PayMath

Overtime pay calculator

Work out what a period of overtime is actually worth, and what your blended hourly rate becomes once the extra hours are included. That blended figure is often lower than people expect.

1.5 is time and a half, 2.0 is double time. Use whatever your agreement actually specifies.

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How this is calculated

Regular pay = hourly rate × regular hours. Overtime rate = hourly rate × your multiplier. Overtime pay = overtime rate × overtime hours.

The calculator also shows your blended hourly rate — total pay divided by total hours. This is the honest average rate across all the hours you worked, and it is lower than the overtime rate.

It is worth checking that your agreement applies the multiplier only above a threshold, and whether the threshold is daily or weekly. The rules differ by jurisdiction and can change the total considerably.

Worked example: $20 an hour, 40 regular hours plus 10 at time and a half: regular pay $800, overtime rate $30, overtime pay $300. Total $1,100 across 50 hours — a blended $22.00 an hour.

Common questions

Why is my blended rate so much lower than the overtime rate?

Because only the extra hours attract the multiplier. The first 40 hours are paid at the base rate, so they pull the average down. A blended $22 from a $30 overtime rate is normal.

Is overtime always time and a half?

In many jurisdictions there are minimum legal rates, but they vary and are not universal. Use the multiplier your contract or local rules specify rather than assuming 1.5 applies.

Should I use daily or weekly hours?

Match the period your rules use. Some places calculate overtime above eight hours a day, others above a weekly threshold. Put the hours into the period that matches your entitlement.

What this does not do: This performs arithmetic from the figures you enter. It does not determine whether overtime applies to your role, what rate you are entitled to, or how your jurisdiction defines the threshold — all of which are questions for your contract or a qualified adviser.

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