Time and a Half Calculator
Calculate your 1.5× overtime rate, total pay & pay comparison — free & instant · Updated June 2026
Enter your hourly rate and hours,
then hit Calculate.
What Is a Time and a Half Calculator?
A time and a half calculator computes your pay when you work at 1.5 times your regular hourly rate. It takes your standard hourly wage, your regular hours, and your overtime or holiday hours to instantly show your 1.5× rate, your total overtime pay, and your combined weekly earnings.
"Time and a half" is the most common overtime rate in the United States — legally required under the Fair Labor Standards Act (FLSA) for nonexempt employees who work more than 40 hours in a workweek. It is also the rate many employers voluntarily offer for holiday work, though holiday time-and-a-half is not required by federal law.
How to Use This Calculator
Enter your details in the calculator above to get an instant result. Here's what each field means:
Regular Hourly Rate
Your standard hourly pay before any multiplier. If you're a salaried nonexempt employee, calculate your effective hourly rate by dividing your weekly salary by your normal hours worked — for example, $800/week ÷ 40 hours = $20.00/hr.
Regular Hours
The number of hours you worked at your standard rate. This defaults to 40 — a typical full workweek. Adjust it if you worked fewer regular hours before overtime began.
Overtime Hours (1.5×)
The number of hours you worked at the time-and-a-half rate. Under FLSA, this is every hour beyond 40 in a workweek for nonexempt employees. For holiday pay, this would be the number of hours worked on the holiday at 1.5×.
Pay Scenario
- Overtime pay (FLSA) — 1.5× federally required for nonexempt employees working over 40 hours/week.
- Holiday pay — 1.5× voluntarily offered by employer policy; not required by federal law.
- Custom — any other 1.5× scenario such as a union agreement or employer premium rate.
Show Double Time
Toggle this on to also see the 2× double time rate alongside your 1.5× result — useful if you work in California or under a contract that includes double time provisions.
How Time and a Half Is Calculated
The formula is straightforward:
Time-and-a-Half Rate = Regular Hourly Rate × 1.5
Overtime Pay = Time-and-a-Half Rate × Overtime Hours
Total Pay = (Regular Rate × Regular Hours) + (1.5× Rate × OT Hours)
Hourly Employee Example
An employee earns $20/hour and works 48 hours in a week:
- Regular rate: $20.00/hr → Regular pay: 40 hrs × $20 = $800
- Time-and-a-half rate: $20 × 1.5 = $30.00/hr
- Overtime pay: 8 hrs × $30 = $240
- Total weekly pay: $800 + $240 = $1,040
Salaried Nonexempt Employee Example
A salaried employee earns $900/week and works 47 hours:
- Effective hourly rate: $900 ÷ 40 = $22.50/hr
- Time-and-a-half rate: $22.50 × 1.5 = $33.75/hr
- Overtime pay: 7 hrs × $33.75 = $236.25
- Total weekly pay: $900 + $236.25 = $1,136.25
Time and a Half Rate by Hourly Wage — Quick Reference
Use this table to instantly find your 1.5× and 2× rates at common hourly wages:
| Regular Rate | Time & a Half (1.5×) | Double Time (2×) | Weekly total (40 reg + 8 OT at 1.5×) |
|---|---|---|---|
| $12.00/hr | $18.00/hr | $24.00/hr | $624.00 |
| $15.00/hr | $22.50/hr | $30.00/hr | $780.00 |
| $18.00/hr | $27.00/hr | $36.00/hr | $936.00 |
| $20.00/hr | $30.00/hr | $40.00/hr | $1,040.00 |
| $25.00/hr | $37.50/hr | $50.00/hr | $1,300.00 |
| $30.00/hr | $45.00/hr | $60.00/hr | $1,560.00 |
| $35.00/hr | $52.50/hr | $70.00/hr | $1,820.00 |
| $40.00/hr | $60.00/hr | $80.00/hr | $2,080.00 |
| $50.00/hr | $75.00/hr | $100.00/hr | $2,600.00 |
* Weekly total = (Regular Rate × 40) + (1.5× Rate × 8 overtime hours).
Time and a Half vs. Overtime vs. Double Time
These three terms are closely related but not identical. Here's exactly how they differ:
| Term | Multiplier | When It Applies | Required By |
|---|---|---|---|
| Time and a half | 1.5× | Standard FLSA overtime (>40 hrs/week); many employer holiday policies; some state daily thresholds | FLSA (federal) for OT; employer policy for holidays |
| Overtime pay | 1.5× minimum | >40 hours in a workweek (federal); >8 hours/day in some states | FLSA — mandatory for nonexempt employees |
| Double time | 2× | >12 hrs/day or >8 hrs on 7th consecutive day (California); some union contracts; some employer holiday policies | California Labor Code; not federal law |
| Double time and a half | 2.5× | Some union contracts and employer holiday policies; not required by federal or state law for most workers | Employer policy / CBA only |
Time and a Half for Holiday Pay 2026
One of the most common uses of the 1.5× rate outside of weekly overtime is holiday pay. Here is exactly how the law works in 2026:
Federal Law — No Mandatory Holiday Premium
The FLSA does not require private employers to pay time and a half — or any premium — for work performed on a holiday. Federal law treats holidays like any other workday. If an employee works on Christmas Day, they are legally entitled to only their regular rate of pay unless:
- The holiday hours push their total weekly hours over 40, triggering standard FLSA overtime at 1.5×.
- Their employment contract, company policy, or collective bargaining agreement specifies premium holiday pay.
Federal Employees — Different Rules
Federal government employees are entitled to holiday premium pay for work performed on the 11 federally recognized holidays. This is commonly referred to as "double time" for federal workers, though it operates under different rules than private-sector double time.
The 11 Federal Holidays in 2026
| Holiday | 2026 Date | Note |
|---|---|---|
| New Year's Day | Thursday, January 1 | |
| Martin Luther King Jr. Day | Monday, January 19 | |
| Presidents' Day | Monday, February 16 | |
| Memorial Day | Monday, May 25 | |
| Juneteenth | Friday, June 19 | 41% of private employers observed in 2024 |
| Independence Day | Friday, July 3 | Saturday July 4 observed Friday |
| Labor Day | Monday, September 7 | |
| Columbus Day | Monday, October 12 | |
| Veterans Day | Wednesday, November 11 | |
| Thanksgiving Day | Thursday, November 26 | |
| Christmas Day | Friday, December 25 |
State Exceptions
Rhode Island is the only US state that requires most private employers to pay time-and-a-half for work on state public holidays and Sundays. All other states follow the federal rule — holiday premium pay is voluntary for private employers.
Does "No Tax on Overtime" Apply to Time and a Half Pay? 2025–2028
Yes — with important qualifications. The OBBBA "no tax on overtime" deduction (signed July 4, 2025) applies specifically to the premium portion of FLSA-qualified overtime pay, which is exactly the "half" of your time-and-a-half earnings above your regular rate.
What Qualifies
- The deductible amount is the premium portion only — the extra 0.5× above your regular rate. If you earn $20/hr and work 10 overtime hours at $30/hr, the qualifying deduction base is $100 (10 hrs × $10 premium), not $300.
- Must be FLSA-mandated overtime (hours over 40/week for nonexempt employees). Voluntary employer overtime above that threshold may not qualify.
- Time-and-a-half paid for holiday work that does not exceed 40 weekly hours does not qualify — it was not triggered by FLSA.
Deduction Limits
- Single filers: Up to $12,500 deduction — phase-out begins at $150,000 MAGI.
- Married filing jointly: Up to $25,000 — phase-out begins at $300,000 MAGI.
- 2026 W-2 change: Employers must now separately report qualified overtime on W-2s using new IRS Box 12 codes (mandatory starting Tax Year 2026; optional Box 14 for 2025).
- FICA taxes (Social Security + Medicare) and state income taxes still apply to all time-and-a-half earnings.
- Deduction expires December 31, 2028 unless extended by Congress.
Common Time and a Half Mistakes
- Assuming all 1.5× pay is tax-deductible under OBBBA: Only FLSA-mandated overtime (over 40 hrs/week) qualifies. Holiday pay at 1.5× does not automatically qualify.
- Confusing 1.5× pay with double time: Time and a half is 1.5× your rate ($20 → $30/hr). Double time is 2× ($20 → $40/hr). These are two different rates with different legal requirements.
- Thinking holiday pay is legally required: Federal law does not require private employers to pay time and a half on holidays. Only Rhode Island mandates it at the state level. Everywhere else, it is employer policy.
- Miscalculating the salaried employee rate: For a nonexempt salaried employee, divide the weekly salary by normally scheduled hours — not by hours actually worked that week — to get the correct regular rate for overtime calculation.
- Not including non-discretionary bonuses in the regular rate: Promised bonuses and commissions must be included when determining the regular rate of pay, which then affects the 1.5× overtime rate.
- Assuming salaried = no overtime: Salaried employees earning under $684/week ($35,568/year) are nonexempt and entitled to time-and-a-half overtime. A salary alone does not create exempt status.