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 sign-up, no clutter.
Federal (FLSA) weekly rules. Results update as you type.
Estimate only — not tax or legal advice. Rules: US Dept. of Labor (FLSA) and IRS guidance for tax years 2025–2028.
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.
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.
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 non-exempt 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 2025–2028 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 non-exempt 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.