| Day | Hours | Regular | OT (1.5x) | DT (2x) | 7th-Day Premium |
|---|
⚖️ Calculations based on California Labor Code § 510 and DLSE enforcement guidelines.
📅 Last Updated: July 2026 — reflects current California law (2026 minimum wage: $16.90/hour).
ℹ️ Estimates are for educational purposes only. Consult a licensed attorney for legal advice.
See exactly how California's daily overtime rules apply to real work schedules. These examples show the calculation step by step, including the Maximum Benefit Rule (Daily vs Weekly OT). All examples use 2026 rates.
| Scenario # | Work Schedule | Regular Rate | Daily OT (1.5x) | Weekly OT (1.5x) | Double Time (2x) | Final OT Owed | Total Gross Pay |
|---|---|---|---|---|---|---|---|
| 1 | 10 hours Mon (8 regular + 2 OT) | $20.00/hr | $60.00 | $0.00 | $0.00 | $60.00 (Daily) | $220.00 |
| 2 | 13 hours Wed (8 regular + 4 OT + 1 DT) | $25.00/hr | $150.00 (OT) + $50.00 (DT) | $0.00 | $50.00 | $200.00 | $400.00 |
| 3 | 7th day of workweek: 10 hours (first 8h @ 1.5x, hours 9–10 @ 2x) | $18.00/hr | $216.00 (7th-day 1.5x, first 8h) | $0.00 | $72.00 (7th-day 2x, hours 9–10) | $288.00 (7th-day premium) | $288.00 (Day 7 only) |
| 4 | 50-hour workweek: 10 hours/day × 5 days | $22.00/hr | $330.00 (10h daily OT) | $0.00 (excluded) | $0.00 | $330.00 | $1,210.00 |
| 5 | Salaried non-exempt: $80,000/yr, 50 hours | $38.46/hr | $576.90 | $0.00 | $0.00 | $576.90 | $2,115.30 |
| 6 | AWS (4/10): 10 hours/day × 4 days | $30.00/hr | $0.00 (AWS threshold not exceeded) | $0.00 | $0.00 | $0.00 | $1,200.00 |
Scenario 1 — Standard 10-Hour Day
Regular: 8h × $20 = $160 | Daily OT: 2h × $20 × 1.5 = $60 | Weekly OT: 0h
Total: $220
Scenario 2 — 13-Hour Day (Double Time)
Regular: 8h × $25 = $200 | Daily OT: 4h × $25 × 1.5 = $150 | Double Time: 1h × $25 × 2 = $50
Total: $400
Scenario 3 — 7th Day of Workweek (10 hours, $18/hr)
All hours on the 7th day of the employer's workweek receive premium rates regardless of daily total:
First 8 hours @ 1.5x: 8 × $18 × 1.5 = $216 | Hours 9–10 @ 2x: 2 × $18 × 2 = $72
Day 7 Total: $288 (all other days calculated separately at standard daily OT rates)
Scenario 4 — 50-Hour Workweek (10h × 5 days, $22/hr)
Daily OT: (2h × $22 × 1.5) × 5 days = $330 | Weekly OT: 10h over 40, minus 10h already paid daily = $0
additional
Final OT: $330 (Daily wins — Maximum Benefit Rule) | Regular pay: 40h × $22 = $880
Total Gross: $1,210
Scenario 5 — Salaried Non-Exempt ($80,000/yr, 50 hours)
Hourly equivalent: $80,000 ÷ 52 ÷ 40 = $38.46/hr | Regular: 40h × $38.46 = $1,538.40
Daily OT: (2h × $38.46 × 1.5) × 5 = $576.90 | Weekly OT: excluded (same hours)
Final OT: $576.90 | Total Gross: $2,115.30
Scenario 6 — Alternative Workweek Schedule (4/10, 10h × 4 days)
AWS threshold = 10h — no daily OT | 40 total hours — no weekly OT
Total: $1,200
California has some of the strongest overtime protections in the United States. Unlike federal law, which only requires overtime after 40 hours in a workweek, California requires overtime both daily and weekly. This means you may be owed overtime even if you work fewer than 40 hours in a week.
Under California Labor Code § 510, overtime is triggered by three distinct events:
| Scenario | Pay Rate | Legal Authority |
|---|---|---|
| First 8 hours in a workday | 1x (Regular Rate) | Standard wages |
| Hours 8 through 12 in a workday | 1.5x (Time and a Half) | Labor Code § 510(a) |
| Hours over 12 in a workday | 2x (Double Time) | Labor Code § 510(a) |
| First 8 hours on the 7th day of the workweek | 1.5x (Time and a Half) | Labor Code § 510(a) |
| Hours over 8 on the 7th day of the workweek | 2x (Double Time) | Labor Code § 510(a) |
| Hours over 40 in a workweek | 1.5x (Time and a Half) | Labor Code § 510(a) |
Daily overtime applies to all hours worked beyond 8 and up to 12 in a single workday at 1.5 times the regular rate. For example, if you earn $20/hour and work 10 hours:
This daily OT applies regardless of total weekly hours — even a 30-hour week with one 10-hour day triggers daily overtime.
Double time applies to all hours worked beyond 12 in a single workday at 2 times the regular rate. It also applies to all hours beyond 8 on the 7th day within the employer's defined workweek.
Example — 13-hour day at $20/hour: 8h regular ($160) + 4h OT ($120) + 1h DT ($40) = $320
Weekly overtime under Labor Code § 510(a) applies to all hours worked beyond 40 in a single workweek at 1.5x. However, hours already counted as daily OT are not counted again. California employees receive the higher of daily OT or weekly OT — the Maximum Benefit Rule.
The rule is simple: you receive the higher of daily or weekly OT. You never receive both for the same hours.
| Workweek Schedule | Daily OT Pay | Weekly OT Pay | Legally Owed |
|---|---|---|---|
| 10h Mon, 10h Tue, 6h Wed (26 total hours) |
$60.00 2h × 1.5 × $20 × 2 days |
$0.00 (under 40 hours) |
$60.00 Daily wins |
| 8h Mon–Fri, 10h Sat (50 total hours) |
$60.00 2h × 1.5 × $20 × 1 day |
$300.00 10h × 1.5 × $20 |
$300.00 Weekly wins |
| 10h Mon–Fri (50 total hours) |
$300.00 2h × 1.5 × $20 × 5 days |
$300.00 10h × 1.5 × $20 |
$300.00 (equal) |
Daily OT: 2h × $22 × 1.5 × 5 days = $330
Weekly OT: 10h over 40, minus 10h already paid as daily OT = 0h additional × 1.5 =
$0
Final OT Owed = $330 | Regular: 40h × $22 = $880 | Total Gross: $1,210
The regular rate includes hourly wages, non-discretionary bonuses, commissions, shift differentials, and piece-rate earnings. It excludes discretionary bonuses, expense reimbursements, gifts, and overtime premiums themselves.
Regular Rate = (Total Compensation — Excluded Items) ÷ Applicable Hours
📌 California Bonus Rule — Alvarado v. Dart Container (2018): For flat-sum bonuses (e.g., a fixed weekend or attendance bonus), California requires dividing the bonus by straight-time (non-overtime) hours only — not total hours worked. This differs from the federal FLSA approach and produces a higher regular rate, benefiting employees. Production bonuses tied to output are divided by total hours. Consult a payroll professional for complex bonus scenarios.
Daily OT Pay = Daily OT Hours × Regular Rate × 1.5
Example: 10-hour day, $25/hr → 2 OT hours × $25 × 1.5 = $75
Double Time Pay = Double Time Hours × Regular Rate × 2.0
Example: 13-hour day, $25/hr → 1 DT hour × $25 × 2 = $50
Under Labor Code § 510(a), hours over 40 in a workweek are paid at 1.5x after excluding hours already counted as daily OT.
Weekly OT Hours = Max(0, Total Hours − 40 − Already-Paid Daily OT Hours)
Final OT Owed = Max(Daily OT Pay, Weekly OT Pay)
Total Gross Pay = Regular Pay + Final OT Owed
California's overtime laws are significantly more protective than federal law (FLSA). If you work in California, your employer must follow California's rules — they cannot substitute federal law.
| Rule | Federal (FLSA) | California | Who Wins? |
|---|---|---|---|
| Daily overtime (1.5x) | ❌ Not required | ✅ After 8 hours in a workday | California |
| Double time (2x) | ❌ Not required | ✅ After 12 hours in a workday and on 7th day of workweek | California |
| 7th day of workweek premium | ❌ Not required | ✅ First 8 hrs at 1.5x, beyond at 2x | California |
| Weekly overtime (1.5x) | ✅ After 40 hours | ✅ After 40 hours | Both |
| Maximum Benefit Rule | ❌ Not applicable | ✅ Higher of daily or weekly OT | California |
| Regular rate inclusions | Limited | Broader (bonuses, commissions, shift differentials; Alvarado flat-sum rule) | California |
| Statute of limitations | 2 years (3 for willful violations) | 3 years; extended to 4 years when a Unfair Competition Law claim (Bus. & Prof. Code § 17200) is added | California |
Using a federal overtime calculator for a California paycheck will understate your pay. Always use a California-specific tool that accounts for daily OT, double time, and the 7th-day workweek rule.
Your regular rate is the foundation of all overtime calculations — and it is not always the same as your hourly wage. Getting it wrong is one of the most common payroll mistakes.
| ✅ Included in Regular Rate | ❌ Excluded from Regular Rate |
|---|---|
| Hourly wages | Discretionary bonuses |
| Non-discretionary bonuses (attendance, production) | Expense reimbursements |
| Commissions | Gifts (holiday, discretionary) |
| Shift differentials (night, weekend, holiday) | Premium overtime pay (1.5x and 2x themselves) |
| Piece-rate earnings | On-call pay not actually worked (varies) |
You earn $20/hour, work 50 hours (10h/day × 5 days), and receive a $200 attendance bonus.
Step 1: Regular straight-time hours = 40 (overtime hours excluded per Alvarado rule for flat-sum bonuses)
Step 2: Bonus regular-rate addition = $200 ÷ 40 straight-time hours = $5.00/hr
Step 3: Adjusted regular rate = $20.00 + $5.00 = $25.00/hr
Step 4: OT at new rate: 10h × $25 × 1.5 = $375 (vs. $300 without bonus) — $75 more
📌 Note: The federal FLSA method divides the bonus by total hours (including OT), producing a lower regular rate. California's Alvarado rule divides by straight-time hours only — resulting in higher OT pay for employees. Use our flat-sum bonus overtime calculator to apply this rule correctly.
Under Labor Code § 510(a), if an employee works all 7 days within a single employer-defined workweek, the 7th day carries premium rates:
⚠️ Critical Distinction — Workweek Days, Not Rolling Calendar Days: Working 7 consecutive calendar days does not automatically trigger this rule. The 7 days must all fall within the same employer-defined workweek. For example, if the employer's workweek runs Monday–Sunday and an employee works Thursday through the following Wednesday (7 consecutive days), those days span two separate workweeks — the 7th-day premium never applies. The California Supreme Court confirmed in Mendoza v. Nordstrom (2017) that the workweek is the controlling period.
Days 1–6 (Mon–Sat): 8h regular + 2h OT per day → (8×$18) + (2×$18×1.5) = $198/day × 6 = $1,188
Day 7 (Sunday — 7th day of the workweek):
First 8h @ 1.5x: 8 × $18 × 1.5 = $216 | Hours 9–10 @ 2x: 2 × $18 × 2 = $72 → $288
Total Gross: $1,188 + $288 = $1,476 (vs. $1,386 without 7th-day rule — $90 more)
⚠️ Common Payroll Error: Many employers calculate the 7th day as standard daily OT (1.5x only) instead of 1.5x for the first 8 hours and 2x for hours beyond 8. This results in underpayment of wages.
In California, salaried employees can be owed overtime if classified as non-exempt. Salary alone does not create exemption — you must satisfy both the salary threshold and the duties test.
⚠️ 2026 exemption salary threshold: $70,304/year (= $16.90 × 2 × 40 hours × 52 weeks). If you earn less than this amount, you are non-exempt and entitled to overtime regardless of your job title or duties.
Hourly Equivalent = Annual Salary ÷ 52 weeks ÷ 40 hours
Hourly rate: $80,000 ÷ 52 ÷ 40 = $38.46/hr | Regular: 40h × $38.46 = $1,538.40
Daily OT: (2h × $38.46 × 1.5) × 5 days = $576.90 | Weekly OT: excluded (same hours)
Final OT: $576.90 | Total Gross: $2,115.30
California defines a workday as any fixed consecutive 24-hour period that begins at the same time each calendar day. An employer may choose any starting hour — 6:00 AM, 11:00 PM, or midnight — but once chosen, that start time must remain consistent and cannot be changed to avoid overtime obligations.
When you work across the workday boundary, your hours are split between two workdays, and overtime is calculated independently for each.
Day 1 (10 PM–12 AM): 2h regular = 2 × $22 = $44
Day 2 (12 AM–6 AM): 6h regular = 6 × $22 = $132
Total: $176 — no overtime (neither workday independently exceeded 8 hours)
📌 Overtime only triggers when a single workday's hours — measured within the employer's defined 24-hour period — exceed 8 hours. The employer's workday does not have to begin at midnight; it can start at any consistent hour chosen by the employer.
California Labor Code § 511 allows employers to adopt AWS arrangements that shift the daily overtime threshold up to 10 hours per day without triggering daily overtime.
Requirements under Labor Code § 511:
Double time after 12 hours and weekly overtime after 40 hours still apply under any AWS.
10h/day × 4 days = 40h | AWS threshold = 10h → no daily OT, no weekly OT
Total Gross: $1,200
Hours 1–10: regular ($300) | Hours 11–12: OT @ 1.5x ($90) | Hour 13: DT @ 2x ($60)
Wednesday total: $450
⚠️ AWS shifts the OT threshold — it does not eliminate overtime. An improperly adopted AWS (without the required § 511 secret ballot election and ⅔ majority) is invalid, and all daily overtime is owed retroactively from the date of implementation.
| Update | 2025 Value | 2026 Value | Impact |
|---|---|---|---|
| Minimum wage | $16.50/hour | $16.90/hour | Base rate increases — affects all OT calculations |
| Exemption salary threshold | $68,640/year | $70,304/year | More salaried employees qualify as non-exempt and entitled to overtime |
| CPI-W adjustment (Labor Code § 1182.12) | — | 2.49% | Annual inflation adjustment driving the minimum wage and threshold increases |
Last Updated: July 2026. This page is updated annually to reflect new rates and law changes.
⚖️ Calculations based on California Labor Code § 510 and DLSE enforcement guidelines.
📅 Last Updated: July 2026 — reflects current California law (2026 minimum wage: $16.90/hour).
ℹ️ Estimates are for educational purposes only. Consult a licensed attorney for legal advice.
Most California overtime calculators stop at the basics — 8 hours, 1.5x pay, 40-hour weeks. But California law is more complex. Overnight shifts, salaried workers, commissions, Alternative Workweek Schedules, and the 7th-day workweek rule all change how overtime is calculated.
| Feature | Most Competitors | This Calculator |
|---|---|---|
| Daily OT (8hr + 1.5x) | ✅ Yes | ✅ Yes |
| Double Time (12hr + 2x) | ⚠️ Some | ✅ Yes |
| 7th Day of Workweek Rule | ❌ Often missing | ✅ Yes (correctly limited to within workweek) |
| Daily vs Weekly Reconciliation | ❌ Almost never | ✅ Yes — Maximum Benefit Rule |
| Overnight Shifts (Workday Boundary) | ❌ Only 1 competitor | ✅ Yes — any workday start hour |
| Salaried Non-Exempt | ❌ Almost none | ✅ Yes — salary to hourly conversion |
| Bonus & Commission (Alvarado Rule) | ❌ Brief mentions only | ✅ Yes — CA flat-sum bonus rule applied |
| Alternative Workweek Schedules (§ 511) | ❌ None | ✅ Yes — AWS 4/10 and custom threshold |
| Visual Pay Breakdown | ❌ None | ✅ Yes — daily breakdown table |
| 2026 Law Updates ($16.90/hr) | ⚠️ Some mention | ✅ Yes — fully current |
| Transparent Methodology | ❌ Often hidden | ✅ Yes — step-by-step explanation |
We show both daily and weekly OT and tell you which is higher. No other calculator shows this comparison transparently.
California law splits hours at the employer's workday boundary — which can start at any consistent hour, not just midnight. We split hours correctly and calculate OT for each workday independently.
We convert your annual salary to an hourly rate and apply all daily and weekly rules — just as California law requires for non-exempt salaried employees.
Non-discretionary flat-sum bonuses are divided by straight-time hours only (per Alvarado v. Dart Container), producing a higher regular rate than the federal FLSA method — correctly benefiting employees.
AWS shifts the daily OT threshold when properly adopted under § 511. No competitor calculator handles this. We support AWS with a toggle and custom threshold.
We apply the 7th-day premium only when all 7 days fall within the same employer-defined workweek — not to any 7 consecutive calendar days. First 8 hours at 1.5x, hours beyond 8 at 2x.
Every calculation step is shown — regular hours, OT hours, double-time, 7th-day premium, and the daily vs weekly reconciliation — so you can verify your own pay.
📌 No data is stored. All calculations happen in your browser. Your pay information stays private.
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This calculator is built on California Labor Code § 510, § 511, § 551, and § 552, as interpreted by the Division of Labor Standards Enforcement (DLSE).
Last updated: July 2026.
⚠️ This calculator provides estimates for educational purposes only. Consult a licensed attorney for legal advice.