North Carolina follows the federal FLSA for overtime: time-and-a-half for every hour over 40 in a workweek. The state has its own Wage and Hour Act, but for most workers covered by the FLSA, federal law governs in practice. Enter your rate and weekly hours below for an instant estimate.
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📋 North Carolina overtime at a glance
Overtime threshold
40 hrs/week
No daily OT rule
OT rate
1.5× regular rate
Time and a half
State minimum wage
$7.25/hr
Matches federal floor
Governing law
Federal FLSA / NCWHA
The rules explained
North Carolina’s overtime framework is straightforward for most workers. The federal FLSA sets the core rules: time-and-a-half for hours worked over 40 in a workweek, with standard exemptions for executive, administrative, and professional employees who meet the salary and duties tests.
No daily overtime. North Carolina does not require overtime based on daily hours. Only your total hours for the week count. A 10-hour shift in isolation does not trigger overtime; your cumulative weekly total must exceed 40.
No double time. North Carolina does not require double-time (2× pay) at any threshold. The maximum required rate for overtime is 1.5 times the regular rate, regardless of how many hours are worked.
State and federal law overlap. North Carolina has a Wage and Hour Act (N.C.G.S. § 95-25.1 et seq.) with overtime provisions, but a 2026 Fourth Circuit ruling confirmed that the FLSA provides exclusive remedies for covered employees. For most North Carolina workers, this means FLSA procedures and timelines apply when filing a claim.
Salary alone does not create exemption. The North Carolina Department of Labor explicitly states that being paid a salary does not exempt an employee from overtime. Workers earning under $684/week are entitled to overtime regardless of their title or salary structure.
How this calculator works
This tool applies the standard federal overtime formula: regular pay for the first 40 hours, then 1.5× your regular rate for each hour over 40. North Carolina does not add daily overtime thresholds, so for this calculator’s core overtime estimate, weekly hours over 40 are the main driver. The calculator does not account for industry-specific exemptions, tip credits, or individual employment classifications. Results are gross pay estimates before taxes and deductions. See our full methodology and sources.
North Carolina has the North Carolina Wage and Hour Act (NCWHA), but in practice the federal FLSA governs overtime for the vast majority of North Carolina workers. A 2026 ruling by the U.S. Court of Appeals for the Fourth Circuit (Figueroa v. Butterball) confirmed that the FLSA provides exclusive remedies for covered employees, meaning most North Carolina workers file overtime claims under federal law rather than the state act. The practical rules — 40-hour threshold, 1.5× rate, same exemptions — are the same under both laws.
Overtime in North Carolina begins after 40 hours worked in a single workweek, following the federal FLSA standard. There is no daily overtime threshold — long shifts do not trigger overtime on their own. Only your total weekly hours matter. Employers cannot average hours across two or more workweeks to avoid the overtime obligation.
North Carolina's minimum wage matches the federal floor of $7.25 per hour. The state does not set a higher rate, and unlike some states, North Carolina does not index its minimum wage to inflation. Until federal law changes or North Carolina enacts new legislation, the rate stays at $7.25/hour. The minimum overtime rate in North Carolina is $10.88/hour (1.5 times $7.25).
Receiving a salary does not automatically mean you are exempt from overtime. Salaried workers earning less than $684 per week ($35,568 per year) are generally entitled to overtime pay regardless of job title or duties. The North Carolina Department of Labor explicitly states that being paid a salary does not exempt an employee from minimum wage or overtime requirements. Workers above the salary threshold are only exempt if they genuinely meet the FLSA duties tests.
No. Neither North Carolina nor federal law requires overtime based on when work occurs. Working at night, on weekends, or on holidays does not trigger overtime unless your total hours in that workweek exceed 40. If an employer has a policy of paying extra for such shifts, that policy is enforceable — but the law does not independently require a premium for these hours.
For FLSA claims — which cover most North Carolina workers — the statute of limitations is two years from the date wages were owed, or three years for willful violations. You can file a complaint with the U.S. Department of Labor's Wage and Hour Division or with the North Carolina Department of Labor at no cost. Successful FLSA claims can recover unpaid wages plus liquidated damages equal to the unpaid amount, plus attorney's fees.
Information on this page is based on the federal Fair Labor Standards Act (29 U.S.C. § 207), the North Carolina Wage and Hour Act (N.C.G.S. § 95-25.1 et seq.), and the North Carolina Department of Labor. Verify current rules with the North Carolina Department of Labor or the U.S. Department of Labor Wage and Hour Division.
Estimates and information only. This content is for general educational purposes and is not legal, tax, or payroll advice. Rules and rates change frequently, so verify details with your state’s labor agency, the U.S. Department of Labor, and a qualified professional before making decisions. See our methodology and sources.