Split hours at a chosen threshold
Regular hours are the smaller of total hours and the threshold. If total hours do not exceed the threshold, overtime is zero.
Examples using a 40-hour threshold
| Total worked | Regular | Overtime |
|---|---|---|
| 38.00 | 38.00 | 0.00 |
| 40.00 | 40.00 | 0.00 |
| 45.00 | 40.00 | 5.00 |
| 46.50 | 40.00 | 6.50 |
At 45 hours, max(45 − 40, 0) = 5 overtime hours. For a pay estimate at $20 per hour and a selected 1.5× multiplier: 40 × $20 = $800 regular pay, and 5 × $20 × 1.5 = $150 overtime pay.
Keep separate workweeks separate
If a two-week period contains 45 hours in week one and 35 in week two, calculate each week against the chosen weekly threshold. Averaging them to 40 hours would hide the five-hour result for week one.
The legal rule is not just a formula
The 40-hour example is configurable math, not a conclusion about eligibility. The U.S. Department of Labor states that the federal FLSA generally requires overtime after 40 hours in a workweek for covered, nonexempt employees, at no less than one and one-half times the regular rate. Exemptions and special rules exist, and state or local rules, contracts, employer policies, classification, and the definition of the regular rate can change the correct calculation.
Authoritative reference: U.S. Department of Labor Fact Sheet #23: Overtime Pay Requirements of the FLSA. Use the applicable official guidance or qualified advice for an actual pay decision.