Time and a half means 1.5 times your regular hourly rate for each overtime hour. Multiply the rate by 1.5 to get the overtime rate, then multiply by the overtime hours. If you earn $18 an hour and work 46 hours in a week, you get 40 × $18 = $720 of regular pay plus 6 × $27 = $162 of overtime, for $882. Under the federal Fair Labor Standards Act (FLSA), non-exempt employees are owed time and a half for every hour over 40 in a workweek.
The formulas
Double time works the same way with a multiplier of 2. Federal law never requires double time; California requires it for hours over 12 in a workday and over 8 on the seventh consecutive workday, and some employers and union contracts pay it for holidays.
Quick reference: time-and-a-half rates
| Regular rate | Time and a half (×1.5) | Double time (×2) |
|---|---|---|
| $7.25 | $10.88 | $14.50 |
| $10.00 | $15.00 | $20.00 |
| $12.00 | $18.00 | $24.00 |
| $15.00 | $22.50 | $30.00 |
| $16.50 | $24.75 | $33.00 |
| $18.00 | $27.00 | $36.00 |
| $20.00 | $30.00 | $40.00 |
| $22.50 | $33.75 | $45.00 |
| $25.00 | $37.50 | $50.00 |
| $30.00 | $45.00 | $60.00 |
| $40.00 | $60.00 | $80.00 |
| $50.00 | $75.00 | $100.00 |
Mental math shortcut: halve the rate and add it back. For $22.50: half is $11.25, so time and a half is $33.75.
Worked example, two ways
An employee earns $18 an hour and works 46 hours.
Method 1: separate regular and overtime pay
- Regular: 40 × $18.00 = $720.00
- Overtime: 6 × $27.00 = $162.00
- Total: $882.00
Method 2: straight time plus the premium
- Straight time for all hours: 46 × $18.00 = $828.00
- Overtime premium (the “half”): 6 × $9.00 = $54.00
- Total: $882.00
Both give the same answer. Payroll systems often use method 2 because it extends naturally to bonuses and multiple pay rates. The time and a half calculator shows both breakdowns.
Partial hours
Overtime is paid on actual time, including minutes. 42 hours 30 minutes at $20 an hour is 2.5 overtime hours: 40 × $20 + 2.5 × $30 = $875.00. Convert minutes to decimals first (30 minutes = 0.5, 15 = 0.25, 45 = 0.75), and if your employer rounds punches, make sure the practice is neutral; see time clock rounding rules.
Special cases payroll often gets wrong
Bonuses and differentials raise the rate
The 1.5 multiplier applies to the regular rate, not just the base hourly wage. Nondiscretionary bonuses (production, attendance, safety), shift differentials and commissions earned in the week are added to straight-time pay and divided by all hours worked. A $46 attendance bonus in that 46-hour week raises the regular rate by $1.00 to $19.00, so the premium becomes 6 × $9.50 = $57.00 and total pay is $828 + $46 + $57 = $931.00. The FLSA overtime rules explained guide covers which payments count, and how to calculate shift differential pay shows a differential example.
Two different rates in one week
If someone works 30 hours at $22 and 15 hours at $16, the regular rate is a weighted average: ($660 + $240) ÷ 45 = $20.00. Overtime premium: 5 × $10.00 = $50.00; total $950.00. Some employers instead pay 1.5 times the rate for the job actually performed during overtime hours, which is allowed only if agreed in advance.
Salaried non-exempt employees
Divide the weekly salary by the hours it is intended to cover. A $900 salary for a 40-hour week is $22.50 an hour, so each overtime hour pays at least $33.75.
Fluctuating workweek (half-time) method
If a non-exempt employee receives a fixed salary for whatever hours they work, with a clear mutual understanding, the employer can use the fluctuating workweek method (29 CFR 778.114). The salary already covers straight time for all hours, so only the half-time premium is added. For $900 and 50 hours: regular rate $900 ÷ 50 = $18.00; premium 10 × $9.00 = $90.00; total $990.00. Several states, including California, do not allow this method.
Piece-rate workers
Divide total piece earnings by total hours to get the regular rate, then add half that rate for each overtime hour. $600 of piece earnings in 48 hours: regular rate $12.50; premium 8 × $6.25 = $50.00; total $650.00.
Tipped employees
Overtime is calculated on the full minimum wage before the tip credit. Under federal law the cash wage can be as low as $2.13 with a $5.12 tip credit; the overtime rate is 1.5 × $7.25 = $10.875, and the employer may still subtract only the same $5.12 credit, so the cash overtime wage is at least $5.76 an hour. Tips themselves are not part of the regular rate. Many states set higher minimum wages or ban the tip credit, which raises these figures.
When time and a half is not owed
- Exempt employees. Salaried executive, administrative and professional employees who meet the FLSA’s salary and duties tests are not owed overtime.
- Hours under 40. Federally, a 12-hour day in a 36-hour week earns no overtime.
- Paid time off and holidays. These are not “hours worked,” so they do not count toward 40 under federal law.
- Comp time in the private sector. Private employers cannot substitute time off for overtime pay; public agencies can, at 1.5 hours per overtime hour.
Checking your paycheck
- Total your hours for each workweek, not the pay period.
- Subtract 40 to find overtime hours (plus any state daily overtime).
- Add any bonus or differential to straight-time pay and divide by total hours for the regular rate.
- Multiply overtime hours by half the regular rate and add it to straight-time pay.
- Compare with your pay stub. The overtime calculator and gross pay calculator can double-check the math, and overtime pay by state covers daily rules.
This guide summarizes federal overtime rules for general information and is not legal advice. State laws may be more generous; contact the U.S. Department of Labor's Wage and Hour Division or your state labor agency with questions about your pay.
Frequently asked questions
What is time and a half for $20 an hour?
$30 an hour: $20 × 1.5 = $30. A quick way to do it in your head is to take half the rate ($10) and add it to the rate ($20 + $10 = $30).
Is time and a half paid after 8 hours or 40 hours?
Under federal law, after 40 hours worked in a workweek. A few states, including California and Alaska, also require it after 8 hours in a day, and Colorado after 12 hours in a day.
Do I get time and a half on holidays or weekends?
Not under federal law. The FLSA does not require premium pay for weekends, holidays or nights unless those hours push you over 40 in the workweek. Many employers pay holiday premiums by policy or union contract.
How is time and a half calculated for tipped employees?
Overtime is based on the full minimum wage, not the reduced cash wage. Federally, that is 1.5 × $7.25 = $10.88 an hour, minus the same $5.12 tip credit taken for regular hours, so the employer pays at least $5.76 in cash per overtime hour.
Does PTO count toward time and a half?
Not under the FLSA. Only hours actually worked count toward the 40-hour threshold, so a week with 8 hours of vacation pay and 36 hours worked has no federal overtime. Some employers count paid time off anyway by policy.