Time and a Half Calculator — California 2026
Calculate overtime pay for California workers. California minimum wage: $17.00/hr. California has daily overtime rules in addition to the federal 40-hour weekly threshold.
Quick Answer
At $25/hour in California, your time-and-a-half rate is $37.50/hour. Working 10 overtime hours/week adds $375 gross per week — $18,750/year at 50 weeks. California minimum wage: $17.00/hr. California requires overtime after 8 hours in a single workday. California income tax (13.3%) applies to overtime pay.
Your Work Details
FLSA overtime applies after 40 hours
Time and a Half Results
Overtime Rate
$37.50/hr
1.5× regular rate
Regular Pay
$1,000.00
per week
Overtime Pay
$375.00
per week
Total Weekly Pay
$1,375.00
At $25.00/hr, your overtime rate is $37.50/hr. Working 10 overtime hours/week adds $375.00/week — $19,500.00/year in extra pay.
Annual Breakdown
| Pay Type | Rate | Hours/Week | Weekly | Annual (52 wks) |
|---|---|---|---|---|
| Regular Pay | $25.00/hr | 40 | $1,000.00 | $52,000.00 |
| Overtime Pay | $37.50/hr | 10 | $375.00 | $19,500.00 |
| Total | — | 50 | $1,375.00 | $71,500.00 |
Gross pay before taxes. Use the Overtime Calculator to see after-tax take-home pay.
California Daily Overtime Rules
California has the strongest overtime protections: overtime required after 8 hours in a day, double-time after 12 hours in a day, and double-time for the 7th consecutive workday. State income tax of up to 13.3% applies to overtime pay.
California Overtime Overview
Minimum wage: $17.00/hr
Minimum overtime rate: $25.50/hr (1.5× minimum wage)
Daily overtime: Yes — additional state protections apply
State income tax on overtime: Yes — 13.3%
California has the strongest overtime protections: overtime required after 8 hours in a day, double-time after 12 hours in a day, and double-time for the 7th consecutive workday. State income tax of up to 13.3% applies to overtime pay.
Overtime FAQs — California
What are the overtime laws in California?
California has the strongest overtime protections: overtime required after 8 hours in a day, double-time after 12 hours in a day, and double-time for the 7th consecutive workday. State income tax of up to 13.3% applies to overtime pay. Under federal FLSA (which applies in all states), non-exempt employees must receive at least 1.5× their regular rate for hours over 40 in a workweek. California provides additional daily overtime protection beyond the federal minimum — check with your employer for specific thresholds.
What is the minimum wage in California?
The California minimum wage is $17.00/hr. At this rate, your time-and-a-half overtime rate is 25.50/hr. The federal minimum wage is $7.25/hr — California has a higher minimum wage that overrides the federal rate.
How much is time and a half after taxes in California?
At $25/hour with a 1.5× overtime rate of $37.50/hour, after taxes in California: federal income tax at 22% marginal rate takes about $8.25, FICA (7.65%) takes $2.87. California state income tax at 13.3% takes another $4.99. Net after-tax overtime rate: approximately $21.39/hour.
Can my employer refuse to pay overtime in California?
For non-exempt employees, no — your employer is legally required to pay at least 1.5× your regular rate for hours over 40 per week under the FLSA. This is a federal law that applies in California. Employers cannot waive this right, even with employee agreement. If you believe you are owed unpaid overtime, you can file a complaint with the US Department of Labor's Wage and Hour Division or the California Department of Labor. The statute of limitations for back wages is typically 2 years (3 years for willful violations).
Are salaried workers entitled to overtime in California?
Salaried employees earning under $684/week ($35,568/year) must receive overtime regardless of job duties under the FLSA. Salaried workers above this threshold who meet the "duties test" for executive, administrative, or professional work are "exempt" from federal overtime. However, some high-earning salaried workers in California may have additional state-level protections. If you are misclassified as exempt, you may be owed significant back wages.