Apply California’s general thresholds
For the general nonexempt case, a workday has up to eight regular hours, the next four hours are paid at one and one-half times the regular rate, and hours beyond twelve are paid at twice that rate. Enter seven consecutive workdays belonging to one fixed employer-defined workweek. These are actual worked durations, not paid leave or scheduled shifts.
When every day in that workweek has work, the seventh day has a different breakdown: its first eight hours receive the one-and-one-half rate, and any time above eight receives double time. A zero entry means a day off and prevents that seven-day treatment. The week is not automatically the calendar week; align the entries to the employer’s actual defined period.
Read the pay breakdown
The calculation first assigns daily and seventh-day premiums, then applies the weekly forty-hour threshold to remaining regular hours. Hours already assigned a daily premium are not counted again as an additional weekly premium. This prevents the same hour from being paid twice in the estimate. The result separates regular, time-and-one-half, and double-time hours.
At a twenty-dollar regular rate, a single thirteen-hour workday has eight regular hours, four at time-and-one-half, and one at double time. The estimated gross pay is 320 dollars. Six eight-hour workdays followed by a ten-hour seventh day produce forty regular hours, sixteen at time-and-one-half, and two at double time, totaling 1,360 dollars at that rate.
Check the regular rate and scope
The regular rate is not always the basic hourly wage printed on a job offer. Certain bonuses, commissions, differentials, and multiple rates can affect it. This tool assumes you already have the applicable regular hourly rate and uses a single rate for the whole estimate. It does not calculate a weighted average or determine which payments belong in that rate.
This estimate does not cover exemptions, alternative workweek schedules, special industry rules, collective agreements, split shifts, meal or rest premiums, or local requirements. Each entered workday must be between zero and twenty-four hours. The tool does not infer workday boundaries from shift timestamps. Confirm the relevant facts before relying on a legal pay calculation.
Verify the estimate against authoritative records
Record the fixed workweek start, check actual worked time, and keep the source record available for reconciliation. Compare the hour breakdown with the source timesheet and the regular rate used by payroll. Copy preserves the estimated total and hour categories for review; it does not certify compliance. Inputs remain in the browser and are not sent to a payroll provider. Correct invalid or missing values before copying, because the tool disables copying when a calculation is incomplete.
This page is not legal advice. The source panel links the labor agency guidance used for these general rules and records the review date. Rules, exceptions, and individual circumstances require their own assessment. Keep authoritative work records and consult the responsible agency or a qualified adviser when the treatment of a particular payment or schedule is uncertain.