California Overtime Calculator (2026)
California has the strictest overtime law in the United States, mandating daily overtime rather than just weekly. Under California Labor Code § 510, any employee who works more than 8 hours in a single workday, more than 40 hours in a workweek, or on the 7th consecutive day of a workweek is entitled to overtime pay. This calculator applies all three triggers — daily OT at 1.5×, daily double-time after 12 hours, and the unique 7th-day rule.
California Overtime Parameters
CA Labor Code § 510 · Daily 1.5×, Double-Time 2.0× & 7th Day Rules
Calculation Breakdown
1.0× straight time base pay
CA Labor Code § 510: Hours 8–12 or first 8h on 7th day
FICA (7.65%), CA SDI (1.3% no cap), plus est. income tax
Net paycheck deposited after standard statutory withholdings
•California Labor Code § 510 mandates daily overtime after 8 hours, double-time after 12 hours, and 7th day consecutive premiums.
California Statutory Overtime Standards
Under California Labor Code § 510, non-exempt employees must receive 1.5× regular pay for work over 8 hours up to 12 hours in a single workday, and 2.0× double-time for all hours beyond 12 hours. Unlike federal FLSA rules, California daily thresholds apply regardless of whether the employee works 40 hours in the workweek.
How Your California Overtime Was Calculated
Statutory breakdown under California Labor Code § 510 and California Industrial Welfare Commission (IWC) Wage Orders.
Straight-Time Regular Hours (1.0×)
$240.00Under California law, the first 8 hours worked in a single workday (up to 40 regular hours per workweek) are paid at straight regular time.
Daily Overtime Premium (1.5×)
$112.50California Labor Code § 510 requires 1.5× the employee's regular rate of pay for all hours worked beyond 8 hours up to 12 hours in any workday, and for the first 8 hours worked on the 7th consecutive day of a workweek.
Double-Time Premium (2.0×)
$0.00All hours worked in excess of 12 hours in any single workday, and all hours worked in excess of 8 hours on the 7th consecutive day of a workweek, must be compensated at twice the regular rate of pay.
Combined Gross Pay & Effective Blended Rate
$352.50Total gross wages earned across 10.5 hours. The effective blended rate is $33.57 per hour worked.
How this calculator works
How it works
- 01Daily OT Rule: Any hours worked beyond 8 in a single workday are paid at 1.5× the regular rate.
- 02Daily Double-Time Rule: Any hours beyond 12 in a single workday are paid at 2× the regular rate.
- 037th Consecutive Day Rule: The first 8 hours on the 7th consecutive day of work in a workweek are paid at 1.5×; hours beyond 8 that day are paid at 2×.
- 04Weekly Rule: Hours beyond 40 in a workweek are paid at 1.5× — even if daily thresholds were not triggered.
- 05No Pyramiding: California law prohibits 'pyramiding' — applying both daily and weekly overtime rules to the same hours. Only the greater overtime premium applies.
Tax rules that apply
- •California Labor Code § 510 mandates daily overtime — this is unique to California and does not exist under federal FLSA.
- •The Industrial Welfare Commission (IWC) Wage Orders set minimum conditions for different industries, some of which modify the standard 8-hour threshold via Alternative Workweek Schedules (AWS).
- •An Alternative Workweek Schedule (4/10 arrangement, 9/80 etc.) can be adopted by a two-thirds vote of employees in a work unit — but only following an IWC election process.
- •Salaried 'non-exempt' employees are fully entitled to California overtime based on their regular rate of pay (total compensation / hours worked).
- •Piece-rate, commission, and bonus payments must be factored into the regular rate of pay for purposes of calculating the overtime premium.
Current Tax Rates
| Tax / Deduction | Rate | Notes |
|---|---|---|
| Daily OT Threshold | > 8 hours | 1.5× regular rate (CA Labor Code § 510) |
| Daily Double-Time Threshold | > 12 hours | 2× regular rate (CA Labor Code § 510) |
| 7th Day First 8 Hours | 1.5× | Any 7th consecutive workday |
| 7th Day Beyond 8 Hours | 2× | Double-time on the 7th day after 8 hours |
| Weekly OT Threshold | > 40 hours | 1.5× — no pyramiding with daily rule |
What this calculator assumes
- Calculations apply to non-exempt, hourly employees under California Labor Code § 510.
- Salaried employees must be confirmed as non-exempt before overtime applies.
- Alternative Workweek Schedules (AWS) may modify daily OT thresholds — consult your IWC Wage Order.
- Federal FLSA also requires overtime; California law provides greater protections and takes precedence.
- Tax estimates are approximate — actual withholding depends on full-year income, filing status, and deductions.
Where our numbers come from
These calculators are based on official government tax rates and rules. We link directly to the source so you can verify everything yourself.
California Labor Code § 510 — Overtime Compensation
California Legislature — California Labor Code
California Department of Industrial Relations — Overtime FAQ
California Department of Industrial Relations (DIR)
California Division of Labor Standards Enforcement — IWC Wage Orders
California Labor Commissioner's Office / DLSE
Frequently Asked Questions
What is the difference between California overtime and federal FLSA overtime?
Federal FLSA only requires overtime when an employee works more than 40 hours in a workweek. California Labor Code § 510 goes further by imposing a daily overtime rule: any hours worked beyond 8 in a single workday trigger 1.5× overtime — regardless of the weekly total. California also mandates double-time (2×) after 12 hours in a day and special 7th-day rules, none of which exist under federal law. California employers must comply with whichever standard provides the greater benefit to the employee.
Does California overtime apply to salaried employees?
Yes — but only to 'non-exempt' salaried employees. Most hourly workers are non-exempt by default. Salaried employees are exempt from overtime only if they meet ALL three criteria: (1) they earn at least two times the California minimum wage ($20.00/hr as of 2024) on a monthly basis, (2) their primary duty is executive, administrative, or professional work, and (3) they customarily exercise discretion and independent judgment. If a salaried employee does not meet ALL criteria, they are non-exempt and entitled to daily and weekly California overtime.
How does the 7th consecutive workday rule work?
If an employee works seven consecutive days in a workweek (Sunday–Saturday), the 7th day triggers special overtime rules even if the employee has not exceeded 40 hours for the week. The first 8 hours on the 7th day must be paid at 1.5× the regular rate. Any hours beyond 8 on that 7th day must be paid at 2× (double-time) the regular rate. The key word is 'consecutive' — this only applies when seven consecutive days fall within the same workweek as defined by the employer.
Can an employer and employee agree to waive California overtime?
No. Under California law, employees cannot waive their right to overtime pay, even voluntarily. Any such agreement is void and unenforceable. The only lawful way to modify overtime rules is through a properly adopted Alternative Workweek Schedule (AWS) — which requires a two-thirds employee vote, an IWC election process, and written agreement — or through a collective bargaining agreement that meets specific statutory requirements under California Labor Code § 514.
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