Enter your hourly rate and hours worked to see regular, overtime, and double-time pay broken out separately.
There's no federal double-time requirement under the FLSA — federal law only mandates 1.5× pay after 40 hours in a week. Double time is typically a state rule, a union contract term, or an employer policy on top of the federal minimum.
California is the most well-known example: employees generally earn double time after 12 hours worked in a single day, or after working more than 8 hours on the seventh consecutive day in a workweek. Other states and many collective bargaining agreements set their own thresholds — some based on daily hours, some on total weekly hours, some on holiday or weekend work specifically.
Because there's no universal rule, this calculator lets you set your own thresholds so you can model your specific state law or employer policy — enter the point where overtime starts and the separate point where double time kicks in.
No. Federal law (the FLSA) only requires 1.5× pay after 40 hours a week. Double time comes from state law, union agreements, or employer policy — not a federal minimum.
Generally, double time applies after 12 hours worked in one day, or after 8 hours on the 7th consecutive day of work in a workweek. To model this, set the "double time kicks in after" field based on daily hours rather than weekly, and calculate day by day.
Not automatically. Extra pay for holidays worked is set by your employer's policy or a union contract — it isn't a federal requirement, even though many employers do offer 2× or more for major holidays.
This calculator provides estimates for informational purposes only and is not legal, tax, or payroll advice. Double-time rules vary by state, employer, and union agreement — check with your employer or state labor department for the rule that applies to you.