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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 $15.00 to $50.00.
Last reviewed · maintained by Ihor Bezrukavnyk · how we calculate
which hours cross the line
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.
Sun 12 AM
Biweekly period · gross
$1,991.00
87h across 2 workweeks · $77.00 of it earned above straight time
workweeks in this period
what this week should pay · gross
45h
$1,045.00
Assumes a Sunday workweek. Your employer sets this and it is printed on your stub — the app asks properly.
missed by a flat tracker
+$77.00
Multiplying every hour by $22.00 shows $1,914.00 for this period.
This, automatically, every shift.
US and Canada · works offline · no account.
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.
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 |
|---|---|---|---|---|
| $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 |
| $27.50 | $41.25 | +$13.75 | +$68.75 | +$137.50 |
| $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.
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 the daily rule. | 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 | Daily premium hours drop out of the weekly count | 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) |
One more state pays a premium on a rule of its own: Kentucky owes time and a half for the seventh consecutive day worked in a workweek, 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.
two 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. 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)
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.
Beyond one and a half there is only one more multiplier in North American statute, 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.
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.
$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 $15.00 to $50.00 an hour.
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.
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.
Not by federal law, and not by most state or provincial law either. Premium pay for a Saturday, a Sunday, a night shift or a public holiday comes from an employer policy or a collective agreement, and the agreement also decides how it is calculated. Canadian provinces do require statutory holiday pay, which is a different calculation from overtime and follows its own formula.
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.
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.