Find out exactly what a week with overtime pays. Enter your hourly rate and either the weekly total or the hours for each day, pick the federal FLSA rule or a state with daily overtime (California, Alaska, Nevada, Colorado), and see regular, time-and-a-half and double-time hours, the weekly and annual pay, and how much of it qualifies for the 2025–2028 overtime deduction.
Enter hours:
Federal rule: everything over 40 is overtime.
Weekly pay
$1,144.00
$88.00 more than straight time
Overtime pay
$264.00
8 OT hours
Overtime rate
$33.00
effective $23.83/h
Annual (52 wk)
$59,488
$13,728 from overtime
Hours
Count
Rate
Pay
Regular
40
$22.00
$880.00
Overtime (1.5×)
8
$33.00
$264.00
Total
48
$23.83 avg
$1,144.00
“No tax on overtime” deduction estimate (tax years 2025–2028)
Deductible overtime premium: $88.00 this week, about $4,576 a year → deduction $4,576 (cap $12,500).
Only the premium half (the 0.5× above your regular rate) of FLSA-required overtime qualifies, not the whole overtime paycheck. Phases out above $150,000 MAGI ($300,000 joint). It reduces income tax, not Social Security or Medicare tax. Estimate only — confirm with a tax professional.
Worked example (federal): $22 an hour, 48 hours in the week. Regular: 40 × $22 = $880. Overtime: 8 × $33 = $264. Weekly pay $1,144, or $23.83 per hour on average. If every week looked like this, overtime would add about $13,700 a year, of which the premium half ($88 a week, $4,576 a year) is deductible under the 2025–2028 rule.
The same 50-hour week in California as 9, 10, 8, 11, 8, 4 and 0 hours: daily overtime applies over 8 hours, so Monday gives 1, Tuesday 2 and Thursday 3 overtime hours. The remaining 44 straight-time hours exceed 40 by 4, so the week still has 10 overtime hours. The rules diverge when long days are balanced by short ones: four 10-hour days pay no overtime federally but 8 hours of overtime in California, and any day past 12 hours earns double time there.
State overtime rules at a glance
Jurisdiction
Weekly
Daily
Double time
Federal FLSA (and most states)
over 40 h
—
—
California
over 40 h
over 8 h
over 12 h/day; over 8 h on 7th consecutive day
Alaska
over 40 h
over 8 h
—
Nevada
over 40 h
over 8 h in 24 h (if paid < 1.5× minimum wage)
—
Colorado
over 40 h
over 12 h
—
Kentucky
over 40 h
—
7th day of a 7-day week at 1.5×
Daily and weekly overtime never stack on the same hour: hours already paid as daily overtime do not count again toward the 40-hour weekly limit. Track a full week with the time card calculator, or turn the rate into a salary with the hourly to salary calculator.
Frequently asked questions
Under the federal Fair Labor Standards Act (FLSA), non-exempt employees earn 1.5 times their regular rate for every hour over 40 in a workweek. At $22 an hour the overtime rate is $33; 48 hours pays 40 × $22 + 8 × $33 = $880 + $264 = $1,144. The regular rate must include non-discretionary bonuses and shift differentials, so it can be slightly higher than the base hourly wage.
Federally, only after 40 hours in a week — a 12-hour day followed by a 4-hour day earns no overtime. A few states add daily overtime: California and Alaska after 8 hours in a day, Colorado after 12, and Nevada after 8 in a 24-hour period for lower-paid workers. California also pays double time after 12 hours in a day and for the seventh consecutive day. Switch the calculator to day-by-day mode to apply these rules.
Salaried executive, administrative, professional, outside-sales and some computer employees who earn at least $684 a week ($35,568 a year) and whose duties meet the tests are exempt. A 2024 rule raising that salary floor was struck down in court, so the $684 figure still applies in 2026. Being paid a salary alone does not make you exempt — the duties test matters — and hourly employees are almost always entitled to overtime.
For tax years 2025 through 2028, workers can deduct the premium portion of FLSA-required overtime — the extra 0.5× above the regular rate, not the entire overtime paycheck — up to $12,500 ($25,000 married filing jointly), phasing out above $150,000 of income ($300,000 joint). The deduction is available whether or not you itemize, and your employer reports the qualified amount on your W-2. Payroll taxes (Social Security and Medicare) still apply.
No. Overtime is taxed like any other wages; it only feels heavier because a bigger paycheck can have more tax withheld at the higher bracket rate in that pay period. Over the full year the tax on your overtime is the same as on regular pay at the same total income — and from 2025 the premium portion is partly deductible.