Florida Overtime Calculator
Enter your hourly rate and the hours you worked this week to see your regular pay, overtime pay, and total earnings. Florida follows the federal Fair Labor Standards Act: all hours beyond 40 in a single workweek are paid at 1.5 times your regular rate (or a higher multiplier if your employer offers one). The calculator also handles salaried workers by converting an annual or weekly salary to an effective hourly rate, and it shows a full weekday breakdown so you can trace every dollar.
Formula
Worked example
A Florida worker earns $20/hr and works 47 hours in a week. Regular pay: 40 hrs x $20 = $800. Overtime hours: 47 - 40 = 7 hrs. Overtime rate: $20 x 1.5 = $30/hr. Overtime pay: 7 x $30 = $210. Total gross pay: $800 + $210 = $1,010.
How Florida overtime pay works
Florida has no state-level overtime law. All overtime in Florida is governed by the federal Fair Labor Standards Act (FLSA), which requires employers to pay non-exempt employees at least 1.5 times their regular rate of pay for every hour worked beyond 40 in a single workweek. A workweek is a fixed, regularly recurring period of 168 hours (seven consecutive 24-hour periods). Employers must designate a specific day and time as the start of the workweek, and they cannot average hours across two weeks to avoid paying overtime. For example, an employee who works 50 hours one week and 30 the next is owed 10 hours of overtime for the first week, even though the two-week average is 40 hours.
Who qualifies for overtime in Florida?
Most workers are automatically entitled to overtime unless they meet one of the FLSA's specific exemption categories. The three most common exemptions are the executive, administrative, and professional (EAP) white-collar exemptions. To qualify for these, an employee must be paid on a salary basis at no less than $684 per week (the 2020 threshold; further increases have been proposed) AND primarily perform executive, administrative, or professional duties as defined by federal regulation. Job title alone is not enough: a worker called a "manager" but who mostly performs non-managerial tasks may still be entitled to overtime. Florida courts and the U.S. Department of Labor have aggressively pursued misclassification cases, so employees should scrutinize their classification carefully.
Calculating overtime for salaried employees
When a salaried employee is non-exempt (i.e., below the salary threshold or not meeting the duties test), the employer must calculate an effective hourly rate to determine overtime. The standard method is to divide the weekly salary by the number of hours it is intended to cover (typically 40), and then pay 1.5 times that rate for every hour over 40. For example, if a salaried worker earns $600 per week on a 40-hour basis, the effective rate is $15/hr, and overtime would be $22.50/hr. Under the fluctuating-workweek method (an alternative the FLSA permits in limited circumstances), the salary covers all hours worked and only a 0.5x premium applies, but this method has strict requirements and is easily misapplied.
Florida minimum wage and its overtime impact
Florida voters approved Amendment 2 in 2020, which set a schedule of minimum wage increases leading to $15/hr by 2026. As of September 1, 2024, the state minimum wage is $13.00/hr, meaning the minimum overtime rate in Florida is $19.50/hr. Tipped employees have a separate minimum cash wage with a lower threshold, but their blended rate including tips must still meet the regular minimum wage before the overtime multiplier is applied. Employers who pay the bare minimum must ensure overtime is calculated on the full effective rate, not just the cash wage.
FLSA overtime exemption salary thresholds
| Classification | Weekly salary threshold | Annual equivalent | Overtime eligibility |
|---|---|---|---|
| Non-exempt (hourly or below threshold) | Any / below $684/week | Below $35,568/year | Yes - FLSA required |
| Exempt (white-collar test) | $684+/week | $35,568+/year | No - if duties test met |
| Highly compensated employee (HCE) | $107,432+/year | $107,432+/year | No - relaxed duties test |
| Computer professionals (hourly) | $27.63+/hour | Varies | Possible exemption |
Workers earning below the applicable weekly salary threshold are generally entitled to overtime pay regardless of job title or duties. Workers above the threshold may be exempt if they also meet the duties test.
Frequently asked questions
Does Florida have its own overtime law?
No. Florida does not have a state overtime law. All overtime rules for Florida workers come from the federal Fair Labor Standards Act, which requires 1.5x pay for hours over 40 in a workweek. There is no daily overtime requirement in Florida: unlike California, which requires overtime after 8 hours in a single day, Florida counts overtime only on a weekly basis.
Can my employer average my hours over two weeks to avoid paying overtime?
No. The FLSA prohibits hour averaging across workweeks. Overtime is calculated separately for each workweek. If you work 50 hours one week and 30 the next, you are owed 10 hours of overtime for the first week regardless of the second week's total.
How is overtime calculated for salaried employees in Florida?
If you are a non-exempt salaried employee (earning below $684/week or not meeting the FLSA duties test), your employer must divide your weekly salary by 40 to get an effective hourly rate, then pay 1.5 times that rate for hours beyond 40. If your salary already covers all hours worked (fluctuating workweek arrangement), a 0.5x premium may apply under specific conditions.
What is the Florida minimum overtime pay rate?
As of September 1, 2024, the Florida minimum wage is $13.00 per hour. The minimum overtime rate is therefore $13.00 x 1.5 = $19.50 per hour. Florida's minimum wage increases each September: it is scheduled to reach $15.00/hr in September 2026, which would set the minimum overtime rate at $22.50/hr.
Which employees are exempt from Florida overtime?
Workers who pass all three parts of the FLSA white-collar exemption test are exempt: they must be paid a salary of at least $684/week, their primary duties must be executive, administrative, or professional, and those duties must meet specific regulatory definitions. Common exempt roles include bona fide managers, licensed professionals (doctors, lawyers, engineers), outside sales representatives, certain computer professionals, and highly compensated employees earning $107,432 or more annually. Job title alone does not determine exemption: the actual duties performed determine eligibility.
Is overtime pay taxed differently in Florida?
Florida has no state income tax, so overtime earnings are not subject to state-level taxation. Federally, overtime pay is regular income and is taxed at your ordinary federal income tax rate. Your employer may withhold more from overtime checks because the larger paycheck can look like a higher income to the withholding tables, but your actual tax rate is determined when you file your annual return, and any over-withholding is returned as a refund.
What should I do if my employer is not paying overtime?
If you believe you are owed unpaid overtime, you can file a complaint with the U.S. Department of Labor's Wage and Hour Division, or consult an employment attorney. Florida has no state wage and hour agency for overtime disputes, so federal remedies apply. Under the FLSA, you may recover up to two years of back overtime pay (three years for willful violations), plus an equal amount in liquidated damages, plus attorney's fees.