Time and a half calculator
Time and a half is your regular rate plus half of it again, paid on the hours that cross a threshold. Enter your week to see which hours those are where you work; the rate table below does the multiplication for any rate from $12.00 to $50.00.
29 U.S.C. § 207(a)(1)
live · follows the calculator
- 40h/week → ×1.5
this week · 45 h · under Texas’s rules
A differential is not a separate bonus. It folds into the regular rate the multiplier is applied to, so every overtime hour that week gets more valuable — paying 1.5× on base plus 1.0× on the differential is the classic short-pay.
no signup · runs in your browser · nothing you type is sent anywhere
The full receipt — every line opens into its arithmetic
45h worked
$1,045.00
Assumes a Sunday workweek. Your employer sets this and it is printed on your stub — the app asks properly.
+$55.00 over the $990.00 a flat tracker shows for this week.
29 U.S.C. § 207(a)(1) · reviewed · How we calculate
This, automatically, every shift.
The app is the same engine running on every shift you work — offline, no account. It is on Google Play now; the iPhone version is next.
Overtally for iPhone — coming soonWhat 1.5× is applied to
The multiplier goes on the regular rate, and the regular rate is the average of every straight-time dollar you earned that week divided by the hours you worked. When your pay is a flat hourly rate and nothing else, that average is your hourly rate and the two words mean the same thing. Add a shift differential, a production bonus or a second rate for a second job with the same employer and they part company, and the multiplier follows the average rather than the posted rate.
Payroll writes the same arithmetic in two pieces: straight time for every hour worked, and then half the regular rate again for each overtime hour. A 46-hour week at $18.00 an hour under the plain federal rule:
| line | hours | rate | amount |
|---|---|---|---|
| Regular | 46h | $18.00 | $828.00 |
| Weekly overtimehalf of $18.00 | 6h | $9.00 | $54.00 |
| What the week should pay | 46h | $882.00 |
Priced the other way — 40 hours at $18.00 and 6 at $27.00 — the week still comes to $882.00. The split matters when the workweek is cut by a pay period, because straight time can be paid as it is worked while the premium waits for the week to finish.
Time and a half at common hourly rates
The middle column is what one overtime hour is worth in total. The columns after it are what those hours add to a week that has already been paid at straight time, which is the number to look for as a separate line on a stub.
| hourly rate | time and a half | the half added | 5 OT hours add | 10 OT hours add |
|---|---|---|---|---|
| $12.00 | $18.00 | +$6.00 | +$30.00 | +$60.00 |
| $13.00 | $19.50 | +$6.50 | +$32.50 | +$65.00 |
| $14.00 | $21.00 | +$7.00 | +$35.00 | +$70.00 |
| $15.00 | $22.50 | +$7.50 | +$37.50 | +$75.00 |
| $16.00 | $24.00 | +$8.00 | +$40.00 | +$80.00 |
| $17.00 | $25.50 | +$8.50 | +$42.50 | +$85.00 |
| $18.00 | $27.00 | +$9.00 | +$45.00 | +$90.00 |
| $19.00 | $28.50 | +$9.50 | +$47.50 | +$95.00 |
| $20.00 | $30.00 | +$10.00 | +$50.00 | +$100.00 |
| $21.00 | $31.50 | +$10.50 | +$52.50 | +$105.00 |
| $22.00 | $33.00 | +$11.00 | +$55.00 | +$110.00 |
| $23.00 | $34.50 | +$11.50 | +$57.50 | +$115.00 |
| $24.00 | $36.00 | +$12.00 | +$60.00 | +$120.00 |
| $25.00 | $37.50 | +$12.50 | +$62.50 | +$125.00 |
| $26.00 | $39.00 | +$13.00 | +$65.00 | +$130.00 |
| $27.00 | $40.50 | +$13.50 | +$67.50 | +$135.00 |
| $28.00 | $42.00 | +$14.00 | +$70.00 | +$140.00 |
| $29.00 | $43.50 | +$14.50 | +$72.50 | +$145.00 |
| $30.00 | $45.00 | +$15.00 | +$75.00 | +$150.00 |
| $32.50 | $48.75 | +$16.25 | +$81.25 | +$162.50 |
| $35.00 | $52.50 | +$17.50 | +$87.50 | +$175.00 |
| $40.00 | $60.00 | +$20.00 | +$100.00 | +$200.00 |
| $45.00 | $67.50 | +$22.50 | +$112.50 | +$225.00 |
| $50.00 | $75.00 | +$25.00 | +$125.00 | +$250.00 |
Figures assume the rate is the whole of your straight-time pay. If you also receive a differential or a non-discretionary bonus, the multiplier applies to a higher rate than the one in the first column — the overtime calculator explains how that average is built.
Which hours earn it
In the United States the baseline is weekly: hours past 40 in a workweek earn one and a half times the regular rate, and nothing about a long day changes that on its own. A daily threshold exists in 5 states, and each of them also sets how the daily and weekly counts interact so that no hour is paid a premium twice.
| state | daily | weekly | how they interact | source |
|---|---|---|---|---|
| AlaskaEmployers with fewer than four employees are exempt from Alaska's overtime requirement altogether — the 8-hour day and the 40-hour week alike. The federal FLSA is a separate question. | over 8h | over 40h | Daily premium hours drop out of the weekly count | Alaska Stat. § 23.10.060 |
| CaliforniaFour 12-hour days total 48 hours: 16 hours of daily overtime, 32 straight — and no weekly overtime, because no hour is counted twice. | over 8h | over 40h | Daily premium hours drop out of the weekly count | Cal. Labor Code § 510 |
| ColoradoThis is a greater-of rule. Adding daily and weekly overtime together overpays and misstates what you are owed. | over 12h | over 40h | The greater of the two, never both | 7 CCR 1103-1 (COMPS Order), Rule 4.1 |
| NevadaThe wage test decides whether the daily rule applies at all — check your rate against the current threshold. | over 8h | over 40h | The greater of the two, never both | Nev. Rev. Stat. § 608.018 |
| OregonThe daily rule is industry-specific — most Oregon workers are on the weekly rule only. | over 10h | over 40h | The greater of the two, never both | ORS 652.020 (HB 3458) |
Kentucky pays a premium on a rule of its own: it owes time and a half for hours worked on the seventh day of a workweek, but only when the employee works all seven days and is permitted to work more than 40 hours in the week, with no daily threshold otherwise (KRS § 337.050).
Canada sets its thresholds province by province, and the weekly number is not 40 everywhere. Getting this one wrong in either direction is expensive: 40 hours in Ontario owes nothing, and 44 in British Columbia owes four hours of premium.
| weekly threshold | provinces and territories |
|---|---|
| over 40h | British Columbia, Manitoba, Newfoundland and Labrador, Northwest Territories, Nunavut, Quebec, Saskatchewan, Yukon |
| over 44h | Alberta, New Brunswick, Ontario, Prince Edward Island |
| over 48h | Nova Scotia |
7 of the 13 provinces and territories also run a daily rule at 8 hours: Alberta, British Columbia, Manitoba, Northwest Territories, Nunavut, Saskatchewan, Yukon.
some provinces price it differently
In New Brunswick and Newfoundland and Labrador, the statutory overtime rate is one and a half times the provincial minimum wage rather than one and a half times your own rate; Nova Scotia does the same for a list of occupation classes such as managers, IT professionals and oil and gas employees. If you earn well above minimum wage, the statutory figure can land below your regular rate, and whatever your contract or collective agreement says governs from there.
Employment Standards Act, s. 16Labour Standards Regulations, s. 9(4)
When time and a half is not owed
A premium is owed because a rule fires, not because the week felt long. These are the situations where the arithmetic above simply does not apply.
- Work that is exempt
- Executive, administrative, professional and certain computer roles are exempt from the federal overtime requirement when the pay is at or above the level in the current regulations (usually a salary, or an hourly rate for computer employees) and the actual duties meet the test; outside sales employees are exempt on their duties alone, with no pay test. A job title never settles it on its own, and neither does being paid a salary. Separate exemptions cover some transportation, agricultural and commissioned retail work.
- Long days in most of the United States
- 46 of the 51 US jurisdictions — the 50 states plus the District of Columbia — have no daily threshold at all. Twelve hours on Monday and twenty-eight across the rest of the week is a 40-hour week, and nothing is owed for the length of the Monday.
- Weekends, nights and holidays
- The FLSA requires no premium for working a Saturday, a night shift or a public holiday; a differential or holiday rate is a matter of policy or agreement. Rhode Island is different: its law requires time and a half for work on Sundays and holidays, with exceptions. The Massachusetts retail Sunday and holiday premium ended on 1 January 2023. Time and a half on holidays: what US law says →
- Hours paid but not worked
- The federal threshold counts hours worked. Holiday, vacation and sick hours that were paid but not worked do not usually push a week past 40, so 36 hours worked plus an 8-hour paid holiday is a 36-hour week for overtime. A contract or policy can be more generous, and where it is, it governs.
- Work outside the employment relationship
- The overtime provisions reach covered non-exempt employees. A genuine independent contractor is outside them, and the classification follows the facts of the working relationship rather than the wording on the paperwork.
Beyond one and a half there is only one more multiplier in US state and Canadian provincial overtime law, and it appears in two places: double time after twelve hours in a day in California and British Columbia, plus California’s seventh-day rule. US federal employees have their own rule on holidays: for non-overtime holiday hours, up to 8, they get holiday premium pay equal to basic pay on top of basic pay (5 U.S.C. § 5546(b)).
stop doing it by hand
The app keeps the rate table in your pocket and applies it to your real shifts: it knows which hours crossed which threshold, and it shows the half added on each one.
Overtally for iPhone — coming soonTime and a half, asked plainly
What is time and a half for $20 an hour?
$30.00 an hour. The useful way to hold it is the other half: each overtime hour adds $10.00 on top of the straight time you were already earning, so five overtime hours add $50.00 to the week and ten add $100.00. The table on this page runs from $12.00 to $50.00 an hour.
How do I work out time and a half by hand?
Halve your regular rate and add it to the rate: $18.00 + $9.00 = $27.00. For a whole week it is quicker to price every hour at straight time and then add the halves — 46 hours at $18.00 is $828.00, plus 6 overtime hours at $9.00 is $54.00, so the week comes to $882.00. Both routes land on the same number.
Do I get time and a half after 8 hours in a day?
Only where a daily threshold exists. In the US that is California and Alaska at 8 hours, Nevada at 8 for employees under the wage test, Oregon at 10 for certain industries and Colorado at 12; everywhere else the count is weekly. In Canada most provinces do have a daily rule at 8 hours, but Ontario, Quebec, Nova Scotia, New Brunswick, Newfoundland and Labrador and Prince Edward Island do not.
Is time and a half required on weekends or holidays?
Not by the FLSA, and not by most state law either. In the United States, premium pay for a Saturday, a Sunday, a night shift or a public holiday usually comes from an employer policy or a collective agreement, and the agreement also decides how it is calculated; Rhode Island is an exception. Canadian provinces set statutory holiday pay by their own formula, which is a different calculation from overtime, and some also require a premium for working the holiday: British Columbia pays time and a half for hours worked up to 12, double time after that, plus an average day's pay.
Does time and a half apply if I am paid a salary?
A salary by itself does not remove the overtime requirement — exemption depends on the salary level and the duties together. For a salaried employee who is not exempt, the regular rate is the salary divided by the hours it is intended to cover, and each hour past the threshold is paid on that rate. Overtime is figured on the regular rate that results, not on a rate written into the offer letter.
sources
- 29 U.S.C. § 207 — the one-and-a-half requirement after 40 hours
- 29 U.S.C. § 213 — exemptions from minimum wage and overtime
- 29 C.F.R. Part 541 — the executive, administrative and professional tests
- 29 C.F.R. § 541.2 — a job title does not establish exempt status
- 29 C.F.R. § 778.113 — the regular rate of a salaried employee
- OPM — holidays, work schedules and pay (federal employees)
Every figure on this page traces to the statute or agency page above. If one is out of date, tell us — corrections ship the same week.
Overtally computes what you should be paid before taxes. It does not calculate take-home pay, withholding or deductions, and it is not legal advice — it is your own record and your own estimate.