Overtime Calculator

About the Overtime Calculator

Enter the hours worked on each day of a week (or just the weekly total) and the rate of pay, choose the rules, and see the regular and overtime hours, the rates and the gross pay.

• India: twice the rate of wages beyond the hours prescribed for a day or a week, counted on whichever basis gives the worker more (OSH Code, 2020, s.27).
• US federal: at least 1.5 times the regular rate for hours over 40 in a workweek, with non-discretionary bonuses included in the regular rate (FLSA, 29 CFR Part 778).
• California: overtime after 8 hours a day and 40 a week, double time after 12 hours, and the seventh-day rule (Labor Code §510).
• Custom: your own daily and weekly thresholds and multipliers.

India: the OSH Code, 2020

Section 27 of the Occupational Safety, Health and Working Conditions Code, 2020 says wages are paid at twice the rate of wages for overtime, where a worker works more than the hours prescribed for a day or a week, and that overtime is calculated on a daily or weekly basis, whichever is more favourable to the worker. Overtime needs the worker’s consent, and the appropriate Government may cap the total overtime hours.

The Code limits a worker to eight hours a day (s.25(1)(a)) and six days a week (s.26(1)), so the calculator starts at 8 hours a day and 48 a week — change them to the hours prescribed for your establishment. “Worker” leaves out people employed mainly in a managerial or administrative capacity, and supervisors earning more than ₹18,000 a month or the notified amount. For employees whose minimum wage is fixed by the hour or day, the Code on Wages, 2019 (s.14) also requires overtime at not less than twice the normal rate.

US federal: the Fair Labor Standards Act

For non-exempt employees, 29 U.S.C. §207(a)(1) requires pay of at least one and one-half times the regular rate for hours over 40 in a workweek — there is no daily overtime under federal law. The regular rate is all pay for the week, including non-discretionary bonuses such as production or attendance bonuses, divided by the hours worked (29 CFR 778.110). The worked example in the regulation: $12 an hour for 46 hours plus a $46 bonus gives a regular rate of $13 and total pay of $637. Pay for time not worked (holidays, vacation), gifts and truly discretionary bonuses are left out of the regular rate, and those hours do not count towards 40.

A whole time-clock file

Choose Time-clock file under Hours and a CSV or Excel export with one row per shift or day: Employee, Date, and either Hours or In and Out times (with an optional Break minutes column for unpaid breaks). An Hourly rate column is used when present; otherwise the rate in the form. Excel time cells (9:00), duration cells ([h]:mm) and date-and-time stamps are read as the sheet shows them. Shifts are grouped into workweeks from the start day you choose, a shift past midnight counts on the day it started, and each week gets exactly the rules set above. The report lists every employee-week and the totals, and downloads as CSV. Bonuses are left out of file mode — work out a week with a bonus on its own.

California: Labor Code §510

• 1.5× for hours over 8 up to 12 in a workday, for hours over 40 in the workweek, and for the first 8 hours on the seventh consecutive day of work in a workweek.
• 2× for hours over 12 in a workday and for hours over 8 on that seventh day.
• The seventh-day rule applies when all seven days of the same workweek are worked; the workweek is a fixed, recurring seven-day period.
• An hour already paid as daily or seventh-day overtime is not counted again towards the 40 hours.
• Flat-sum bonuses (an attendance bonus, say): the California Supreme Court held in Alvarado v. Dart Container Corp. (2018) that the bonus is divided by the non-overtime hours actually worked, and overtime on it paid at 1.5×. The court limited that ruling to flat sums, so for a production bonus or commission you can choose the federal method instead.

Limitations

• One workweek at a time; enter the hours actually worked (leave out unpaid meal breaks).
• Exemptions are not checked — managerial, administrative and some supervisory staff (India), or exempt employees under the FLSA.
• California alternative workweek schedules, make-up time and industry wage-order exceptions are not covered.
• In India the prescribed daily and weekly hours, and any cap on overtime, come from the rules for your State and establishment; enter them if they differ from 8 and 48.
• An estimate for checking pay, not legal advice.

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