Salaried Overtime Calculator (2026)
Salaried but non-exempt? Convert your salary to its hourly equivalent the FLSA way, add your overtime hours, and see your overtime pay and total weekly pay.
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Salary doesn't erase overtime — status does
"I'm salaried" is one of the most expensive sentences in American workplaces, because it's so often wrong. Under the Fair Labor Standards Act, overtime rights turn on exempt vs. non-exempt status, not on whether your pay arrives as a salary or an hourly wage. The exemptions — executive, administrative, professional, outside sales, certain computer employees — each require meeting both a salary threshold and a duties test. Fall short on duties and you're non-exempt: overtime is owed, computed from an hourly rate derived from your salary.
Who does this actually describe? Assistant managers who mostly stock shelves and run registers. "Supervisors" with no real hire-and-fire authority. Office coordinators, technicians, and trades workers paid a weekly salary for simplicity. If that sounds like you, the math below is worth doing — underpayment here is measured in thousands per year.
How the math works
Hourly equivalent = weekly salary ÷ 40 Overtime pay = overtime hours × hourly equivalent × 1.5 Total weekly pay = weekly salary + overtime pay
Enter an annual salary and it's converted first (÷ 52). The ÷ 40 step is the DOL's standard method for a salary understood to cover a 40-hour week. One honest limitation: if your salary was explicitly agreed to cover more than 40 hours, the fluctuating-workweek method divides by actual hours instead — a fact-specific exception this calculator doesn't model.
Worked example
An office coordinator earns $52,000/year (=$1,000/week) and works 8 overtime hours:
| Step | Calculation | Result |
|---|---|---|
| Weekly salary | $52,000 ÷ 52 | $1,000.00 |
| Hourly equivalent | $1,000 ÷ 40 | $25.00/hr |
| Overtime rate | $25.00 × 1.5 | $37.50/hr |
| Overtime pay | 8 × $37.50 | $300.00 |
| Total weekly pay | $1,000 + $300 | $1,300.00 |
That $300/week is $15,600 a year — the amount quietly left on the table whenever a non-exempt salaried worker is told "salary means no overtime."
The misclassification check
Before trusting any number here, pressure-test your status. The duties tests are specific: the executive exemption needs genuine management of two-plus employees plus real input on hiring and firing; the administrative exemption needs independent judgment on significant matters (not just following procedures); the professional exemption needs advanced knowledge in a field of science or learning. None of them is satisfied by a title alone. State laws can be stricter — California's salary threshold, for instance, runs well above the federal floor. When in doubt, the DOL's Wage and Hour Division takes these questions for free, and misclassification back-pay can reach back two to three years.
Data sources: U.S. Department of Labor, Wage and Hour Division — FLSA exemptions and regular-rate guidance (29 U.S.C. §207, §213; 2026). State thresholds vary. Estimates only, not legal advice — "estimates only, not legal advice."
Frequently asked questions
Do salaried employees get overtime pay?
Sometimes — it depends on exempt vs. non-exempt status, not on how you're paid. Executive, administrative, and professional employees who meet the salary and duties tests are exempt and have no federal overtime right. Salaried workers who fail the duties test (many supervisors, office staff, technicians) are non-exempt and must be paid overtime, computed from a salary-derived hourly rate.
How is the hourly equivalent computed from my salary?
The standard FLSA method: divide your weekly salary by 40. A $1,000/week salary becomes a $25/hour regular rate, and each overtime hour pays $37.50. This calculator uses that method, which applies when your salary is understood to cover a 40-hour week — the most common arrangement.
What if my salary is meant to cover more than 40 hours?
Then the 'fluctuating workweek' method may apply: your hourly equivalent becomes salary divided by actual hours worked that week, and the overtime premium is only the extra 0.5× (since the straight-time portion is already in the salary). That's a narrower, fact-specific rule — this calculator uses the standard salary÷40 method and labels the assumption.
Does this include taxes or deductions?
No — all figures are gross pay. Use the US Take-Home Pay Calculator to estimate what reaches your bank account after federal, state, and FICA withholding.
Can my employer just call me 'salaried' to avoid overtime?
No. Job titles and pay method don't determine exempt status — the duties tests do. Misclassification is one of the most common wage violations the DOL pursues; if your work doesn't genuinely meet an exemption's duties test, the salary label doesn't remove your overtime right.
Estimates only, not tax or financial advice. Figures reflect the 2026 tax year. Verify important decisions with the IRS or a qualified tax professional.