Enter your hourly rate and hours. We split your pay into regular, time and a half and double time, then estimate the new federal no tax on overtime deduction. No signup, no clutter.
Rules verified November 2026 · Sources: U.S. Department of Labor, IRS
By Mudassir Khan
Federal (FLSA) weekly rules. Results update as you type.
Estimates only. Not tax, legal, or payroll advice. Confirm with your employer or a qualified professional.
Estimate only, not tax or legal advice. Rules: US Dept. of Labor (FLSA) and IRS guidance for tax years 2025 to 2028.
Overtime is simpler than most pay stubs make it look. Federal law, the Fair Labor Standards Act (FLSA), sets one core rule, and everything else builds on it. Our overtime guides explain every rule in plain English.
Every hour up to 40 in a workweek is paid at your normal hourly rate. A workweek is any fixed 7 day period your employer uses. It doesn't have to start on Monday.
Each extra hour is paid at 1.5× your regular rate. Earn $20/hour and your overtime rate is $30/hour for every hour past 40 that week.
Federal law never requires double time. It comes from company policy, union contracts, or California law (after 12 hours in a day, and on a 7th straight workday).
Gross pay = (40 × rate) + (overtime hours × rate × 1.5) + (double time hours × rate × 2)
Maria earns $20/hour and works 50 hours in a week.
| Part | Math | Pay |
|---|---|---|
| Regular (first 40 hrs) | 40 × $20 | $800.00 |
| Overtime (10 hrs at 1.5×) | 10 × $30 | $300.00 |
| Gross weekly pay | $1,100.00 |
Her deductible "qualified overtime" premium for the no tax deduction is the extra half only: 10 × $20 × 0.5 = $100 for that week, about $5,200 across a full year.
One accurate tool per job, each with worked examples and the rules that apply to it.
Estimate your §225 deduction and federal tax saved under the new law.
The same pay, broken down weekly, biweekly, monthly and annually.
Daily overtime after 8 hours, double time after 12, California rules.
Your 1.5× rate and pay for any number of overtime hours.
Pay at 2× your rate, and when double time actually applies.
Two jobs or two pay rates? The FLSA weighted average method, done right.
Your 1.5x or 2x overtime rate from an hourly wage or weekly salary.
FLSA overtime for Texas workers, 1.5x after 40 hours, no daily rule.
Overtime rules change at the state line. Each calculator below applies that state's own rules on top of federal law, with the claim agency, minimum wage, and state tax details that matter to you.
Daily overtime after 8 hours, double time after 12, and seventh day rules.
FLSA rules for Texas workers: 1.5x after 40 hours a week, no daily overtime.
No state overtime law in Florida, so federal FLSA rules apply, 1.5x after 40.
New York overtime rules on top of federal law, 1.5x after 40, plus spread of hours pay.
Illinois overtime law: 1.5x after 40 a week, enforced by the Illinois Department of Labor.
PA overtime law: 1.5x after 40 hours a week, no daily overtime rule.
Ohio overtime law: 1.5x after 40 hours a week, $11.00 minimum wage in 2026.
No state overtime law in Georgia, so federal FLSA rules apply, 1.5x after 40.
NC Wage and Hour Act: 1.5x after 40 hours a week, $7.25 minimum wage.
Michigan overtime law: 1.5x after 40 hours a week, $13.73 minimum wage in 2026.
No state overtime law in Alabama, so federal FLSA rules apply, 1.5x after 40.
Daily overtime after 8 hours in Alaska, plus 1.5x after 40 in a week.
Arizona overtime law: 1.5x after 40 hours a week, $15.15 minimum wage in 2026.
Arkansas overtime rules mirror federal law: 1.5x after 40 hours a week.
Daily overtime after 12 hours in Colorado, plus 1.5x after 40 in a week.
Connecticut overtime law: 1.5x after 40 hours a week, $16.94 minimum wage.
Delaware overtime law: 1.5x after 40 hours a week, $15.00 minimum wage.
DC overtime law: 1.5x after 40 hours a week, $18.40 minimum wage.
Hawaii overtime law: 1.5x after 40 hours a week, $16.00 minimum wage.
No state overtime statute in Idaho, so federal FLSA rules apply, 1.5x after 40.
Indiana overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
Iowa overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
Kansas overtime law: 1.5x after 40 hours a week for most workers.
Kentucky overtime law: 1.5x after 40 hours a week, plus a seventh day rule.
No state overtime law in Louisiana, so federal FLSA rules apply, 1.5x after 40.
Maine overtime law: 1.5x after 40 hours a week, $15.10 minimum wage.
Maryland overtime law: 1.5x after 40 hours a week, $15.00 minimum wage.
Massachusetts overtime law: 1.5x after 40 hours a week, $15.00 minimum wage.
Minnesota overtime law: 1.5x after 40 hours a week for most workers.
No state overtime law in Mississippi, so federal FLSA rules apply, 1.5x after 40.
Missouri overtime law: 1.5x after 40 hours a week, $15.00 minimum wage.
Montana overtime law: 1.5x after 40 hours a week, no tip credit.
Nebraska overtime law: 1.5x after 40 hours a week, $15.00 minimum wage in 2026.
Daily overtime after 8 hours in Nevada for lower wage workers, plus weekly rules.
New Hampshire overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
New Jersey overtime law: 1.5x after 40 hours a week, $15.92 minimum wage.
New Mexico overtime law: 1.5x after 40 hours a week, $12.00 minimum wage.
North Dakota overtime rules mirror federal law: 1.5x after 40 hours a week.
Oklahoma overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
Daily overtime after 10 hours in Oregon manufacturing, plus 1.5x after 40.
Rhode Island overtime law: 1.5x after 40 hours a week, $16.00 minimum wage.
South Carolina overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
South Dakota overtime law: 1.5x after 40 hours a week, $11.85 minimum wage.
Tennessee overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
Utah overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
Vermont overtime law: 1.5x after 40 hours a week, $14.42 minimum wage.
Virginia overtime law: 1.5x after 40 hours a week, $12.77 minimum wage.
Washington overtime law: 1.5x after 40 hours a week, $17.13 minimum wage.
West Virginia overtime law: 1.5x after 40 hours a week, $8.75 minimum wage.
Wisconsin overtime law: 1.5x after 40 hours a week, $7.25 minimum wage.
No state overtime law in Wyoming, so federal FLSA rules apply, 1.5x after 40.
Pay rules on this page follow the U.S. Department of Labor overtime pay guidance and Fact Sheet 23: overtime pay requirements of the FLSA.
Under the FLSA, overtime is 1.5× your regular rate for hours over 40 in a workweek. At $20/hour and a 50 hour week: 40 × $20 = $800 plus 10 × $30 = $300, so $1,100 gross. The calculator above shows this breakdown live for your own numbers.
The Fair Labor Standards Act requires most employers to pay nonexempt employees at least time and a half for hours over 40 in a single workweek. Federal law doesn't require daily overtime or set a maximum number of hours, some states add stricter rules.
Not by federal law. Double time comes from employer policy, union agreements, or California law (after 12 hours in a day and on the seventh consecutive day of work in a week).
For tax years 2025 to 2028 you may deduct the premium portion of FLSA required overtime, the "half" of time and a half, up to $12,500, or $25,000 if married filing jointly. The deduction shrinks by $100 for every $1,000 of income (MAGI) over $150,000 ($300,000 joint). Try the full deduction calculator for your exact estimate.
Salaried nonexempt employees: yes. Exempt executive, administrative and professional employees who pass the FLSA duties and salary tests: generally no. Being paid a salary by itself doesn't remove overtime rights.
Yes. The new deduction reduces federal income tax only. FICA payroll taxes apply to overtime wages exactly as before.