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Calculate Overtime for Salaried Workers

Many salaried employees are unaware of their overtime eligibility. Harvest provides tools to accurately track and manage overtime, ensuring compliance with FLSA regulations.

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What will your overtime pay be?

Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.

$
Standard is 40 hours/week (FLSA threshold)
1.5x
1.5x = time and a half (most common). 2x = double time (CA after 12h, holidays).
Some states require 2x pay after 12 hours/day or on 7th consecutive day.
Total gross pay $0
Regular pay $0
Overtime pay (1.5x) $0
Double-time pay (2x) $0
Effective hourly rate $0

Track overtime hours with Harvest

How this overtime pay calculator works

It splits your pay into regular, overtime, and double-time, then adds them up.

  • Regular pay = hourly rate × regular hours.
  • Overtime pay = hourly rate × multiplier (usually 1.5) × overtime hours.
  • Double-time pay = hourly rate × 2 × double-time hours.
  • Total gross = regular + overtime + double-time pay.

US federal law sets overtime at 1.5× for hours over 40 per week; some states add daily rules.

Calculate Overtime with Harvest

See how Harvest helps track and calculate overtime for salaried workers, ensuring compliance with labor laws.

Harvest screenshot showing overtime calculations for salaried workers.

Calculate Overtime for Salaried Workers FAQs

  • To determine if a salaried employee is non-exempt, evaluate their job against three tests: salary basis, salary threshold, and job duties. If they do not meet all three criteria, they are likely non-exempt and eligible for overtime under the FLSA.

  • The formula involves calculating the regular hourly rate by dividing the weekly salary by 40 hours, then multiplying by 1.5 for the overtime rate. Multiply this rate by the number of overtime hours worked to determine the overtime pay.

  • Non-discretionary bonuses must be included in the calculation of the regular rate of pay for overtime. Discretionary bonuses, like holiday gifts, do not affect overtime calculations.

  • Yes, many states have laws that may offer greater employee protections than federal laws. For example, California has daily overtime rules, and Alaska requires overtime pay for hours over 8 in a day. Employers must comply with the more protective law.

  • Harvest enables accurate tracking of overtime hours through manual entry or one-click timers, ensuring compliance with FLSA and state regulations. This helps businesses manage labor costs effectively.

  • Yes, employers can require salaried employees to work overtime, and refusal may lead to termination. However, non-exempt employees must be compensated for overtime hours worked.

  • Proper classification avoids significant penalties and ensures employees receive due compensation. Misclassifying employees as exempt can lead to back pay obligations and legal issues.