Most hourly workers must be paid 1.5× for hours over 40 a week. Enter your hours and pay to estimate what you may be owed.
Rough estimate under federal FLSA rules (1.5× over 40 hrs/week). Some workers are exempt; some states have daily overtime. Not legal advice — confirm your classification.
Under federal law, most hourly workers are entitled to one-and-a-half times their regular rate for hours over 40 in a week. Some states go further with daily overtime or lower thresholds. The common way overtime gets denied is misclassification: being labeled "salaried" or "exempt" does not by itself remove the right to overtime — the actual job duties and pay level have to meet specific tests.
That gap is where a lot of unpaid overtime lives. A salaried title on a role that is really non-exempt work, or an "independent contractor" label on someone who works like an employee, can both mask overtime that is legally owed. The checker above helps you see whether your situation looks non-exempt and worth a closer look.
What this tool looks at:
Most non-exempt employees must receive overtime for hours over 40 in a week under federal law, and some states add daily overtime. Exemption depends on real job duties and pay, not just a title.
No. A salary alone does not make you exempt. If your duties and pay do not meet the exemption tests, overtime may still be owed.
Federally, at least 1.5× your regular rate for qualifying hours over 40 per week. Some states require more in certain situations.
Misclassified employees may be owed back overtime. Main AI can review your offer or classification language and flag the risk; this tool is informational and not legal advice.
This tool is general information, not legal, medical, or financial advice. Rules vary by state and change over time; verify anything important against your state’s current rules or a qualified professional.