Calculate overtime pay for any hourly rate. Supports time-and-a-half, double time, and custom multipliers.
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A mid-level software engineer in Austin, TX is comparing a $130,000 W-2 offer against their current $115,000 role. The new offer includes a $10,000 signing bonus and 0.1% equity in a Series B company.
Takeaway: Texas has no state income tax, which inflates take-home vs. the same offer in California (~9.3% marginal) or New York (~6.85%). Run the comparison with your state's rate above.
Take-home calculators estimate withholding based on single/married status and claimed allowances. If you have side income, multiple jobs, or itemized deductions, your actual withholding will differ. The IRS Tax Withholding Estimator is the most accurate tool for W-4 calibration.
Nine states have no income tax (TX, FL, WA, NV, AK, SD, WY, TN, NH). California tops out at 13.3% marginal. State tax can shift your net paycheck by $200-$1,000/month on a $100K salary. Always select your state before reading take-home results.
Cost of Living Salary AdjustmentEmployer-paid health insurance, 401(k) match, HSA contributions, and paid leave have real dollar value — typically $8,000-$25,000/year for a mid-career employee. Comparing two offers on base salary alone ignores a major component of total compensation.
Benefits Value CalculatorW-2 employees pay 7.65% FICA (SS + Medicare); employers match it invisibly. 1099 contractors pay the full 15.3% self-employment tax. A $100K 1099 contract has roughly $7,650 more tax friction than a $100K W-2 salary before any other adjustments.
1099 vs W-2 Tax ComparisonBonuses are withheld at a flat 22% federal supplemental rate (or 37% over $1M) — not your effective rate. Your actual tax on the bonus is determined at year-end filing. If your marginal rate is below 22%, you'll get a refund; above, you may owe.
Bonus Tax CalculatorBased on your inputs
OT premium: $240.00/wk
| Regular Pay/Week | $800.00 |
|---|---|
| OT Pay (30.00/hr × 8 hrs) | $240.00 |
| Double-Time (40.00/hr × 0 hrs) | $0.00 |
| Total Weekly Pay | $1040.00 |
| Annual Total Pay | $54,080 |
| Annual OT Premium Earned | $12,480 |
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US federal law (FLSA) requires 1.5x pay for hours over 40/week. Some states require daily overtime (over 8 hrs/day).
Non-exempt employees earning under $684/week ($35,568/year). Most hourly workers qualify; many salaried workers do not.
Overtime income is taxed at your regular rate, but the extra income can push you into a higher bracket for that period.
Time and a half = 1.5× your regular rate. Double time = 2× your regular rate, usually for holidays or extreme overtime.
Multiply your regular hourly rate by 1.5 for each hour over 40 in a workweek. If you earn $20/hr and work 50 hours, overtime pay is 10 hours times $30, equaling $300 extra.
California, Alaska, Nevada, and Colorado require overtime for hours worked beyond 8 in a single day, regardless of total weekly hours. Most other states follow the federal 40-hour weekly threshold only.
Yes, if they are classified as non-exempt. Salaried employees earning below $35,568 per year generally qualify for overtime under FLSA rules. Job duties also determine exemption status.
Tipped employees earn overtime based on the full minimum wage, not the reduced tipped wage. The overtime rate is 1.5 times the applicable minimum wage, and employers must make up any difference.
Yes, employers can generally require overtime as long as they pay the proper rate. However, some states limit mandatory overtime for healthcare workers and other specific industries for safety reasons.
Working 10 overtime hours per week at $20/hr adds $15,600 annually in gross pay. This can significantly boost your income but may also increase your effective tax rate on those additional earnings.
Regular Pay = Rate × Regular Hours
OT Pay = Rate × 1.5 × OT Hours
Double Time = Rate × 2 × DT Hours
Every formula on this page traces to a federal agency, central bank, or peer-reviewed institution. We cite the rule-makers, not secondhand blogs.
Found an error in a formula or source? Report it →
Result: Reg $42,240 + OT $15,840 = $58,080/yr (27% OT premium)
FLSA §7(a): 1.5× after 40 hrs. MI follows federal. BLS 51-4041 MI machinist median ~$22/hr. $15,840 OT = annual OT bonus equivalent.
Result: $25.50/hr for hr 9-12 daily (CA Lab Code §510)
CA unique daily OT: 1.5× after 8 hrs/day + 2× after 12 hrs/day OR 7th consecutive day. Server earns +$127.50/wk premium vs fed-only rules.
Result: $1,280 reg + $768 OT + $320 diff = $2,368/wk
NY Lab Law §167 restricts mandatory nurse OT. OT on weekend differential base: (32 × 1.1) × 1.5 = $52.80/hr OT. FLSA blended rate rule when bonuses present.
Result: OT cash rate $10.70/hr
29 CFR §531.60: OT calculated on full minimum wage, not reduced tipped rate, minus tip credit. Common violation source.
Result: OT paid at $51.08/hr (capped)
5 USC §5542: FLSA-exempt fed employees OT capped at 1.5× GS-10 Step 1. Non-exempt feds get standard 1.5× regular rate.
Result: $75/hr OT including fringe
40 USC §3142: Davis-Bacon OT includes fringe benefits in base rate calc. Private-sector FLSA excludes bona fide fringes.
FLSA §7(e): regular rate includes non-discretionary bonuses (attendance, shift, production).
Impact: DOL recovers $250M+/yr in unpaid OT. Typical violation: $1-$4k per employee per year.
DOL 2024 rule: exempt salary threshold $58,656/yr (as of Jul 1 2025). Below = non-exempt + OT owed.
Impact: Misclassified $50k salaried manager working 50 hrs owes ~$13k/yr backwages + liquidated damages = $26k per employee.
29 CFR §531.60: OT = 1.5 × full minimum wage, minus tip credit.
Impact: Typical tipped OT shortage: $4-$6/hr OT × hours = $2,000-$5,000/yr per server.
CA §510: 1.5× after 8/day, 2× after 12/day, 7th day rules.
Impact: CA worker with 9-hr days loses $2k-$4k/yr of unpaid daily OT vs fed-only employer.
FLSA: workweek is fixed; can't average weeks to dodge OT.
Impact: Illegal practice; DOL back-wage + liquidated damages doubled.
Calculations are for educational purposes only. Consult a qualified financial advisor for personalized advice.