Salary Plus Overtime Calculator
A $60,000 salary with five overtime hours a week is not a $60,000 job: at time-and-a-half it pays about $71,250 a year. Enter your salary (or hourly wage), standard hours, overtime hours and multiplier below and this calculator derives your true hourly rate, then totals regular plus overtime pay by week, paycheck and year. To convert between salary and hourly figures on their own, use our annual income to hourly calculator; to see what the total looks like after taxes, try the hourly after taxes calculator; and one-off extra payments like bonuses get their own treatment in the bonus salary calculator.
Estimate only. Overtime rules vary by state and exemption status; confirm yours with your employer.
Quick Answer
Salary plus overtime is computed by converting the salary to an hourly rate (salary divided by 52 times standard weekly hours), then adding overtime hours times the multiplier. For example, $60,000 at 40 standard hours gives a $28.85 hourly rate; 5 overtime hours at 1.5x add $216.35 a week, for a weekly total of $1,370.19 and an annual total of $71,250.
Key takeaways
- Hourly rate = annual salary divided by (52 times standard weekly hours).
- Overtime pay = hourly rate times multiplier times overtime hours.
- Salaried non-exempt workers are entitled to overtime too.
- Federal law requires at least 1.5x past 40 hours a week.
The worked example, checked against this exact tool
Short answer: $60,000 salary + 5 OT hrs/week at 1.5x = $71,250/year.
Hourly rate: $60,000 / (52 x 40) = $28.85. Regular weekly: $28.85 x 40 = $1,153.85. Overtime: $28.85 x 1.5 x 5 = $216.35/week. Weekly total: $1,370.19. Annual overtime: $216.35 x 52 = $11,250. Annual total: $60,000 + $11,250 = $71,250.00. Effective hourly across all 45 hours: $30.45. Enter the defaults and the tool reproduces every figure.
Salaried does not mean overtime-free
Short answer: non-exempt salaried workers earn overtime; only exempt workers do not.
This is the most expensive misunderstanding in American payroll. Being paid a salary does not by itself remove overtime rights: under the Fair Labor Standards Act, overtime at 1.5x past 40 hours applies unless the worker passes the salary-level, salary-basis and duties tests for exemption. For a non-exempt salaried worker, the regular rate is the weekly salary divided by the hours it was meant to cover, and overtime is computed on that rate. If you are unsure which side of the line you fall on, check the three FLSA exemption tests (salary level, salary basis and duties) before assuming the salary figure is the whole story.
Time-and-a-half vs double time
Short answer: 1.5x is the federal floor; 2x exists by state law or employer policy.
Federal law sets the overtime premium at one and one-half times the regular rate for hours over 40 in a workweek. Double time is not a federal requirement: it appears in states like California (past 12 hours in a day) and in union contracts or generous employer policies. The calculator handles both, plus a separate double-time hour input for mixed weeks. Note that bonuses and commissions can raise the regular rate itself before the 1.5x multiplier is applied.
A mixed week shows why the separate double-time input matters. Take the same $60,000 salary at 40 standard hours, add 5 overtime hours at 1.5x and 2 double-time hours: regular pay is $1,153.85, overtime is $216.35, double time is $115.38, the weekly total is $1,485.58, and the annual total is $77,250.00, with an effective hourly rate of $31.61 across all 47 hours. Enter those values and the tool reproduces every figure. One limit to know: this tool works on weekly totals, not daily triggers. In a state with daily overtime rules, a long single day can earn overtime even when the week stays under 40 hours, so compute day by day in that case rather than entering a weekly total.
One practical check ties the tool to your pay stub. Compare three lines: the regular rate on the stub, the overtime hours, and the multiplier applied. If the stub’s regular rate is higher than salary divided by 52 times standard hours, the difference is usually a nondiscretionary bonus, commission, or shift differential that the law counts inside the regular rate before the multiplier is applied. That is also why the tool’s hourly-basis mode exists: enter the stub’s regular rate directly and the overtime math follows it, rather than deriving a rate from salary alone.
What competing calculators miss
Overtime tools assume you are hourly; salary tools ignore overtime entirely. Neither answers the salaried worker’s actual question: what does my salary plus my real hours come to? This page bridges the two, derives the hourly rate transparently, adds double-time handling most tools lack, and converts the total to every pay frequency from the same inputs.
Two gaps remain, stated plainly rather than papered over. First, rival tools with a state dropdown apply daily overtime rules automatically; this tool does not model state rules, so California-style daily triggers need the day-by-day workaround above. Second, rivals that show only the overtime premium hide the regular pay it sits on; this tool shows regular pay, overtime pay, double-time pay, the effective hourly rate and the annual total together, so the premium is never mistaken for the whole paycheck.
Frequently asked questions
Convert the salary to an hourly rate (salary divided by 52 times standard hours), multiply overtime hours by the rate times the multiplier, and add it to the salary.
If they are non-exempt, yes. Only workers who pass the FLSA exemption tests (salary level, salary basis, duties) can be denied overtime.
1.5 times your regular hourly rate, the federal minimum overtime premium for hours past 40 in a week.
Divide the annual salary by total standard hours in a year: salary / (52 x standard weekly hours). $60,000 at 40 hours gives $28.85.
2x the regular rate. Federal law does not require it, but California mandates it past 12 hours in a day, and many employers offer it for holidays.
No. Overtime is taxed like ordinary wages; it can push some dollars into a higher marginal bracket, but the whole paycheck is never taxed at the top rate.
Often yes. Non-discretionary bonuses must be included in the regular rate before the 1.5x multiplier, which raises overtime pay.
Enter your typical week. For widely varying hours, run the calculator with your average week, or compute each week separately and add them up.
No. A title alone never decides it; the worker must meet the salary threshold and the executive duties test, including directing two or more full-time employees.
The FLSA overtime trigger is 40 hours in a workweek, regardless of what the employer calls full time.
Add This Calculator to Your Website
References
- Cornell Legal Information Institute. 29 USC 207: Maximum Hours (Overtime). Accessed October 18, 2026.
- Cornell Legal Information Institute. 29 USC 213: Exemptions. Accessed October 18, 2026.
- Cornell Legal Information Institute. 29 CFR 541.600: Amount of Salary Required. Accessed October 18, 2026.
- Cornell Legal Information Institute. 29 CFR 778.107: Overtime Premium Requirement. Accessed October 18, 2026.
- Internal Revenue Service. Publication 15: Employer’s Tax Guide. Accessed October 18, 2026.
- Internal Revenue Service. Topic 751: Social Security and Medicare Withholding Rates. Accessed October 18, 2026.
- Internal Revenue Service. Inflation-Adjusted Tax Items by Tax Year. Accessed October 18, 2026.
- Internal Revenue Service. Tax Withholding Estimator. Accessed October 18, 2026.
- Cornell Legal Information Institute. 29 CFR 541.100: Executive Exemption. Accessed October 18, 2026.
- Cornell Legal Information Institute. 29 USC 206: Minimum Wage. Accessed October 18, 2026.
- California Department of Industrial Relations. Overtime FAQs. Accessed October 25, 2026.