Wage-and-hour calculators that show their work
Free, federal-law FLSA overtime and FMLA eligibility tools for small-business owners, payroll administrators and HR generalists. Every result comes with the step-by-step math, the regulation it comes from, and the wrong answer you were about to pay.
Blended overtime rate calculator
Weighted-average regular rate for employees paid two or more hourly rates in one workweek, with non-discretionary bonuses and differentials included. Shows the 29 CFR 778.115 math and the 778.419 rate-in-effect comparison.
Shift differential calculator
Night, weekend or hazard differential in dollars or percent, folded into the regular rate per 29 CFR 778.207(b). See the exact dollar gap from paying overtime on the base rate only.
FMLA eligibility calculator
All four tests under 29 CFR 825.110 with pass/fail reasons, a 1,250-hour estimator, and a helper that explains the rolling, calendar, fixed and measured-forward 12-month methods.
Why these calculations get payroll wrong
Most payroll mistakes are not about the obvious rules. Everyone knows overtime is “time and a half after 40.” The money is lost in the phrase time and a half of what. Under the Fair Labor Standards Act the multiplier applies to the regular rate, a weekly figure that must absorb every non-excluded dollar the employee earned: second-job rates, shift differentials, non-discretionary bonuses, commissions. Pay those on the side without recomputing the rate and the overtime premium is short, a few dollars per person per week, every week, for years. That is exactly what Wage and Hour Division investigators look for, and the back wages come with an equal amount in liquidated damages.
FMLA eligibility fails in a similar way: four simple tests, each with a trap. Paid time off looks like hours but does not count toward 1,250. “We have 50 employees” is a different question from “50 within 75 miles of this worksite.” And the 12-month leave entitlement means something different depending on which of four counting methods the employer chose, or failed to choose.
These calculators exist to make those traps visible. Each one runs entirely in your browser, applies the federal regulation as written, quotes it with a link to the eCFR, works a real example, and lists the common wrong answers next to the right one so you can recognize the error in your own payroll report.
What these tools are not
- Not state law. California, Alaska, Nevada and Colorado have daily overtime; many states have paid family leave with thresholds far below the FMLA’s. Where state law is more protective, it wins. We link out; we do not try to maintain a 50-state table.
- Not legal advice. Read the terms and disclaimer. For anything consequential, talk to an employment attorney or your state labor department.
- Not a data collector. No accounts, no cookies set by us, nothing you type leaves your device. See the privacy policy.
How the site is funded
The calculators are free and will stay free. Each calculator page carries a clearly labeled box recommending payroll software that automates these calculations; those are affiliate links and we may earn a commission. Ads may be added later. Neither affects the math. Details are on the about page.