🖩 Overtime Pay Calculator
Enter your regular hourly rate and the hours worked each day. The calculator will compute overtime owed per California Labor Code 510.
💰 Calculate Your Unpaid Overtime
Enter total hours worked for each day of the workweek. Leave blank or enter 0 for days not worked.
Important Notes
- This calculator shows the overtime premium owed (the extra 0.5x or 1x), not total wages
- You may also be owed additional penalties under LC 203, 226, and 1194.2
- Interest at 10% per year applies to unpaid wages
- Consult an attorney for complex situations or large claims
⚖ California Overtime Rules (LC 510)
California has the most employee-friendly overtime laws in the nation. Unlike federal law, California requires overtime based on daily hours, not just weekly hours.
Overtime Rate Structure
Daily Overtime (1.5x)
Time-and-a-half for all hours worked over 8 hours in a workday (hours 9-12)
Daily Double Time (2x)
Double time for all hours worked over 12 hours in a workday
Weekly Overtime (1.5x)
Time-and-a-half for hours over 40 hours in a workweek (if not already paid as daily OT)
7th Consecutive Day
1.5x for first 8 hours; 2x for hours over 8 on the 7th consecutive day of the workweek
Visual Rate Breakdown
Hours 9-12 per day
OR over 40/week
Hours 12+ per day
OR 8+ on 7th day
How the 7th Day Rule Works
If you work 7 consecutive days in the same workweek, the 7th day has special rules:
- First 8 hours: Paid at 1.5x (even if under 8 hours normally)
- Hours over 8: Paid at 2x (double time)
The workweek is defined by your employer (often Sunday-Saturday or Monday-Sunday). Days worked in different workweeks do not count toward the 7 consecutive days.
📊 Calculation Examples
Example 1: Standard 10-Hour Days
Scenario: Employee earns $25/hour and works 10 hours/day, 5 days/week.
- Regular hours: 8 hrs x 5 days = 40 hours (paid at regular rate)
- Daily OT: 2 hrs x 5 days = 10 hours at 1.5x
- OT premium: 10 hrs x $12.50 (0.5x of $25) = $125/week
Example 2: Long Shifts with Double Time
Scenario: Employee earns $20/hour and works 14 hours/day, 3 days/week.
- Regular hours: 8 hrs x 3 days = 24 hours
- Daily OT (hrs 9-12): 4 hrs x 3 days = 12 hours at 1.5x
- Daily DT (hrs 12+): 2 hrs x 3 days = 6 hours at 2x
- OT premium: (12 x $10) + (6 x $20) = $240/week
Example 3: 7th Consecutive Day
Scenario: Employee earns $30/hour, works 8 hrs/day Mon-Sat, then 10 hrs on Sunday (7th day).
- Mon-Sat: 48 hours total, 8 hrs daily OT at 1.5x = 8 x $15 = $120
- Sunday (7th day): First 8 hrs at 1.5x = 8 x $15 = $120
- Sunday 8+: 2 hrs at 2x = 2 x $30 = $60
- Total OT premium: $300/week
🚀 Next Steps
If you have calculated unpaid overtime, here is what to do next.
1. Document Your Hours
Gather pay stubs, time records, schedules, emails showing work hours, and any other evidence.
2. Send a Demand Letter
A formal demand letter often prompts settlement without needing to file a claim.
3. File a DLSE Claim
If employer does not pay, file with the California Labor Commissioner (free, no attorney needed).
4. Consider Legal Help
For larger claims, an attorney can maximize recovery and handle litigation.
Statute of Limitations
You have 3 years to file an overtime claim (4 years under UCL). Each pay period that passes may be lost. Act promptly to preserve your full claim.
Additional Damages You May Be Owed
- Liquidated damages - Equal to unpaid wages for willful violations
- Interest - 10% per year on unpaid amounts
- Waiting time penalties - Up to 30 days pay if wages unpaid at termination
- Wage statement penalties - $50-100 per violation up to $4,000
- Attorney fees - Recoverable if you prevail
👥 When to Hire an Overtime Attorney
Many overtime claims can be handled without an attorney, but certain situations benefit significantly from professional legal help.
Handle It Yourself When:
✓ Simple Calculation
Your overtime is straightforward daily overtime (hours 9-12) with clear time records showing the hours worked.
✓ Limited Timeframe
Your claim covers a few months with a single consistent schedule - easy to calculate and document.
✓ Small Claims Amount
Total owed (including penalties and interest) falls under the $12,500 small claims court limit.
✓ Good Documentation
You have pay stubs, time records, or schedules that clearly show the hours you worked.
Hire an Attorney When:
⚠ Misclassification Issues
Your employer claims you're exempt (salary, management, independent contractor) when you shouldn't be - this requires legal analysis.
⚠ Complex Pay Structures
You have commissions, bonuses, piece rates, or multiple pay rates - calculating the "regular rate" for OT requires expertise.
⚠ Years of Violations
You're owed overtime for 2-3+ years - large claims justify professional representation and maximize recovery.
⚠ Off-the-Clock Work
Your employer didn't track all hours worked (working from home, before/after shift, through meals) - proving these hours requires legal strategy.
⚠ Class Action Potential
Other employees experienced the same overtime violations - a class action or PAGA claim can recover for all affected workers.
⚠ Employer Denies Liability
The company refuses to pay or claims exemptions apply - you'll need legal arguments to counter their defenses.
Benefits of Attorney Representation
- Contingency fees: Most employment attorneys take overtime cases with no upfront cost
- Fee-shifting: California law requires employers to pay your attorney fees if you win (LC 1194)
- Higher recovery: Attorneys add liquidated damages, waiting time penalties, wage statement penalties, and interest
- Exemption analysis: Professional evaluation of whether claimed exemptions actually apply
- PAGA leverage: Representative actions can substantially increase total recovery
- Litigation credibility: Employers settle attorney-represented claims more quickly and for more
Not Sure If You Need an Attorney?
Take our free assessment to get a personalized recommendation based on your overtime situation.
Take Free AssessmentContingency Representation Available
Many employment attorneys work on contingency for overtime claims. Because California law allows prevailing employees to recover attorney fees from the employer (LC 1194), many lawyers take strong cases at no upfront cost to you.