Quick answer
For covered, nonexempt employees, the standard federal rule requires at least 1.5 times the regular rate for hours worked over 40 in a workweek. State or special rules may add requirements. Pay stubs may show overtime earnings at the full overtime rate or show a separate premium.
A worked example
In this simple example, a covered, nonexempt employee whose regular rate is $20/hour and who works 45 hours in one workweek receives $800 for 40 regular hours plus $150 for 5 overtime hours at $30/hour, for $950 gross before deductions.
| Earnings | Hours | Rate | Amount |
|---|---|---|---|
| Regular | 40 | $20.00 | $800.00 |
| Overtime | 5 | $30.00 | $150.00 |
| Total | 45 | — | $950.00 |
Overtime rules vary by state. Some require daily overtime or different multipliers. Confirm the rules that apply to you.
Check each workweek before totaling the pay period
Under the standard federal rule, each workweek is assessed separately. A two-week pay period with 45 hours in week one and 35 in week two does not erase the five overtime hours by averaging to 40. In the simple $20-rate example above, week one is $950 and week two is $700, totaling $1,650 gross. This assumes a covered, nonexempt employee, one regular rate and no additional compensation or special rules.
The Department of Labor defines a workweek as a fixed period of 168 hours. Its FLSA reference guide explains why workweeks generally cannot be averaged.
Full overtime rate vs. overtime premium on the stub
The same $950 example can be presented as 40 hours × $20 plus 5 hours × $30. Another layout can show all 45 hours at $20 ($900) plus an extra half-time premium of 5 × $10 ($50). Both total $950 in this simple example. Do not add a full $30 overtime rate on top of straight-time pay already counted for those same five hours.
When the base hourly rate is not enough
Some compensation must be included in the regular rate. Bonuses, commissions or multiple pay rates can make a simple base-rate × 1.5 calculation incomplete. See the DOL regular-rate overview before applying the simple example to a different arrangement.
Check workweek dates, recorded hours, the applicable regular rate, overtime earnings and gross totals against the payroll records. Then compare deductions and net pay. See hourly versus salary pay stubs and earnings and deductions. Examples reviewed October 16, 2026; figures are fictional.
Reconcile overtime across a two-week pay stub
A useful calculator check starts with one row for each workweek. Consider a covered, nonexempt employee paid $25 per hour who works 44 hours in the first week and 36 in the second. Assume that $25 is the correct regular rate, no other compensation changes it, and only the ordinary federal weekly rule applies.
- Week one: 40 × $25 = $1,000 regular earnings, plus 4 × $37.50 = $150 overtime earnings.
- Week two: 36 × $25 = $900 regular earnings, with no overtime in this example.
- Two-week gross: $1,000 + $150 + $900 = $2,050.
Entering only 80 hours at $25 would show $2,000 and omit $50 of overtime premium. The correct combined earnings presentation could show 76 regular hours at $25 and four overtime hours at $37.50. Another presentation could show all 80 hours at $25 plus four hours of additional premium at $12.50. Both total $2,050; they must not be added together.
Use the result without counting the premium twice
- Confirm whether the payroll record shows the full overtime rate or only the additional premium.
- Keep the week-by-week calculation with the time records.
- When using a calculator with separate regular and overtime inputs, enter hours consistent with that calculator’s stated method.
- Compare the calculator’s gross earnings with the independently checked $2,050 before evaluating withholding.
Use the pay stub calculator for the current-pay review and the pay stub deductions guide to understand the deductions that follow. A gross-pay check alone does not determine take-home pay. The example contains no tax estimate.
What if the calculator and payroll record disagree?
Check for overlapping regular and overtime hours first, then review rate changes, bonuses, unpaid breaks and the applicable workweek. Multiple rates, certain bonuses, daily overtime and special employment rules can require a different calculation. The Department of Labor’s overtime guidance explains the ordinary federal rule and regular-rate principles. Resolve those inputs before creating a statement through the PayStubPro pay stub generator.
Ready to create your pay stub?
Use the PayStubPro paystub generator and follow the guided, step-by-step process.