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Overtime Calculator - how much money will you get working extra hours?

Overtime calculator may be a simple tool, but highly useful. For employees and employers as well. Both of the parties need to know how many overtime hours did the employees work each month.

If you’re an employee, you want to know your overtime pay. If you’re a boss, you need to plan the budget and decide how many overtime hours you can actually agree for. Overtime hours can’t be rewarded as compensatory time, so knowing your numbers is crucial.

Regular worktime
Overtime
In total

We know that overtime wages are different in every company, so we’ve also inserted an editable overtime multiplier. You can use the most usual time and a half, of course. This will help you to count overtime payments precisely and fast.

Our overtime calculator is accurate for the usual 40 hours per week and full-time employment paid time, but also for other employees. You can manipulate with every factor, so just count the extra hours you need.

If you have any further questions, take a brief look at our FAQ section. It covers the most important information about overtime laws, including overtime rates.

FAQ

What is our overtime calculator?

Our overtime calculator is a simple tool that helps you to count overtime pay. With a help of TimeCamp time tracking software, you can really precisely calculate your overtime hours and get full control. Doesn’t matter if you use it as an employee or an employer; this information will help you control your budget.

How to use the overtime calculator?

Using this overtime calculator is as easy as always when it comes to our calculators. We want it to be fast and simple.

That is why you just need to input the most basic information about your usual working hours and regular pay per hour. Overtime pay multiplier depends on the company, but the minimum in the US is 1.5 times. Just add the number of overtime hours worked this month(or the number of hours you’re willing to work) and it’s done.

You will see the overtime pay separately, pay time based on the normal rate, and the total pay for this pay period (we chose monthly, but you can easily divide it by 4 to get a week).

Why should you count your overtime hours worked?

Counting the overtime hours should be a habit for you. If you’re an employee, that’s your money to get. You should keep an eye on it. Forgetting about it can cost you really great overtime pay. No one wants to work for free, right?

If you’re the boss, an overtime calculator will help you plan the budget. If people in your organization are happy to take some overtime hours, you need to decide how many of them actually want to do this.

Not every company needs it, and the overtime pay rate is obviously higher than the normal hourly rate. When you count it all, maybe you’ll find out that it’s completely without sense in your case.

How to count total overtime hours?

Overtime calculator won’t be really helpful if you don’t have any idea on how many hours to insert. That is why you need to find a way to control the amount of time you work or your employees do. Time tracking software is a great solution. For example, in TimeCamp we've also developed a desktop application which makes tracking effortless. You will have 100% sure about everybody’s hours worked.

What are overtime benefits?

If you’re an employee, well, you will like some extra money for sure. As the overtime pay rate is always higher than your regular pay, you can repair your budget by working more than 40 hours per week. Besides getting nice total pay at the end of the month, you can also gain something more. People who work just during regular hours because of their private situation will definitely thank you. There is no overtime pay rate that would force a mother or father to ignore their children. Volunteering to stay longer than at your regular hours will be a huge help for them.

We can’t forget about your boss’ appreciation. If your organization agrees to pay you time and a half, it usually means that they really need you to do extra hours. Overtime pay rate won’t be the only thing you’ll receive. You will be noticed and… maybe soon promoted? For an employer, overtime also has its advantages. Maybe there is a need to pay time and a half, but no one can do the job better than a skilled and experienced employee. If the amount of work is properly distributed normally, asking for overtime from time to time won’t be unfair to your employees. Especially if you show them your appreciation. Also, people who really need money will focus on your company, instead of looking for an extra side job. Overtime pay is worth it.

Can you get compensatory time instead of overtime pay?

Comp time is more popular than it should be. Why? Because actually in most cases it’s illegal. According to the Fair Labor Standards Act (FLSA) for most employees (besides exempt employees), overtime compensation must be money. The minimum overtime rate is time and a half. Time and a half mean that all the extra hours are counted 1,5 times. Some companies make it even double time or triple time, but that’s their will. Overtime rules require just time and a half. No matter what is overtime rate is in your company, there is no possibility to convert it into comp time. If you’re interested in finding out more about it,here’s our article that covers the compensatory time topic.

What is the Fair Labor Standards Act?

The Fair Labor Standards Actis meant to protect employees. It was signed by President Franklin D. Roosevelt in 1938 to establish the minimum wage as well as the 8-hour day, paid overtime and child labor protections, general overtime rules, and record-keeping. Furthermore, it also covers youth employment standards. It affects all employees in the private sector and in Federal, State, also local governments.

Every employer needs to know it and obey it. Some details may be a little different in every state. However, the most important factors stay the same. FLSA covers most of the employees, but there are also some exemptions. That is why you may have heard already about nonexempt employees and about exempt employees. Most of the people are non-exempt ones obviously and overtime laws affect them.

Who is an exempt employee?

According to FLSA, the exempt employees are:

  • executive, administrative, and professional employees (including teachers and academic administrative personnel in elementary and secondary schools), outside sales employees, and certain skilled computer professionals (as defined in the Department of Labor's regulations),
  • employees of certain seasonal amusement or recreational establishments,
  • employees of certain small newspapers and switchboard operators of small telephone companies,
  • seamen employed on foreign vessels,
  • employees engaged in fishing operations,
  • employees engaged in newspaper delivery,
  • farmworkers employed on small farms (i.e., those that used less than 500 "man-days" of farm labor in any calendar quarter of the preceding calendar year),
  • casual babysitters,
  • persons employed solely by the individual receiving services (not an agency, non-profit, or another third-party employer) primarily providing fellowship and protection (companionship services) to seniors and/or individuals with injuries, illnesses, or disabilities.

Is there any overtime hours limit?

The Fair Labor Standards Act (FLSA) doesn’t place a limit on how much time an employee can work, so, in most states, the number of hours employees can work in a week is potentially up to the number of hours in a week. In most of the states, also, there is a limit of days working straight.

You also need to remember about your organization’s policy. Some organizations don’t require their employees to work overtime, and they even limit the number of overtime hours employees can ask for. Overtime work used to be standard; now many companies decide to care for the work-life balance of their employees.

Is working extra hours always mandatory?

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According to the FLSA employer has a right to require from employees working for overtime hours. Overtime hours are counted when a full-time employee works over 40 hours in a week. ​​ It means that an employee can work over 8 hours per day (even 16h) but if the number of hours during the week isn’t bigger than 40, then there is no overtime compensation. The employer needs to pay at least time and a half for overtime hours worked, but at the same time, in most cases, an employee can’t ignore the request. It all depends on the organization’s policy, but also the state. In California, employees can’t be fired or even disciplined for refusing to work more than 72 hours in a week.

In Maine, an employer can’t require workers to put in more than 80 hours of overtime in any consecutive 2-week period. That is why you need to check your state’s law to be sure. Pay attention to your contract as well. If there’s any information about overtime rate different from federal law, remember it. Do you work overtime? Then our calculator is for you. Check how much money will you get this month!

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