"Time and a half" is the common term for the overtime pay rate that most hourly employees in the U.S. are legally entitled to for work performed beyond the standard 40-hour workweek. It's a cornerstone of fair labor standards, ensuring that your extra time is rewarded with extra pay. Our Time and a Half Calculator is a specialized tool that makes it easy to compute your overtime earnings. Whether you're planning a budget around upcoming overtime hours or verifying the accuracy of a recent paycheck, this calculator gives you a quick and precise answer.
How to Use the Time and a Half Calculator
Calculating your premium overtime pay is simple. All you need are two numbers:
- Enter Your Regular Hourly Rate: Input your standard, non-overtime rate of pay.
- Enter Overtime Hours: Input the total number of hours you worked that qualify for time-and-a-half pay (typically, any hours over 40 in a week).
- Calculate Your Overtime Pay: Click the "Calculate" button to see your time-and-a-half rate and the total gross earnings for your overtime hours.
What is Time and a Half?
Time and a half means you are paid at a rate of 1.5 times your regular hourly wage. This premium rate is mandated by the federal Fair Labor Standards Act (FLSA) for all covered, non-exempt employees who work more than 40 hours in a workweek. This is commonly known as "time and a half."
How the Calculation Works
The math is straightforward:
- Calculate Your Time-and-a-Half Rate: Regular Hourly Rate × 1.5
- Calculate Your Total Overtime Pay: Time-and-a-Half Rate × Number of Overtime Hours Worked
For example, if your regular rate is $20 per hour, your time-and-a-half rate is $30 per hour ($20 × 1.5). If you work 5 hours of overtime, your total overtime pay for that week would be $150 ($30 × 5 hours), in addition to your regular pay for the first 40 hours.
Who is Eligible for Time and a Half?
Eligibility for overtime pay depends on your classification as a "non-exempt" employee under the FLSA.
- Non-Exempt Employees: These are employees who are protected by the FLSA and are legally entitled to overtime pay. Most employees who are paid on an hourly basis are non-exempt.
- Exempt Employees: These employees are not eligible for overtime pay. To be considered exempt, an employee must generally meet all three of the following tests:
- Be paid on a salary basis (not hourly).
- Be paid at least the minimum salary threshold set by the Department of Labor ($684/week or $35,568/year as of 2024).
- Perform specific "exempt" job duties, which typically fall under executive, administrative, professional, computer, or outside sales categories.
Simply being paid a salary does not automatically make an employee exempt. The job duties test is crucial. If an employer misclassifies a non-exempt employee as exempt, they may be liable for back overtime pay.
When Does "Double Time" Apply?
While the federal standard is time and a half, some state laws have their own, more employee-friendly overtime laws. For example, states like California, Alaska, and Nevada have rules that require overtime pay for hours worked over 8 in a single day, not just over 40 in a week. Some states also mandate "double time" (2 times the regular rate) for hours worked beyond a certain daily or weekly limit (e.g., over 12 hours in a day in California). This calculator can be used for double time by simply setting the overtime multiplier to "2". Always check your state and local labor laws to know your specific rights.
What Counts as "Hours Worked"?
The FLSA is very broad in its definition of what counts as compensable time. It's not just the time you are actively performing your primary task. "Hours worked" generally includes all time an employee is required to be on duty, on the employer's premises, or at a prescribed workplace. This can include:
- Short rest periods (usually 20 minutes or less).
- Time spent in required training or meetings.
- Travel time between different job sites during the workday.
- Time spent cleaning equipment or setting up a worksite before or after a shift.
Employers are required to track and pay for all of these hours. Commuting time from home to work is generally not considered work time.
Frequently Asked Questions
Can my employer require me to work overtime?
Yes. In most cases, an employer can require employees to work overtime and can discipline or terminate an employee who refuses to do so. However, they must pay the eligible employee the proper overtime rate for all overtime hours worked.
Can my employer give me "comp time" instead of overtime pay?
For private-sector employers, the answer is generally no. The FLSA requires that overtime be paid in cash. "Comp time" (compensatory time off in a future week instead of overtime pay) is only permissible for public-sector employees (e.g., state and local government workers) under specific rules and agreements.
Is my bonus included when calculating my overtime rate?
It depends on the type of bonus. If the bonus is "non-discretionary"—meaning it's based on a formula, production goal, or is promised as part of a contract—it must be included in your regular rate of pay when calculating your overtime rate for the period in which it was earned. Discretionary bonuses, such as a surprise holiday bonus not tied to any metric, do not need to be included.
Does this calculator figure out my take-home pay?
No, this calculator determines your gross pay (your earnings before any deductions). Your take-home pay (net pay) will be lower after federal and state income taxes, FICA taxes, and any other deductions (like health insurance or retirement contributions) are taken out.