Time and a Half Calculator
Calculate your time and a half pay rate (1.5×) along with double time (2×), and triple time (3×) from any hourly wage or annual salary. Enter your regular hours and overtime hours to see your weekly gross pay breakdown, per-hour rates at every multiplier, and an annual overtime projection.
Time and a Half Calculator
1.5× · 2× · 3× rates · hourly and salary modes · weekly pay breakdown · annual projection
Enter your hourly rate or salary to see your time and a half pay and weekly earnings.
What Is Time and a Half?
Time and a half is a pay rate equal to 1.5 times an employee's regular hourly wage. It is the minimum overtime rate required by federal law for non-exempt employees in the United States and applies to any hours worked beyond 40 in a standard workweek. At a regular rate of $20/hour, time and a half is $30/hour. At $25/hour, it's $37.50/hour.
The legal basis is the Fair Labor Standards Act (FLSA) of 1938, which requires employers to pay non-exempt hourly and salaried employees at least 1.5 times their regular rate for overtime hours. This is the federal floor, employers can pay more (double time, triple time) and many states require additional overtime protections, but federal law sets 1.5× as the minimum.
How to Calculate Time and a Half
The time and a half formula has three steps for hourly workers:
- Step 1, Find your time and a half rate:
Regular rate × 1.5 = Time and a half rate - Step 2, Calculate overtime pay:
Time and a half rate × Overtime hours - Step 3, Calculate total weekly pay:
Regular pay (rate × 40) + Overtime pay
Time and a half rate: $22 × 1.5 = $33/hour
Regular pay: $22 × 40 = $880
Overtime pay: $33 × 8 OT hours = $264
Total weekly gross pay: $880 + $264 = $1,144
Calculating Time and a Half for Salaried Employees
Salaried non-exempt employees must first convert their salary to an equivalent hourly rate before calculating overtime. The conversion formula: Annual salary ÷ 52 weeks ÷ standard weekly hours = hourly rate. Then multiply by 1.5 for time and a half.
Example: A salaried employee earns $52,000/year and works a standard 40-hour week. Hourly rate: $52,000 ÷ 52 ÷ 40 = $25.00/hour. Time and a half rate: $25.00 × 1.5 = $37.50/hour. For 6 hours of overtime: $37.50 × 6 = $225.00 in overtime pay for the week.
Time and a Half Pay by Hourly Rate, Quick Reference
| Regular Rate | Time and a Half (1.5×) | Double Time (2×) | 8 OT Hrs at 1.5× |
|---|---|---|---|
| $10.00/hr | $15.00/hr | $20.00/hr | $120.00 |
| $12.00/hr | $18.00/hr | $24.00/hr | $144.00 |
| $15.00/hr | $22.50/hr | $30.00/hr | $180.00 |
| $18.00/hr | $27.00/hr | $36.00/hr | $216.00 |
| $20.00/hr | $30.00/hr | $40.00/hr | $240.00 |
| $22.00/hr | $33.00/hr | $44.00/hr | $264.00 |
| $25.00/hr | $37.50/hr | $50.00/hr | $300.00 |
| $30.00/hr | $45.00/hr | $60.00/hr | $360.00 |
| $35.00/hr | $52.50/hr | $70.00/hr | $420.00 |
| $40.00/hr | $60.00/hr | $80.00/hr | $480.00 |
| $50.00/hr | $75.00/hr | $100.00/hr | $600.00 |
Who Qualifies for Time and a Half (2026)
Under the FLSA, non-exempt employees qualify for overtime pay at the time and a half rate. Whether you're non-exempt depends primarily on your job duties and compensation level:
Non-Exempt (eligible for overtime)
- Most hourly workers, regardless of industry
- Salaried workers earning below the FLSA salary threshold
- Non-exempt employees in administrative, operational, or production roles that don't meet the "white collar" duty tests
Exempt (no overtime requirement)
- Highly compensated employees: Earning $160,000+ annually in 2026, performing at least one executive, administrative, or professional duty
- Executive exemption: Managers or supervisors with authority to hire, fire, or significantly influence employment decisions
- Administrative exemption: Office workers with genuine decision-making authority over significant matters
- Professional exemption: Work requiring advanced knowledge in a field of science or learning (doctors, lawyers, engineers, CPAs)
- Outside sales employees: Workers who primarily make sales away from the employer's place of business
- Computer employees: Systems analysts, programmers, and software engineers earning $27.63+/hour
State Overtime Laws: Where Rules Are Stricter Than Federal
Federal law requires overtime only after 40 hours in a workweek. Several states impose additional daily overtime requirements that trigger time and a half after a certain number of hours in a single day, regardless of the weekly total:
| State | Daily OT Trigger | Double Time | 7th Consecutive Day |
|---|---|---|---|
| California | After 8 hours/day (1.5×) | After 12 hours/day (2×) | 1.5× first 8 hrs, 2× after 8 hrs |
| Alaska | After 8 hours/day (1.5×) | After 40 hours/week | Weekly 40-hour rule applies |
| Nevada | After 8 hours/day if earning under 1.5× state minimum wage | N/A (voluntary) | Weekly 40-hour rule applies |
| All other states | No daily OT trigger | Voluntary by employer | No federal requirement |
Double Time and Triple Time: When They Apply
Double time (2× the regular rate) is mandatory only in California (after 12 hours in a day or for hours beyond 8 on the seventh consecutive workday). Elsewhere in the US, double time is a voluntary employer policy, a union contract benefit, or an incentive for holidays and undesirable shifts. Many employers offer double time for major holidays (Christmas, Thanksgiving) as a recruitment and retention tool, even though federal law requires no holiday premium at all.
Triple time (3× the regular rate) is always a voluntary employer or union benefit with no federal or state legal basis. It typically appears in union agreements for emergency call-ins, on-call overnight shifts, or special holiday coverage requirements.