How to Calculate Overtime Pay — Rates, Rules, and Examples (2026)
You worked 47 hours last week. Your paycheck shows regular pay for 47 hours at your straight-time rate. No overtime premium. You think something is wrong but you are not sure how to confirm it. Or you did receive overtime pay but the amount looks off and you want to verify the math yourself.
This guide shows exactly how overtime is calculated under federal law, how it works for both hourly and salaried employees, when states require even more than federal law, and how taxes affect your overtime earnings.
The Federal Overtime Rule: What the Law Requires
The Fair Labor Standards Act (FLSA) establishes the federal minimum for overtime pay. The rule is straightforward: non-exempt employees must receive overtime pay of at least one and one-half times their regular rate of pay for all hours worked beyond 40 in a single workweek.
The Regular Rate: Not Always Just Your Hourly Wage
The overtime premium is calculated on your regular rate — and the regular rate is not always equal to your base hourly wage. This is where many employers make errors and many workers are underpaid.
State Overtime Laws: Where Federal Law Is Just the Floor
Federal overtime law is the minimum. States can provide more protection — and several do.
- California: requires overtime (1.5x) for hours worked beyond 8 in a single day, and double time (2.0x) for hours beyond 12 in a single day.
- Alaska, Colorado, Nevada, Oregon: also require daily overtime in certain circumstances.
- Washington: has a significantly higher salary threshold than the federal minimum for exempt classification.
How Taxes Work on Overtime Pay
A persistent myth is that overtime pay is taxed at a higher rate than regular wages. This is not true. Overtime pay is ordinary wages, taxed at the same rates as all your other income.