This hourly paycheck calculator adds your regular hours and time-and-a-half overtime, then subtracts 2026 federal income tax and FICA to show your real take-home. Overtime is paid at 1.5× your regular rate for hours worked beyond 40 in a workweek under federal law. For example, at $25 an hour with 80 regular and 10 overtime hours in a biweekly period, gross is $2,375 ($2,000 regular + $375 overtime), and take-home is roughly $1,950 before state tax. Enter your own hours below.
Under the federal Fair Labor Standards Act (FLSA), non-exempt employees earn at least 1.5× their regular rate for hours over 40 in a workweek — "time and a half." If you earn $25 an hour, overtime is $37.50 an hour. Your gross paycheck is regular hours × rate, plus overtime hours × 1.5 × rate. The calculator splits the two so you can see exactly how much of your check is overtime.
| Component | Formula | Example ($25/hr) |
|---|---|---|
| Regular pay | rate × regular hours | $25 × 80 = $2,000 |
| Overtime pay | rate × 1.5 × OT hours | $37.50 × 10 = $375 |
| Gross paycheck | regular + overtime | $2,375 |
At $25 an hour, 80 regular hours and 10 overtime hours in a biweekly period: regular pay $2,000, overtime pay $375, gross $2,375. FICA (7.65%) is about $182, and annualized federal withholding is roughly $243, leaving a take-home near $1,950 before state tax. Over a full year that pattern annualizes to about $61,750 gross. The calculator runs your exact rate, hours, and pay frequency.
Overtime pay is ordinary wages for withholding — it is taxed the same as regular pay, not at a special higher rate. What can make overtime feel taxed more is that a bigger paycheck annualizes to a higher bracket for that period's withholding. New for 2026, the "no tax on overtime" deduction lets you deduct the time-and-a-half premium (the extra half-rate) up to $12,500 single / $25,000 joint when you file — reducing federal income tax on overtime, though FICA and state tax still apply.
No. There is no special overtime tax rate. Overtime is added to your wages and taxed at your normal marginal bracket. The common belief that "overtime is taxed more" comes from withholding: payroll may annualize a larger check into a higher bracket, withholding more that period. At year end it evens out, and the 2026 overtime deduction can actually lower your federal tax on the premium.
Both regular and overtime wages owe FICA: 6.2% Social Security (up to the $184,500 wage base) and 1.45% Medicare. The 2026 no-tax-on-overtime deduction does not exempt overtime from FICA — it only reduces federal income tax on the premium portion. So even "tax-advantaged" overtime still has Social Security and Medicare withheld.
Federal overtime applies to non-exempt employees — generally hourly workers and salaried workers below the exempt salary threshold. Exempt employees (many salaried professional, executive, and administrative roles) are not entitled to FLSA overtime. Some states have stricter rules, such as daily overtime after 8 hours or double-time after 12. The calculator uses the standard 1.5× multiplier; adjust hours if your state mandates more.
Some employers or state laws pay double time (2×) for hours beyond a daily threshold, on the seventh consecutive workday, or on holidays. If your overtime is double time rather than time and a half, your premium is larger. For a quick estimate of pure double-time pay, multiply those hours by 2× your rate; for standard FLSA overtime, this calculator's 1.5× applies.
Overtime is determined by the workweek (over 40 hours in a single week), but it shows up on your paycheck by pay period. A biweekly check covers two workweeks, so overtime in either week appears on that check. The calculator annualizes by your selected frequency (weekly, biweekly, semi-monthly) to estimate withholding accurately.
Beyond working the hours, the 2026 overtime deduction is the key lever — it can return federal tax on up to $12,500 (single) of overtime premium when you file. Pre-tax 401(k) and HSA contributions also reduce taxable wages. Be mindful that a big overtime stretch can temporarily raise per-check withholding; it balances out at filing.
The calculator covers federal tax and FICA. State income tax applies to overtime wages in most states (0% in Texas, Florida, Washington, and a few others). The federal no-tax-on-overtime deduction does not change state tax unless your state passes its own break. Add your state's rate for a full net figure.
Enter your regular hourly rate, regular hours for the period, overtime hours (paid at 1.5×), pay frequency, and filing status. The calculator splits regular and overtime pay, computes the gross check, applies 2026 federal withholding and FICA, and shows your take-home plus the overtime premium that may be deductible. Add state tax separately.
Overtime is 1.5× your rate. The table shows the overtime rate and the gross of 10 overtime hours at several base rates — useful for checking your paycheck.
| Base rate | Overtime rate (1.5x) | 10 OT hours pay | Deductible premium (10 hrs) |
|---|---|---|---|
| $18/hr | $27.00 | $270 | $90 |
| $25/hr | $37.50 | $375 | $125 |
| $35/hr | $52.50 | $525 | $175 |
| $45/hr | $67.50 | $675 | $225 |
The deductible premium column is the half-rate portion that may qualify for the 2026 no-tax-on-overtime deduction. The calculator splits regular and overtime on your real check.
An hourly stub with overtime lists regular hours and pay on one line and overtime hours and pay on another (at 1.5×), summing to gross. Below that come the deductions: federal income tax, Social Security and Medicare, state income tax where applicable, and any benefits. Checking that your overtime hours and rate are correct each period prevents underpayment — employers sometimes miscompute the regular rate when bonuses or shift differentials are involved, which can understate the overtime due to you.
Under the FLSA, your regular rate for overtime is not always just your base hourly wage. Nondiscretionary bonuses, shift differentials, and certain incentive pay must be folded into the regular rate, which can raise your overtime rate above a simple 1.5× base. For example, a weekly attendance bonus increases the regular rate used to compute that week's overtime premium. If you regularly earn extra pay on top of your hourly wage, your true overtime rate may be higher than the basic calculation — worth verifying with your employer or your state labor office.
Federal law requires overtime after 40 hours in a workweek, but several states are stricter. Some mandate daily overtime after 8 hours, double time after 12 hours in a day, or overtime on the seventh consecutive day worked. A few states also have higher salary thresholds for exempt status. If you work in such a state, you may earn overtime the federal rules would not require, and your premium may be larger. Check your state's labor department for the exact thresholds, then enter your true overtime hours in the calculator.
State income tax reduces your overtime paycheck on top of federal tax and FICA. The federal 2026 no-tax-on-overtime deduction does not change state tax unless your state conforms.
| State type | Example | State tax on wages | Effect on OT check |
|---|---|---|---|
| No income tax | Texas, Florida, Washington | 0% | No state withholding |
| Low flat | Arizona | ~2.5% | Small state withholding |
| Graduated | California, New York | up to ~9-13% | Larger state withholding |
In a no-income-tax state, only federal tax and FICA come out of your overtime; in high-tax states, expect a noticeably smaller net on the same hours.
Overtime that varies week to week makes your paycheck withholding fluctuate, because payroll often annualizes each check independently. A few heavy-overtime weeks can over-withhold for those periods, which evens out at filing. New for 2026, the no-tax-on-overtime deduction can return federal tax on the premium when you file, so workers with significant overtime may see a larger refund. To smooth cash flow, some workers adjust their W-4; others prefer the refund as forced savings. Either way, your annual return reconciles the true tax on all your wages, overtime included.
Overtime is not only for traditional hourly workers. Salaried nonexempt employees — those paid a salary but below the exempt threshold or not meeting the duties tests — are still entitled to overtime. Their regular rate is computed from the salary (typically salary divided by the hours it is intended to cover), and overtime is 1.5× that rate for hours over 40. If you are salaried but unsure of your status, check whether your role meets the FLSA exemption tests; misclassification is common, and correctly classified nonexempt workers can be owed substantial overtime pay.
Add regular pay (rate times regular hours) plus overtime pay (rate times 1.5 times overtime hours), then subtract federal income tax and FICA. For example, $25 an hour with 80 regular and 10 overtime hours is $2,375 gross and about $1,950 take-home before state tax.
No. There is no special overtime tax rate - overtime is added to your wages and taxed at your normal marginal bracket. It can feel higher because a larger paycheck annualizes into a higher bracket for that period's withholding, but it evens out at filing.
Overtime is taxed as ordinary wages for withholding. New for 2026, the no-tax-on-overtime deduction lets you deduct the time-and-a-half premium (the extra half-rate) up to $12,500 single or $25,000 joint when you file, lowering federal income tax. FICA and state tax still apply.
Yes. Both regular and overtime wages owe FICA - 6.2% Social Security up to the $184,500 wage base and 1.45% Medicare. The 2026 overtime deduction reduces federal income tax on the premium only; it does not exempt overtime from FICA.
Overtime is at least 1.5 times your regular hourly rate for hours worked beyond 40 in a workweek under federal law. If you earn $25 an hour, overtime pays $37.50 an hour. Some states or employers pay double time in certain situations.
Non-exempt employees - generally hourly workers and salaried workers below the exempt salary threshold - qualify for federal overtime. Exempt salaried professional, executive, and administrative employees are not entitled to FLSA overtime. Some states have stricter daily-overtime rules.