Updated · Built and checked by the PlinzoTools team, formulas tested against published sources
Split total weekly hours into regular and overtime hours.
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This calculator takes a single total-weekly-hours figure and splits it into regular and overtime hours at a threshold you set -- the quick single-input version of the Work Hours Calculator's day-by-day entry.
Enter total weekly hours and your overtime threshold (40 by default). The result shows the regular/overtime split.
Regular hours = min(total hours, threshold). Overtime hours = max(0, total hours - threshold).
45 total hours at a 40-hour threshold: 40 regular + 5 overtime.
For a day-by-day hours entry that also computes the weekly total, see the Work Hours Calculator. To turn the overtime-hours figure into dollars, see the Paycheck & Finance category's Paycheck & Salary Calculators.
With the default 40-hour threshold, a week of 38.5 hours gives 38.5 regular hours and 0 overtime, because the tool takes the smaller of the total and the threshold. A week of 52 hours gives 40 regular and 12 overtime. If your agreement uses a 37.5-hour threshold and you worked 41, the split is 37.5 regular and 3.5 overtime. All figures are hypothetical, but the arithmetic is exactly what the tool does: regular equals the smaller of total and threshold, overtime equals the total minus the threshold, never below zero.
This is a single-week hours splitter. It does not know about individual days, so it cannot apply daily overtime rules such as extra pay after a set number of hours in one day, which some states and union contracts use. It also does not double-count: if a rule pays a higher premium for very long days or for a seventh consecutive day, you would have to work that out separately from your own records. It also does not multiply by any pay rate, so the output is hours only.
Once you have the two numbers, pay is a short calculation you can do by hand: regular hours times the hourly rate, plus overtime hours times the rate times the overtime multiplier. A multiplier of 1.5 is common, but the correct one comes from your employer, contract or state rules. As an illustration, at a hypothetical $20 rate with 40 regular and 5 overtime hours and a 1.5 multiplier, that is 40 times 20 plus 5 times 30, or $950 before deductions.
The number you type in should be hours actually counted toward overtime, and that is not always the same as hours you were at work. Unpaid meal breaks are normally excluded, while short rest breaks are usually counted. Paid time off, holidays and sick leave may or may not count toward the overtime threshold depending on the employer's policy and the jurisdiction. If your total includes those hours and the rules do not count them, the split will overstate overtime.
Overtime rules generally apply to non-exempt employees. Whether a salaried role is exempt depends on job duties and pay level under federal and state law, not merely on the job title, and the rules change from time to time. For an authoritative answer, consult the US Department of Labor or your state labor agency, or an employment attorney if you think you have been misclassified. This calculator is for arithmetic only and cannot determine your legal entitlement.
Managers can use the splitter to see how many overtime hours a proposed schedule would create before publishing it, and workers can test whether picking up an extra shift crosses the threshold. Because the threshold is adjustable, you can also model a stricter internal cap to see how often a schedule would exceed it.
40 hours per week under the federal Fair Labor Standards Act (FLSA) -- some states and union contracts use stricter daily thresholds instead.
No -- this splits hours only; pair the overtime-hours figure with your hourly rate and overtime multiplier (commonly 1.5x) separately.
Yes -- enter whatever threshold applies to your employment agreement or jurisdiction.
Yes. Any numeric threshold works, and the tool simply compares your total to it.
All hours show as regular and overtime is zero. The tool does not report negative overtime.
That depends on your employer's policy and local rules, not on this tool. It counts whatever total you enter, so decide beforehand whether to include leave hours.
No. It splits one weekly total only. If your rules add overtime after a certain number of hours per day, you would need to evaluate each day separately.
Reference: U.S. Department of Labor