California's Overtime Rules
Most non-exempt employees in California earn overtime based on both daily and weekly hours, whichever gives a bigger premium for a given hour. On top of that, working all seven days of a single workweek triggers its own premium for hours on that seventh day, regardless of how many hours were worked the other six days.
Key Points
- 1.5x pay is generally owed for hours over 8 in a single day, or over 40 in a single week.
- 2x pay is generally owed for hours over 12 in a single day.
- Working all seven days of the workweek generally earns 1.5x for the first 8 hours on the seventh day, and 2x after that.
- Being paid a from overtime.
How This Calculator Works
It applies the daily 8/12-hour thresholds to each day you enter, then checks whether your weekly total still tips you into additional overtime under the 40-hour weekly rule. If you mark that you worked all seven days, it also applies the seventh-consecutive-day premium to that day specifically. It doesn't know about an approved alternative workweek schedule, a union contract with its own overtime terms, or whether your specific role is properly classified as exempt.
California generally requires 1.5x pay for hours over 8 in a day or over 40 in a week, and 2x pay for hours over 12 in a day. Working all seven days of the workweek adds its own premium for the seventh day. A salary alone doesn't make you exempt from any of this.
Frequently Asked Questions
When do I earn overtime in California?
Generally 1.5x for hours over 8 in a day or over 40 in a week, and 2x for hours over 12 in a day, plus a seventh-day premium if you worked all seven days of the workweek.
Does being salaried mean I can't get overtime?
No. Exemption depends on your actual job duties and salary level, not simply on being paid a salary instead of hourly.
What if my employer only pays "straight time" for extra hours?
If you're non-exempt, California law generally requires overtime premiums regardless of what your employer calls the extra hours.
Keep Reading
This calculator and article provide general educational information and are not individualized legal advice, and may not reflect the most current law. Reading this page does not create an attorney-client relationship with the Law Offices of Corey A. Pingle. Some workplace concerns may be resolved directly with an employer, while others may warrant legal guidance. If you’d like guidance specific to your situation, contact our office or start a free case review.