Overtime Laws by State

Overtime by state

Federal overtime and state overtime laws

Under the federal Fair Labor Standards Act, covered employees must receive overtime pay for hours worked over 40 in a workweek at a rate of at least time and one-half their regular rate of pay. The federal rule counts the week, not the day: federal regulations say the Act does not generally require overtime pay for hours over 8 in a day, or for work on Saturdays, Sundays, holidays or regular days of rest, and hours cannot be averaged over two or more weeks. A workweek is any fixed and regularly recurring period of 168 hours, so it does not have to start on Sunday or Monday.

States can go further. Federal regulations say nothing in the Act relieves an employer of a state law duty to pay premium rates for work beyond a daily standard, that the FLSA does not override state overtime laws, and that compliance with a state law does not excuse noncompliance with the FLSA, so an employer covered by both has to meet both. In practice you get whichever rule pays more for the week. Five states have a daily overtime rule for at least some workers, a few use a longer weekly threshold for employers the federal law does not reach, and 17 states have no general overtime rule of their own.

How the overtime calculator works

Choose your state, enter your hourly rate and the hours you worked on each day of your workweek, starting with the first day of the workweek your employer uses. The calculator applies the state rule and the federal rule, shows the gross pay under each, and uses the higher one. The day-by-day table shows which hours are paid at straight time, at time and a half and at double time. The default example is a California worker paid $25 an hour who works four 10-hour days: 40 hours. The federal rule sees no overtime in a 40-hour week and pays $1,000.00. California pays the 2 hours over 8 on each day at time and a half, 8 overtime hours in all, for $1,100.00: $100.00 more.

States with daily overtime

• California: time and a half for work over 8 hours in a workday and over 40 hours in a workweek, double time over 12 hours in a day, and on the seventh day in a row in the workweek the first 8 hours at time and a half and anything beyond at double time. On our calculation, a single 13-hour day at $20 an hour pays $320.00: 8 regular hours, 4 at time and a half and 1 at double time. Alternative workweek schedules adopted under Labor Code 511 are an exception.
• Alaska: time and a half over 8 hours a day or 40 a week, for employers with 4 or more employees. Four 10-hour days at $20 an hour pay $880.00 under Alaska law against $800.00 under the federal rule.
• Nevada: daily overtime over 8 hours applies only if you earn less than 1.5 times the state minimum wage. With the $12.00 minimum listed by the Department of Labor, that line is $18.00 an hour: the same four 10-hour days pay $748.00 at $17 an hour, with 8 daily overtime hours, but $720.00 at $18, with none. Employers and employees can agree to a schedule of four 10-hour days.
• Colorado: time and a half over 40 hours a week, over 12 hours in a workday, or over 12 consecutive hours regardless of when the workday starts, whichever pays more. Three 14-hour days at $20 an hour pay $900.00, against $860.00 under the federal rule.
• Oregon: overtime after 10 hours a day in mills, factories and manufacturing establishments, plus nonfarm canneries, driers and packing plants, but not sawmills, planing mills, shingle mills or logging camps.

Florida is a special case: its statute makes 10 hours a legal day's work for manual laborers and gives those without a written contract extra pay for work beyond 10 hours a day, without setting a rate. The calculator does not add that pay.

Seventh-day and weekend rules

Kentucky requires time and a half for the hours worked on the seventh day when an employer lets you work all seven days of the workweek; the rule does not apply when the employee is not permitted to work more than 40 hours that week. Seven 6-hour days at $20 an hour pay $900.00 in Kentucky against $860.00 under the federal rule. California's seventh-day rule applies when you work all seven days of the workweek. Connecticut restaurants and hotel restaurants pay time and a half of the minimum rate for the seventh consecutive day, and Rhode Island requires time and a half for Sunday and holiday work in retail and some other businesses under separate laws.

States with a different weekly threshold

Minnesota's law sets overtime after 48 hours a week, and Kansas sets it after 46 hours for employers that are not covered by the FLSA. Maryland allows 48 hours for bowling establishments and some residential care institutions, and 60 hours for farm workers who are exempt from the federal rule. Missouri uses 52 hours in seasonal amusement or recreation businesses, North Carolina 45 hours in seasonal amusements, and New York 44 hours for live-in residential workers. For an employer covered by the FLSA, the federal 40-hour rule still applies whenever it pays more, which is why the calculator asks whether your employer is covered.

Overtime laws for all 50 states and DC

As of September 28, 2026. Overtime is time and one-half the regular rate unless the table says otherwise. Scroll the table sideways on a phone.

Sources: U.S. Department of Labor, State Minimum Wage Laws, premium pay after designated hours (updated July 1, 2026), and the state codes named in the law column, checked on September 28, 2026. Exemptions for executive, administrative and professional employees, agricultural rules and public employers are not shown.

States without their own overtime rule

Alabama, Louisiana, Mississippi, South Carolina and Tennessee have no state minimum wage law at all, and the Department of Labor lists no state overtime rule for Arizona, Delaware, Georgia, Idaho, Iowa, Nebraska, Oklahoma, South Dakota, Texas, Utah and Wyoming. Florida has only the 10-hour extra-pay statute described above. In these 17 states the federal rule applies to employers covered by the FLSA: under the Department of Labor's guide, that means enterprises with at least $500,000 in annual sales or business done, hospitals, schools and public agencies, and employees who are individually engaged in interstate commerce. Virginia follows the federal rule too, but lets employees sue under state law for unpaid FLSA overtime, with three years to file.

Taxes, exemptions and double time

For what overtime leaves after withholding, see overtime pay after taxes and the federal no tax on overtime deduction. The federal rule covers employees unless they are specifically exempted; the salary and duties tests for salaried workers are explained in overtime exempt salary threshold and overtime for salaried employees. For a single rate, the overtime pay calculator and the double-time pay calculator are quicker.