California has some of the strongest overtime protections in the United States. Unlike most states, California calculates overtime daily — not just weekly. You earn 1.5× your regular rate after 8 hours in a day, 2× (double time) after 12 hours, and the 7th consecutive workday triggers its own premium. Enter your hours below for a full breakdown.
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Calculate your overtime pay
Free estimate · No signup required · All 50 states
Pick your state — overtime rules load automatically
Some states apply overtime daily — not just after 40 hours a week.
Daily overtime rules apply. Enter each day's hours below.
Hours 8–12 in a day earn 1.5×. Hours beyond 12 earn 2× (double time).
If all 7 days have hours, the 7th-day premium is applied to Sunday automatically.
Daily overtime may apply depending on your hourly rate.
If your rate is below $16.47/hr, overtime can start after 8 hours in a day. Above that, only the standard 40-hour weekly rule applies.
The calculator detects your rate automatically and applies the right rule.
$
Your base hourly rate, before taxes or deductions.
Include all hours — overtime begins after 40 hours in most states.
Mon
Tue
Wed
Thu
Fri
Sat
Sun ★
Leave blank or 0 for days not worked. ★ Sunday triggers 7th-day rules if all 7 days have hours.
hours
Total estimated pay
How this was calculated
Assumptions: Non-exempt hourly employee, straight-time base rate. Bonuses, commissions, or shift differentials are not included in this estimate.
Estimates only — not legal or payroll advice. Actual overtime pay may differ based on job classification, employer policies, applicable law, union agreements, or how bonuses and commissions affect your regular rate. Laws change — verify important decisions with your employer or a qualified professional. See our methodology.
About this tool
How this overtime calculator works
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Federal overtime starts at 40 hours
Under the FLSA, most hourly employees earn 1.5× their regular rate for every hour over 40 in a workweek. Most states follow this standard.
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Some states use daily overtime rules
California, Alaska, Colorado, and Nevada require overtime based on daily hours worked — not just the weekly total. California also has double-time (2×) rules and a 7th-consecutive-day premium. The calculator handles all of these automatically when you select your state.
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Results are estimates before taxes
The calculator uses your hourly rate and hours to estimate gross overtime pay before taxes. It doesn't account for bonuses or commissions that might change your "regular rate" — the figure the law actually uses to compute overtime.
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Exempt vs. non-exempt matters
Not all workers qualify for overtime. Salaried employees in executive, administrative, or professional roles earning above a set threshold are typically exempt — even if they work more than 40 hours. This calculator is designed for non-exempt hourly workers.
Results based on FLSA and state-specific rules. Includes regular-rate math, bonus blending, tipped-worker formula, and California daily OT edge cases.How this is calculated →
Daily OT Threshold
>8 hrs/day
Overtime at 1.5× your rate
Double Time
>12 hrs/day
2× your regular rate
7th Consecutive Day
First 8 hrs at 1.5×
Over 8 hrs at 2×
State Min. Wage
$16.90/hr
Effective January 1, 2026
Common questions
Frequently asked questions
For most non-exempt employees in California, overtime is owed at 1.5× your regular rate for all hours worked over 8 in a workday and over 40 in a workweek. The daily and weekly thresholds are applied independently — you can earn overtime under either rule, and the higher amount applies. The first 8 hours on the 7th consecutive workday are also paid at 1.5×.
Double time (2× your regular rate) applies in two situations: when you work more than 12 hours in a single workday, and when you work more than 8 hours on the 7th consecutive day in a workweek. No other state requires double time — it is a California-specific rule. When you enter daily hours, the calculator shows double time as its own line in the breakdown.
If your employer has a properly adopted alternative workweek schedule (AWS) — such as four 10-hour days — you can work up to the scheduled daily hours without triggering daily overtime. However, overtime is still owed for hours beyond the agreed schedule, for hours over 40 in the week, and for hours that qualify for double time (over 12 in a day or over 8 on the 7th day). An AWS shifts the daily overtime threshold — it does not eliminate overtime.
Yes. Your overtime rate is calculated from your regular rate, which must be at least the applicable California minimum wage. As the statewide minimum wage increases, overtime pay rises with it — both the 1.5× and 2× tiers are calculated from the higher base. Workers in cities with local minimum wages above the state rate use the higher local rate as the floor.
Most hourly, non-exempt employees are covered, but there are important exceptions. Certain outside salespersons, executive and administrative employees who meet both the salary threshold and duties test, some agricultural workers, and certain healthcare employees covered by specific IWC Wage Orders may be subject to modified rules. AB 1228 also created a separate minimum wage floor for fast food workers.
That is illegal under California law. Employers must pay for all hours worked, including time spent before clocking in, after clocking out, or during unpaid breaks if the employee was not fully relieved of duties. If your employer instructs you not to record overtime hours, you may still be owed pay for that time. You can file a wage claim with the California Labor Commissioner's Office (DLSE).
California overtime law is layered. Daily overtime kicks in after 8 hours in a workday at 1.5×, and becomes double time (2×) once you exceed 12 hours. Separately, any hours beyond 40 in a workweek that are not already covered by daily overtime also count at 1.5×. Workers never lose overtime due to overlap — California law requires employers to pay whichever calculation is more favorable.
The 7th consecutive day in a workweek adds another layer: the first 8 hours on that day are paid at 1.5×, and anything beyond 8 hours is at 2× — regardless of total weekly hours.
Alternative workweek schedules (AWS): Some employers offer 4×10 or similar schedules approved by a two-thirds employee vote. Under a valid AWS, daily overtime doesn't begin until you exceed the scheduled daily hours (e.g., 10 hours on a 4×10). However, overtime is still owed for hours beyond the agreed schedule, beyond 12 hours in a day (double time), and for all hours over 40 in the week. An AWS shifts the daily threshold — it does not eliminate overtime.
Note: Agricultural workers, certain healthcare employees, and other occupations may be covered by different IWC Wage Orders with modified rules. Fast food workers covered by AB 1228 have a separate $20/hr minimum wage floor.
Common Scenarios
Example calculations
Long shift — one 13-hour day
One day: 13 hours at $25/hr. First 8 hrs at $25 (regular), next 4 hrs at $37.50 (1.5×), final 1 hr at $50 (double time).
Day total: $200 + $150 + $50 = $400
Mixed week — 47 total hours with double time
Mon–Fri: 9, 13, 8, 9, 8 hrs at $25/hr. Tuesday triggers double time (13 hrs). Weekly OT applies to hours over 40 not already at daily OT rates.
Estimated week total: ~$1,362
Healthcare worker — 12-hour shift schedule
Three 12-hour shifts in a week at $30/hr. Each day: 8 regular hrs + 4 OT hrs at $45. No weekly OT (36 total hours). Double time only fires past 12 hrs in a day.
Week total: $720 regular + $540 OT = $1,260
Common Questions
Frequently asked questions
For most non-exempt employees in California, overtime is owed at 1.5× your regular rate for all hours worked over 8 in a workday and over 40 in a workweek. Daily overtime also applies to the first 8 hours worked on the 7th consecutive day in a workweek, even if you have not exceeded 40 total hours yet.
Double time means you are paid 2× your regular rate. In California, double time generally applies to all hours worked over 12 in a single workday and all hours worked over 8 on the 7th consecutive day of work in a workweek. These double-time rules are specific to California; there is no federal double-time requirement.
If your employer has a properly adopted alternative workweek schedule (AWS), such as four 10-hour days (4/10), you can work up to the scheduled daily hours without triggering daily overtime. However, overtime is still owed for hours beyond the agreed daily schedule, for hours over 40 in the week, and for hours that qualify for double time (such as over 12 in a day). An AWS changes when daily overtime starts; it does not eliminate overtime.
Yes. Your overtime rate is based on your regular rate of pay, which must be at least the applicable California minimum wage and may be higher in certain cities or industries. As the minimum wage increases (for example, under the statewide rate effective in 2026), overtime pay increases too, because both 1.5× and 2× are calculated from that higher base.
Most hourly employees are covered, but there are important exceptions. Certain agricultural workers, some healthcare employees, outside salespersons, and executive/administrative/professional employees who meet both the salary threshold and duties test may be exempt or subject to special rules. Industry-specific IWC Wage Orders can modify how overtime is calculated for particular sectors.
California law prohibits employers from asking you to work off the clock, falsify time records, or under-report hours to avoid overtime. If your employer discourages you from recording overtime or refuses to pay it, that is a wage-and-hour violation. You can file a claim with the California Labor Commissioner (DLSE) or consult an employment attorney about enforcing your rights.