What Is Time and a Half? A Plain-English Guide
What Does "Time and a Half" Mean?
"Time and a half" means your pay rate is multiplied by 1.5. If you normally earn $18 per hour, your time-and-a-half rate is $27 per hour ($18 × 1.5). The name comes from the idea that you are paid your regular time plus an additional half: $18 + $9 = $27.
It is the most common overtime rate in the United States and is required by federal law for most hourly employees who work more than 40 hours in a single workweek.
How to Calculate Time and a Half
The math is straightforward:
- Find your overtime rate: Regular Rate × 1.5 = OT Rate
- Calculate overtime pay: OT Rate × Overtime Hours = OT Pay
- Add regular pay: (Regular Rate × Regular Hours) + OT Pay = Total Pay
Worked example: $20/hr regular rate, 40 regular hours, 8 overtime hours.
- OT Rate = $20 × 1.5 = $30/hr
- OT Pay = $30 × 8 hrs = $240
- Regular Pay = $20 × 40 hrs = $800
- Total Pay = $800 + $240 = $1,040
Use the Time and a Half Calculator to do this instantly for any wage.
When Is Time and a Half Required?
The Fair Labor Standards Act (FLSA) requires most U.S. employers to pay at least 1.5× the regular rate for hours worked beyond 40 in a workweek. A workweek is any fixed seven-day period — it does not have to start on Monday.
Some states have stricter rules:
- California — overtime kicks in after 8 hours in a single day, and double time applies after 12 hours in a day or for all hours on the seventh consecutive workday after the first 8 hours.
- Alaska, Nevada, Colorado — also use daily overtime thresholds in addition to the weekly rule. Check your state's labor department website for current rules.
For official federal rules, see the U.S. Department of Labor overtime page.
Who Is (and Isn't) Covered?
Most hourly (non-exempt) employees are covered by FLSA overtime rules. Employees may be exempt if they meet all three of the FLSA's criteria for executive, administrative, or professional exemptions: they are paid on a salary basis, earn at least $684/week (verify the current threshold at dol.gov — this figure is subject to change), and their primary duties meet specific tests.
Common categories of workers who may be exempt include managers, executives, doctors, lawyers, outside sales employees, and some IT professionals. Independent contractors are not employees and are not covered by the FLSA at all.
Time and a Half vs. Double Time
Time and a half (1.5×) is the federal minimum overtime rate. Double time (2×) is more generous and applies in specific situations:
- California state law for certain hours (see above)
- Union collective bargaining agreements
- Employer policies for holidays, weekends, or emergency shifts
Use the Double Time Calculator for 2× scenarios.
Does Time and a Half Apply to Salary?
It depends on the employee's classification. Salaried workers who are correctly classified as non-exempt under the FLSA are entitled to overtime just like hourly workers. Their overtime is calculated based on a "regular rate" derived from their weekly salary divided by hours worked. Many workers are misclassified — if you believe this applies to you, consult a wage-and-hour attorney or file a complaint with the Department of Labor's Wage and Hour Division.
Frequently Asked Questions
Frequently Asked Questions
Most hourly ("non-exempt") employees are covered by the FLSA and must receive 1.5× their regular rate for hours worked beyond 40 in a workweek. Salaried employees classified as "exempt" under specific FLSA tests are not entitled to overtime, regardless of hours worked.
In everyday language, yes — "time and a half" and "overtime pay" are used interchangeably for the standard 1.5× rate required by the FLSA for hours over 40/week. Some jobs and contracts provide higher overtime rates (double time, etc.).
No. The FLSA prohibits employers from averaging hours across workweeks to avoid overtime. Each workweek stands alone; if you work more than 40 hours in any single workweek, you are owed overtime for those hours regardless of what happened the prior week.
Salaried employees who earn below the FLSA salary threshold (currently $684/week as of January 2020 — verify the current threshold at dol.gov) or who do not meet the duties tests for exemption are entitled to overtime. Many salaried workers are mistakenly classified as exempt.