department of Labor (DOL) offers a free FLSA Overtime Calculator Advisor to estimate overtime for a sample pay period. Its result is not a legal determination: eligibility, state law and how you are paid can change the calculation.
Use the free U.S. Department of Labor overtime calculator
The DOL’s FLSA Overtime Calculator Advisor is designed for employees and employers to estimate federal overtime for a sample pay period. It asks about pay frequency, hours, rates and additional compensation. Before starting, collect your pay records and the matching hours worked. The DOL says two to four weeks of records may be sufficient, depending on how you are paid.
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- Open the DOL FLSA Overtime Calculator Advisor.
- Choose the pay method that matches your compensation. The calculator provides paths for hourly pay, salary, commissions, tips, day rate, job or task rate, piece rate and other methods.
- Enter the requested pay-period, hours, rate and additional-compensation details using your records.
- Review the estimate alongside your pay records. If you are unsure whether the FLSA covers your job or an exemption applies, check the DOL’s FLSA coverage and exemption information.
The Advisor warns that it cannot account for every workplace situation, so your actual overtime pay may differ from its result. Treat it as an estimate of federal requirements, not a promise of what your employer owes or a substitute for checking applicable state law.
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How to understand the estimate
The federal 40-hour rule
Under the general FLSA rule, covered, nonexempt employees must receive at least one and one-half times their regular rate for hours worked beyond 40 in a workweek. The rule depends on both coverage and nonexempt status; it does not automatically apply to every worker or every kind of job.
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A workweek is not necessarily your payroll week
A workweek is a fixed, recurring period of 168 hours—seven consecutive 24-hour periods. It does not have to begin on Sunday or Monday, match a calendar week, or line up with your pay period. Hours generally cannot be averaged across multiple workweeks to avoid overtime. Check which workweek your employer uses before totaling your hours.
Count hours worked, not just scheduled hours
Use the hours you actually worked in the defined workweek, rather than assuming a scheduled shift or pay-period total gives the answer. Federal law does not require overtime solely because work occurs on a weekend or holiday. The workweek threshold governs under the general federal rule, though employer policy or state law may provide additional benefits.
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Simple hourly illustration
If a covered, nonexempt employee works 45 hours in a workweek and has a regular rate of $20 per hour, the five hours above 40 are overtime hours. At the federal minimum multiplier of 1.5, the overtime rate is $30 per hour, or $150 for those five hours. This illustration assumes the regular rate is in fact $20 and does not account for other compensation or special rules that could affect the calculation.
Why your regular rate may differ from your base wage
Overtime is based on the regular rate, not necessarily the hourly figure printed in a job offer or pay stub. The regular rate generally reflects employment remuneration, subject to statutory exclusions, divided by hours actually worked. A worker may be paid hourly, by salary, commission, tips, day rate, task rate, piece rate or a combination of methods; the applicable calculation depends on the pay arrangement and facts.
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Bonuses or commissions may affect the regular rate. Salary, tips and piece-rate pay can also require a calculation different from multiplying a posted hourly wage by 1.5. The DOL calculator has distinct paths for these pay methods; use the one that fits your records rather than applying the simple hourly illustration to a different arrangement. See the DOL’s regular-rate fact sheet for further explanation.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Check state rules and eligibility before relying on a federal estimate
The DOL calculator addresses federal FLSA requirements; it is not a state-by-state determination. Some states provide greater worker protections. When federal and state laws both apply, the more generous applicable right or benefit controls. A state rule may therefore produce a different result from a federal-only estimate.
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Also confirm whether your work is covered by the FLSA and whether an exemption or special rule applies. If location, job duties or pay structure make the answer uncertain, consult the relevant state labor agency or the DOL’s coverage and exemption guidance rather than treating the calculator output as conclusive.
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What to check if your estimate differs from your paycheck
- Confirm that you used the employer’s fixed workweek, rather than a calendar week or payroll period.
- Compare hours actually worked with your time records and pay records for that same workweek.
- Check whether your compensation includes salary, commissions, bonuses, tips, piece-rate earnings or another component that may affect the regular rate.
- Verify whether your job is covered and nonexempt under federal law, and whether state rules provide a greater benefit.
- Ask payroll how the employer calculated your regular rate and overtime hours. If the explanation does not resolve the issue, consult the appropriate labor agency or a qualified adviser.
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