Washington Overtime Calculator
Minimum wage: $17.13/hour · Federal FLSA: 1.5× after 40 h/wk · enter your week below and see the exact split.
| Pay type | Hours | Rate | Pay |
|---|---|---|---|
| Straight time | 40.00 | $20.00/h | $800.00 |
| Overtime (1.5×) | 3.00 | $30.00/h | $90.00 |
Weekly overtime past 40 h/week only — Washington has no general daily overtime rule. Weekly overtime applied to 3.00 additional hour(s).
Washington overtime rules at a glance
| Rule | Washington |
|---|---|
| Minimum wage | $17.13 per hour |
| Daily overtime | No general daily threshold; weekly rules only |
| Weekly overtime | 1.5× after 40 hours |
| Double time | Not required by state law (employer policy may add it) |
| Authority | state law adopts FLSA overtime definitions — 29 U.S.C. § 207 applies |
The rules in detail
- 1.5× the regular rate after 40 hours in a workweek (federal FLSA standard)
Washington uses the FLSA framework for overtime (1.5× after 40 hours) — but sets its own, much higher salary thresholds for exempt white-collar workers.
Enforcement: Washington State Department of Labor and Industries (L&I).
Worked example
A Seattle warehouse worker at $22/hour with a 44-hour week earns 4 × $33 overtime.
What Washington employers sometimes get wrong
Since 2020 Washington has phased exempt salary floors to roughly 2× the state minimum wage — far above the federal test — so misclassification claims are common.
Who is entitled to overtime
Overtime rules protect “non-exempt” employees. The main federal exemptions cover executives, administrators, professionals, outside salespeople and certain computer employees — provided their duties genuinely match the exemption and they clear the salary basis test. Job titles mean nothing: an “assistant manager” who mostly runs a register is still non-exempt in the eyes of the law.
In practice, most hourly workers in Washington are non-exempt and must receive overtime whenever the rules above trigger. Independent contractors are not covered — but misclassifying an employee as a contractor is one of the most common wage violations.
How to file an overtime claim in Washington
Check your pay stubs and hours against the calculator above first. If you believe you were shorted, you can file a wage claim with Washington State Department of Labor and Industries (L&I) or a complaint with the U.S. Department of Labor’s Wage and Hour Division (dol.gov/agencies/whd). The FLSA lets you recover unpaid overtime going back two years (three for willful violations), often doubled as liquidated damages.
General information, not legal advice. Verify current rules with the U.S. DOL State Overtime Requirements table and Washington State Department of Labor and Industries (L&I).
Questions people ask
What are the overtime laws in Washington?
Washington uses the FLSA framework for overtime (1.5× after 40 hours) — but sets its own, much higher salary thresholds for exempt white-collar workers. The practical rule: Federal FLSA: 1.5× after 40 h/wk. Source: state law adopts FLSA overtime definitions — 29 U.S.C. § 207 applies.
What is the minimum wage in Washington?
As of the U.S. Department of Labor's November 5, 2026 table, Washington's basic minimum rate is $17.13 per hour. The rate may adjust annually and can vary by city or county — check the state labor office for your exact locality.
How is overtime calculated in Washington?
Multiply your regular hourly rate by 1.5 for every overtime hour. For example, at $20/hour a 45-hour week pays 40 × $20 + 5 × $30 = $950.
Do salaried employees get overtime?
Sometimes. A salary alone does not remove overtime rights — the employee must also perform exempt duties and (for the federal white-collar exemptions) clear the salary threshold. If the exemption tests fail, the employee is owed overtime regardless of pay format.
Does Washington require overtime on weekends or holidays?
Federal FLSA rules do not require premium pay for weekends or holidays unless total weekly hours exceed the overtime threshold. Some state or employer policies may be more generous.