How to Use This Tool
Let's be honest — most people don't think about overtime until they're neck-deep in a 50-hour week, wondering why their paycheck doesn't quite add up. This calculator does something most others don't: it tells you not just how much your overtime is worth, but whether you're even legally entitled to it in the first place. Because here's the thing — being salaried doesn't automatically mean you're "exempt" from overtime laws.
The federal salary threshold for 2026 is $35,568/year ($684/week), restored to 2019 levels by a DOL technical amendment effective May 15, 2026 — after a 2024 rule raising it to $844/week was vacated by a federal court. States like California and New York set it much higher. If you're earning $45,000 in California, you're almost certainly non-exempt and entitled to time-and-a-half for any hours over 40. Your effective hourly rate might look completely different once you factor in those extra hours — and not in a good way.
Use this tool when:
- You just got a job offer and want to confirm you're classified correctly as exempt or non-exempt before signing.
- You're regularly working 45–50+ hours and wondering if your employer owes you overtime pay — or if you should renegotiate your rate.
- You're job searching and comparing two offers: one salaried with long hours vs. one hourly with overtime potential. This helps you see the real value difference.
Worked Example: Is a $52,000 Tech Support Worker Owed OT?
Maria works tech support in Texas earning $52,000/year ($26/hr). She works 48 hours per week but is salaried and told she's "exempt." Let's check:
| Step | Calculation | Result |
|---|---|---|
| 1. Weekly salary | $52,000 ÷ 52 weeks | $1,000/week |
| 2. Federal weekly threshold (2026) | $35,568 ÷ 52 weeks | $684/week |
| 3. Texas uses federal rules | No state overtime premium | $684/week threshold |
| 4. Status check | $1,000 > $684 threshold | Likely exempt (salary-based) |
| 5. BUT — duties test fails | Tech support = non-managerial duties | Should be non-exempt! |
| 6. OT Pay Value (8 hrs × $26 × 1.5) | $26/hr × 1.5 × 8 OT hours/week | $312/week = $16,224/year |
In this case, Maria's salary technically exceeds the federal threshold — but her actual job duties don't fit an exempt classification. She's owed overtime. With 2 years of potential back pay: $32,448.
Who Is Entitled to Overtime Pay?
Under the Fair Labor Standards Act (FLSA), most workers earning less than $35,568/year ($684/week) are classified as non-exempt and entitled to overtime pay at 1.5× their regular rate for hours exceeding 40 per week. This threshold was restored to its 2019 level by a DOL technical amendment effective May 15, 2026, after a 2024 rule raising it was vacated by a federal court.
But here's what most people don't know: salary alone doesn't determine exemption. Workers must also fail the "duties test" — meaning they primarily perform non-managerial, non-professional tasks — to be eligible for overtime. If you've been told you're "exempt" just because you're salaried, it might be worth a second look.
State Thresholds Can Be Much Higher
Federal law sets the minimum threshold. States can — and do — set higher thresholds:
- California: $70,304/year ($1,352/week) — effective Jan 1, 2026
- New York (NYC/Nassau/Suffolk/Westchester): $66,300/year ($1,275/week) — effective Jan 1, 2026
- Washington: $80,168/year ($1,541.70/week) — highest in the nation
- Colorado: $57,784/year
- Federal: $35,568/year ($684/week) — restored May 2026, DOL
If you're in California earning $50,000/year, you're likely non-exempt even though you'd be exempt under federal rules. This calculator uses your state's threshold. And if you're curious how overtime pay factors into your take-home pay after taxes, we have a calculator for that too.
How to Calculate Unpaid Overtime
For non-exempt workers:
Example: $20/hr worker with 10 OT hours/week = ($20 × 1.5) × 10 = $300/week in OT
Recovering Back Pay
If you've been misclassified or worked unpaid overtime, you may be able to recover:
- 2 years of unpaid overtime (FLSA standard)
- 3 years for willful violations
- Liquidated damages equal to the unpaid amount in some cases
File a complaint with the Department of Labor's Wage and Hour Division or consult an employment attorney for a case evaluation. If you need talking points for a conversation with your employer, try our negotiation script builder.
Methodology & Sources
Salary thresholds are based on 2026 FLSA regulations and state labor department data. The calculator provides estimates only — actual exemption status depends on duties tests and specific job duties. Consult an employment attorney for legal determination.
