Tracking Work Hours and Overtime Pay
Under the US Fair Labor Standards Act (FLSA), most hourly (non-exempt) employees are entitled to overtime pay at 1.5x their regular rate for any hours worked beyond 40 in a single work week. Tracking hours precisely matters both for accurate paychecks and for verifying your employer is calculating overtime correctly.
Break time handling varies by state and employer policy — some require unpaid breaks to be excluded from hours worked (as this calculator does), while certain short breaks may be legally required to be paid depending on jurisdiction.
The Overtime Pay Formula
Regular Pay = min(Total Hours, 40) × Hourly Rate
Overtime Pay = max(0, Total Hours − 40) × Hourly Rate × 1.5
Total Pay = Regular Pay + Overtime Pay
Tips for Accurate Time Tracking
- Log breaks accurately — unpaid breaks should be excluded from hours worked, but understand your specific state and employer's policy on short paid breaks.
- Know your state's overtime rules — while federal law uses a 40-hour weekly threshold, some states (notably California) have daily overtime rules too, after 8 hours in a single day.
- Keep your own records — maintaining a personal log alongside your employer's system helps catch payroll discrepancies early.
Frequently Asked Questions
Is overtime always 1.5x my regular rate? ▼
Under federal law (FLSA), yes — 1.5x ("time and a half") is the standard overtime rate for non-exempt employees working beyond 40 hours/week. Some states or specific circumstances (like working on a holiday, depending on company policy) may have different or additional premium pay rates.
Does this calculation apply to salaried employees? ▼
Generally no — salaried "exempt" employees typically aren't entitled to overtime pay under federal law, though this depends on specific job duties and salary thresholds, not just the salaried label itself. This calculator is designed for hourly, non-exempt work tracking.
What if I work overtime on multiple days but under 40 hours total? ▼
Under federal law, overtime is calculated on a weekly total, not a daily basis — working 10-hour days but totaling under 40 hours for the week wouldn't trigger federal overtime. However, some states like California do have daily overtime thresholds in addition to weekly ones.
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