Federal law sets the overtime formula: at least one and a half times your regular rate for every hour over 40 in a workweek (29 U.S.C. §207(a)). Enter your own rate, weekly hours, and how many weeks it went on, and this worksheet shows the itemized arithmetic — the unpaid premium per week and the total across weeks — plus the liquidated-damages framework the statute adds in §216(b). It computes the federal formula on the numbers you enter; it is not a quote, not a prediction, and not a determination that anything is owed.
The Fair Labor Standards Act requires covered, non-exempt employees to be paid at least one and one-half times their regular rate for hours worked over 40 in a workweek (29 U.S.C. §207(a)). The unpaid amount depends on what was actually paid for those hours: when overtime hours were paid at the regular ('straight-time') rate, the unpaid piece is the extra half-time premium on each overtime hour; when the hours weren't paid at all, the full time-and-a-half rate is unpaid. This worksheet shows both versions of that arithmetic on the figures you enter — it doesn't decide whether a job is exempt or non-exempt, which is a separate legal question the U.S. Department of Labor's overtime pages explain.
A back-pay claim under the FLSA is generally limited to the two years before the claim is filed — three years when the violation is willful (29 U.S.C. §255(a)). That is why this worksheet caps its arithmetic at 104 weeks: figures further back are usually outside the federal window, and whether the three-year willful window applies is a legal determination a court makes, not something a calculator can assume. State wage laws can carry their own, sometimes longer, look-back periods.
The FLSA provides that an employer who violates the overtime provisions is liable for the unpaid overtime compensation 'and in an additional equal amount as liquidated damages' (29 U.S.C. §216(b)). Courts apply that provision case by case, and can reduce or deny the additional amount when the employer shows it acted in good faith (29 U.S.C. §260) — so an equal amount is the statute's framework, not a doubling anyone is promised. Some states are also more protective than the federal rule, for example by requiring overtime after a set number of hours in a single day; a state labor office can say what applies where you work.
Disclaimer: NotALawyer.com provides general legal information, not legal advice, and is not a law firm. Using a tool does not create an attorney–client relationship. Laws change and vary by situation — verify anything important with the official source or a licensed attorney in your state.