Texas does not have its own overtime statute; it generally follows federal FLSA rules. If you work more than 40 hours in a workweek, your employer must pay 1.5 times your regular rate for every extra hour. Enter your rate and weekly hours below for an instant estimate.
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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
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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 →
Overtime Rule
Federal FLSA
Weekly 40-hour threshold
OT Rate
1.5× regular rate
For all hours over 40/week
Daily OT Rule
None
Texas has no daily OT rule
State Min. Wage
$7.25/hr
Same as federal minimum
Common questions
Frequently asked questions
No. Texas does not have a separate state overtime statute. Overtime protections for Texas workers come from the federal Fair Labor Standards Act (FLSA), which requires employers to pay non-exempt employees at least 1.5× their regular rate for every hour worked beyond 40 in a single workweek.
Overtime in Texas starts once you exceed 40 hours in a workweek. If you work exactly 40 hours, no overtime is owed. Your 41st hour — and every hour after that — must be paid at 1.5× your regular rate. There is no daily overtime threshold in Texas; only the weekly total matters.
No. Under the FLSA, each workweek stands on its own. Employers cannot average hours across two or more weeks to avoid paying overtime. If you work 30 hours one week and 50 the next, overtime is still owed on the 10 extra hours in the second week, even though the two-week average is 40 hours.
Not if you work for a private employer. Compensatory time off in lieu of cash overtime is only permitted for certain state and local government employers. Private-sector employees in Texas must receive cash payment at 1.5× their regular rate for all overtime hours — offering extra time off instead is not a legal substitute.
No. Being paid a salary does not automatically make you exempt. To be overtime-exempt under federal law, an employee must both (1) earn at least $684 per week (the current FLSA salary threshold) and (2) meet a duties test as an executive, administrative, or professional employee. Many salaried workers who do not meet both criteria are still entitled to overtime.
Yes. Non-discretionary bonuses, commissions, and shift differentials must be included in your "regular rate" before overtime is calculated. This means your effective overtime rate is often higher than 1.5× your base hourly wage. Discretionary bonuses — like a surprise holiday gift — are excluded. If your employer pays you a production bonus in a week when you also worked overtime, that bonus must be factored into your overtime calculation.
Texas overtime law is straightforward: the federal FLSA applies. Your employer must pay you at least 1.5× your regular rate for every hour worked beyond 40 in a single workweek. There is no daily overtime threshold — only the weekly 40-hour rule counts.
The regular rate is not always the same as your base hourly wage. It must include nondiscretionary bonuses, shift differentials, and commissions earned during the workweek. If your employer pays you a $200 production bonus in a week where you worked overtime, that bonus factors into your overtime calculation — raising the rate above your base pay.
A "workweek" is any fixed, recurring 168-hour period (seven consecutive days). Your employer sets when the workweek starts — it doesn't have to be Monday. Crucially, hours from different workweeks cannot be averaged together. If you work 30 hours one week and 50 the next, overtime is owed on the 10 extra hours in week two, even though the two-week average is 40.
Common Scenarios
Example calculations
Construction worker — busy week
45 hours at $22/hr. 40 regular hours + 5 overtime hours at $33.
Estimated pay: $880 regular + $165 OT = $1,045
Retail associate — 50-hour week
50 hours at $15/hr. 10 overtime hours at $22.50/hr.
Estimated pay: $600 regular + $225 OT = $825
Worker with a production bonus
44 hours at $18/hr plus a $100 nondiscretionary bonus. The bonus raises the regular rate — overtime is calculated on the adjusted rate, not just base pay.
Result: slightly higher than 4 hrs × $27 — verify with your payroll department
Common Questions
Frequently asked questions
No. Texas does not have a separate state overtime statute; it follows the federal Fair Labor Standards Act (FLSA). For most non-exempt workers, that means overtime is owed at 1.5× your regular rate for every hour worked beyond 40 in a single workweek.
Overtime in Texas starts once you exceed 40 hours in a workweek. If you work exactly 40 hours, no overtime is owed. Your 41st hour — and every hour after that — must be paid at 1.5× your regular rate.
No. Under the FLSA, employers must calculate overtime based on each fixed 7-day workweek. They cannot average two or more weeks together to avoid paying overtime. For example, if you work 30 hours one week and 50 hours the next, overtime is still owed on the 10 extra hours in the second week, even though the two-week average is 40 hours.
Private employers in Texas generally cannot give compensatory time off ("comp time") instead of paying overtime. Comp time in lieu of cash overtime is only available for certain public-sector (state or local government) employers. If you work for a private company, hours over 40 in a workweek must be paid in cash at 1.5× your regular rate.
No. Being paid a salary does not automatically make you exempt from overtime. To be overtime-exempt under federal law, you must both (1) earn at least the salary threshold (currently $684 per week under the FLSA) and (2) meet a duties test for an executive, administrative, or professional role. Many salaried employees who do not meet those criteria are still entitled to overtime pay.
Yes. Your "regular rate" for overtime purposes must include nondiscretionary bonuses, production bonuses, shift differentials, and commissions earned during the workweek. As a result, your overtime rate can be higher than 1.5× your base hourly wage in weeks where you receive those types of additional pay.