割増賃金計算機 (1.5倍)
時給と時間を入力して、通常、1.5倍、2倍、3倍の時間の収益を見積もります。
時給レート
労働時間数
獲得金額
どのように 割増賃金計算機 (1.5倍) 機能するか
- あなたの通常時給を設定します。計算機は自動的に1.5倍、2倍、3倍を導き出します。
- 会社が異なる倍率を使用している場合は、必要に応じてレートを上書きしてください。
- 各カテゴリで働いた時間を入力します。
ヒント: 通貨ラベルと小数点以下の精度を上部で変更して、地域やレポートのニーズに合わせてください。
Input Rate
Enter hourly wage
Multiply × 1.5
Calculate OT rate
Add Hours
Enter OT hours
Get Result
Total OT pay
Interactive Formula
What is Time and a Half Pay Calculator?
Time and a half pay is 1.5 times an employee's standard hourly wage, serving as the cornerstone of overtime and holiday pay calculations. This rate applies when employees work beyond the standard workweek hours (typically 40 hours) or during designated holidays.
For example, if an employee's standard hourly rate is $20, their time and a half pay would be $30 per hour ($20 × 1.5 = $30).
The legal basis for time and a half pay is the Fair Labor Standards Act (FLSA) in the United States, which mandates overtime compensation for eligible employees working beyond 40 hours in a workweek. This law promotes fair wage practices and protects workers from exploitation through excessively long work hours.
Who Is Eligible for Time and a Half Pay?
Eligibility for time and a half pay depends on whether an employee is classified as exempt or non-exempt under the FLSA:
Non-Exempt Employees ✓
Covered by FLSA overtime provisions and eligible for time and a half pay after 40 hours per week. This includes most hourly workers and certain salaried employees earning below the annual salary threshold.
Exempt Employees ✗
Not eligible for overtime pay under FLSA. These typically include executive, professional, administrative, or outside sales roles that meet specific job duty criteria and salary thresholds.
Overtime Eligibility Checker
Are You Eligible for Overtime Pay?
Click an option below to find out
How are you paid?
Guide to Calculating Time and a Half for Hourly Employees
To calculate time and a half pay for hourly employees, follow these 5 steps:
Step 1: Determine the Standard Hourly Rate
Identify the employee's regular pay rate per hour. Example: $20/hour.
Step 2: Calculate the Time and a Half Rate
Multiply the standard rate by 1.5.
Time and a Half Rate = $20 × 1.5 = $30/hour Step 3: Identify Overtime Hours Worked
Count hours worked beyond 40 in the workweek. Example: 50 hours worked − 40 standard hours = 10 overtime hours.
Step 4: Calculate Overtime Wages
Multiply overtime hours by the time and a half rate.
Overtime Pay = 10 hours × $30 = $300 Step 5: Calculate Total Pay
Add standard wages to overtime wages.
Total = ($20 × 40) + $300 = $800 + $300 = $1,100 Try It Yourself: Interactive Calculator
Hourly Rate
OT Rate (×1.5)
Total Hours
Standard Pay (40 hrs)
Overtime Pay
TOTAL WEEKLY PAY
Pay Breakdown Visualization
Illustrated Examples with Common Hourly Rates
| Hourly Rate | Hours Worked | OT Hours | OT Rate | Total Pay |
|---|---|---|---|---|
| $15 | 45 | 5 | $22.50 | $712.50 |
| $20 | 50 | 10 | $30.00 | $1,100.00 |
| $25 | 48 | 8 | $37.50 | $1,300.00 |
Calculating Overtime for Salaried Employees
Salaried employees require 6 steps to calculate overtime pay, as their compensation must first be converted to an hourly rate:
Step 1: Weekly Salary
Annual salary ÷ 52 weeks
$52,000 ÷ 52 = $1,000/week
Step 2: Hourly Rate
Weekly salary ÷ 40 hours
$1,000 ÷ 40 = $25/hour
Step 3: Time and a Half Rate
Hourly rate × 1.5
$25 × 1.5 = $37.50/hour
Step 4: Overtime Hours
Hours worked − 40
45 − 40 = 5 OT hours
Step 5: Overtime Wages
OT hours × OT rate
5 × $37.50 = $187.50
Step 6: Total Pay
Weekly salary + OT wages
$1,000 + $187.50 = $1,187.50
Special Considerations: Holiday Pay and Unusual Shifts
Holiday Pay Calculation
Holiday pay is not federally mandated in the United States but is commonly offered by employers as an incentive. Many employers pay time and a half for recognized holidays, including New Year's Day, Independence Day, Thanksgiving, and Christmas.
Example: An employee earning $20/hour working on a holiday would receive $30/hour ($20 standard + $10 holiday premium).
Compensation for Unusual Shifts
Some employers offer a shift differential for night shifts or weekend work—typically a percentage added to the standard rate. For instance, a 10% shift differential on a $20/hour rate results in $22/hour for night shifts.
Common Scenarios and Exceptions
- • Overtime on Holidays: May be calculated using the holiday pay rate, significantly increasing compensation.
- • Consecutive Weekend Work: May qualify for additional compensation or comp time beyond standard overtime.
- • Exempt Employees: Generally do not receive extra pay for holidays or unusual shifts, though employers may offer compensatory time.
Best Practices for Employers
Clear Policies
Communicate
holiday and shift pay policies in writing
Legal Compliance
Stay
informed about federal, state, and local laws
Consistency
Apply policies
uniformly to avoid discrimination claims
Avoiding Common Mistakes in Overtime Calculations
❌ Common Mistakes
Misclassifying Employees
Wrong Regular Rate
Missing Work Hours
Ignoring State Laws
✅ Best Practices
Regular Classification Audits
Include All Compensation
Accurate Time Tracking
Monitor All Jurisdictions
Overtime Compliance Risk Meter
Tip: Hover over each item above to see details. Following best practices keeps you in the green zone.
What is Overtime Pay?
Overtime pay is compensation for hours worked beyond the standard 40-hour workweek, typically calculated at a higher rate than regular wages. In the United States, the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees at least 1.5 times their regular rate for overtime hours. Overtime pay applies to work on holidays, weekends, or hours exceeding the standard 8-hour workday, depending on employer policy and state law.
The 40-Hour Overtime Threshold
Regular Rate
1× Pay
$20/hr → $20/hr
Overtime Rate
1.5× Pay
$20/hr → $30/hr
How Do I Calculate My Overtime Pay?
Multiply your hourly rate by 1.5, then multiply by the number of overtime hours worked. Try the interactive calculator below:
Step 1: Enter Your Hourly Rate
Step 2: Your Time and a Half Rate
$20.00 × 1.5 = $30.00 Step 3: Calculate Total Overtime Pay
Formula: Time and a Half = Standard Rate × 1.5 × Overtime Hours
What is Double-Time Pay?
Double-time pay is twice the employee's standard hourly wage, offered for work during specific conditions such as exceeding a certain number of hours in a day or week, or working on certain holidays.
Example: If your standard rate is $20/hour, your double-time rate is $40/hour ($20 × 2 = $40). Note: Only California has a state law requiring employers to pay double time under specific conditions.
Pay Rate Multiplier Comparison
Based on $20/hr standard rate. California requires double-time for 12+ hours/day or 8+ hours on 7th consecutive day.
Is Overtime Pay a Federal Mandate in the United States?
Yes. According to the U.S. Department of Labor (DOL), the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees overtime for hours worked in excess of 40 in a given workweek. The minimum overtime rate is 1.5 times the employee's regular rate of pay.
How Do I Calculate Time and a Half Plus My Standard Salary?
Follow these 3 steps to calculate your week's earnings:
- 1 Multiply your standard rate by 40 hours to get your regular weekly wages.
- 2 Multiply your standard rate by 1.5, then by your overtime hours to get overtime wages.
- 3 Add both amounts together for your total weekly pay.
Visual Calculation Example
Standard Wages
Overtime Wages
TOTAL WEEKLY PAY
Example: $20/hr standard rate, 50 hours worked (40 standard + 10 overtime)
What Are the Negative Impacts of Mandatory Overtime?
There are 4 significant negative impacts of mandatory overtime:
Increased Health Risks
Long hours increase chances of physical and mental health issues.
Low Employee Morale
Stressed or tired employees affect overall workplace morale.
Reduced Productivity
Fatigue and stress lead to decreased output quality and efficiency.
Increased Safety Risks
Tired employees are less attentive, leading to more workplace accidents.
Disclaimer: The content provided on this webpage is for informational purposes only and is not intended to be a substitute for professional advice. While we strive to ensure accuracy, details may change over time or vary by jurisdiction. We strongly advise consulting with a qualified professional for specific advice. We are not liable for any actions taken based on the information provided.