Double Time Pay Calculator

Find out exactly how much you earn when double time applies — under California law, your union contract, or company holiday policy. For a complete breakdown of all overtime rates, use our overtime pay calculator.

What Is Double Time Pay?

Double time pay is a wage rate equal to exactly twice your regular hourly rate. If you earn $20/hr normally, double time pays $40/hr. It applies to specific hours worked beyond daily or weekly thresholds, as defined by state law (most notably California), collective bargaining agreements, or an employer’s written holiday policy. Federal law under the FLSA does not require double time pay.

Double time is often confused with overtime, but they are distinct. Standard overtime under the Fair Labor Standards Act pays 1.5× your regular rate — often called “time and a half.” Double time goes further, paying 2× your regular rate. In most of the United States, double time exists only when an employment contract or state statute specifically mandates it. For the full California daily and weekly breakdown, use our California overtime calculator.

When Does Double Time Apply? — Federal vs State Rules

Federal Law (FLSA) — Double Time Is NOT Required Nationally

The Fair Labor Standards Act (29 U.S.C. §207) requires employers to pay at least 1.5× the regular rate for hours worked beyond 40 in a workweek. It contains no provision requiring double time pay at any hourly threshold. Employers operating only under federal law are never legally obligated to pay 2× wages.

California — Double Time After 12 Hours/Day or 8 Hours on 7th Consecutive Day

California Labor Code §510 establishes the most comprehensive overtime and double time framework in the country. California mandates double time in two distinct situations: after 12 hours in a single workday, and after 8 hours on the 7th consecutive day in a single workweek. See the full California section below for worked examples and the 2026 wage thresholds.

Alaska, Nevada, Colorado — State-Specific Double Time Rules

A handful of other states have daily overtime requirements, but none match California’s double time mandate. Alaska and Nevada require daily overtime (1.5×) after 8 hours, but stop short of mandating 2×. Colorado similarly imposes daily overtime triggers without a statutory double time rate. Workers in these states may still receive double time if their employer’s policy or union contract provides it.

Union Contracts — Negotiated Double Time Thresholds

Collective bargaining agreements frequently negotiate double time pay for specific situations: shifts exceeding 10 or 12 hours, Sunday work, holidays, or call-back pay. These negotiated rates are enforceable regardless of what state law says and often exceed minimum statutory requirements. Always review your CBA’s Article on Wages and Hours for your exact double time triggers.

Holiday Pay — Company Policy Double Time (Not Legally Required)

Many employers offer double time as a voluntary benefit for working on federal or company-designated holidays. This is a matter of company policy, not law. If your employee handbook specifies 2× pay on Christmas Day or Thanksgiving, that policy is binding — but no federal or state statute forces a private employer to offer holiday double time.

How to Calculate Double Time Pay — Formula & Examples

Double Time Formula: Regular Rate × 2

Double Time Rate = Regular Hourly Rate × 2

Total Pay = (Regular Hrs × Rate) + (OT Hrs × Rate × 1.5) + (DT Hrs × Rate × 2)

Example 1 — California Worker, 14-Hour Day at $22/hr

Example 1 · California Daily Double Time$22/hr · 14 hrs

Hours 1–8 (regular) — 8 × $22.00$176.00

Hours 9–12 (OT at 1.5×) — 4 × $33.00$132.00

Hours 13–14 (double time at 2×) — 2 × $44.00$88.00

Total Daily Pay$396.00

Example 2 — 7th Consecutive Day (8 Hours OT, Then 2× After)

Example 2 · California 7th Day — $25/hr · 10 hrs $25/hr · 10 hrs

Hours 1–8 on 7th day (OT at 1.5×) — 8 × $37.50$300.00

Hours 9–10 on 7th day (2×) — 2 × $50.00$100.00

Total 7th-Day Pay$400.00

Note: On the 7th consecutive day, California mandates 1.5× for the first 8 hours (not regular rate) and 2× for any hours beyond 8. This is a common miscalculation.

Example 3 — Union Contract Worker with Negotiated 2× Holiday Rate

Example 3 · Union Holiday Double Time $30/hr · 8 hrs Holiday

8 hours at contract double time rate (2×) — 8 × $60.00$480.00

Holiday pay premium (if separate in CBA)$0 (included above)

Total Holiday Pay$480.00

Quick Reference — Double Time Rate Table by Hourly Wage

Daily pay at 14 hours (CA) = 8 hrs regular + 4 hrs at 1.5× + 2 hrs at 2×. Based on California Labor Code §510.

Does the OBBBA No-Tax Deduction Apply to Double Time Pay?

Short Answer — Usually No, Here Is Why

Key Clarification The OBBBA no-tax overtime deduction (P.L. 119-21) applies only to FLSA-mandated overtime premiums — it does not extend to California state-law double time or contractual double time pay under most interpretations.

The One Big Beautiful Budget Act (OBBBA) introduced a federal income tax deduction for overtime premium pay earned under the Fair Labor Standards Act. Because the FLSA mandates only time-and-a-half (1.5×) and does not require double time, the additional premium you earn specifically from the 2× double time rate is generally not within scope of the OBBBA deduction. Your double time wages are fully taxable under current IRS guidance. Check if your overtime qualifies using our no tax on overtime calculator.

Exception — When Federal Contractors May Qualify

Federal contractors subject to the McNamara–O’Hara Service Contract Act or Davis-Bacon Act may have specific double time provisions written into prevailing wage determinations. In limited circumstances where those provisions align with FLSA definitions, a portion of double time premiums could qualify for the OBBBA deduction. This is a narrow exception requiring professional tax guidance. When in doubt, consult a qualified CPA or employment attorney who specializes in prevailing wage law.

Double Time vs Time and a Half — Key Differences

Understanding where time-and-a-half ends and double time begins is essential for verifying your paycheck. Calculate your time and a half rate with our time and a half calculator.

California Double Time — Complete 2026 Rules

California’s overtime framework under Labor Code §510 and IWC Wage Orders 1–17 creates four distinct pay rate triggers in a single workday or workweek. No other state comes close to this level of specificity, and many employers — and even payroll software — miscalculate California wages by missing one or more of these triggers. Here is every rule you need for 2026.

Daily Double Time — Over 12 Hours in a Single Workday

In California, a “workday” is any consecutive 24-hour period established by the employer — not necessarily midnight to midnight. Time tracking starts from the moment the workday begins. Once an employee surpasses 12 hours in a single workday, every additional minute is paid at 2× the regular rate of pay. There is no cap or ceiling on how many double time hours can accumulate in a single day.

Hours 1–8

Regular Rate — standard hourly wage applies. Example at $20/hr: $20.00/hr.

Hours 9–12

Time-and-a-Half (1.5×) — California daily overtime applies from the 9th hour through the 12th. At $20/hr: $30.00/hr.

Hours 13+

Double Time (2×) — California double time begins from the 13th hour onward. At $20/hr: $40.00/hr.

Worked example: An employee earning $22/hr works 15 hours on a Tuesday. Regular pay: 8 × $22 = $176. Overtime pay: 4 × $33 = $132. Double time: 3 × $44 = $132. Total: $440.00.

7th Consecutive Day Double Time — Over 8 Hours

When an employee works seven consecutive days within a single employer-defined workweek, the entire 7th day is compensated at elevated rates — regardless of how many total weekly hours have been logged.

7th Day, Hrs 1–8

Time-and-a-Half (1.5×) — the first eight hours on the 7th consecutive day pay at 1.5×, not the regular rate. This surprises many workers and payroll teams alike. At $25/hr: $37.50/hr.

7th Day, Hrs 9+

Double Time (2×) — any hours beyond 8 on the 7th consecutive day escalate to 2×. At $25/hr: $50.00/hr.

Worked example: An employee at $25/hr works 10 hours on their 7th consecutive day. 7th-day OT: 8 × $37.50 = $300. 7th-day DT: 2 × $50 = $100. Total: $400.00.

Anti-Pyramiding Rule — No Double Counting of Overtime

California’s anti-pyramiding rule prevents employers from stacking multiple overtime calculations on the same hours. For example, if an employee has already earned daily double time for working beyond 12 hours, those same hours cannot also trigger weekly overtime under the 40-hour rule. Only the highest applicable premium applies to any given hour. This rule primarily benefits employers: workers do not receive both daily and weekly overtime premiums for identical hours.

California 2026 Thresholds ($16.50 Minimum Wage, $70,304 Exempt Salary)

✓ 2026 California Wage Thresholds Statewide minimum wage:$16.50/hr (some localities are higher). Overtime-exempt salary threshold:$70,304/year ($1,352/week) per California Labor Code §515. Employees earning below the exempt threshold are entitled to all overtime and double time protections described above, regardless of job title or duties classification.

Salaried employees classified as “exempt” under California’s executive, administrative, or professional exemptions must earn at least $70,304 annually in 2026 and must primarily perform exempt duties. If either prong fails — salary is too low or duties don’t qualify — the employee is non-exempt and all four California overtime triggers apply retroactively.

Note: Fast food workers covered under AB 1228 may be subject to sector-specific minimum wages. Healthcare workers covered by SB 525 have a phased minimum wage schedule that may exceed the statewide floor. Always verify the applicable IWC Wage Order for your industry.

Frequently Asked Questions — Double Time Pay 2026

What is double time pay and when is it required?

Double time pay is a wage rate equal to twice your regular hourly rate (2×). It is required by law only in specific states — most notably California under Labor Code §510 — after an employee exceeds 12 hours in a single workday or works more than 8 hours on their 7th consecutive day in a workweek. Outside California and a few other states, double time pay exists only when a union contract or employer policy specifically provides for it. Federal law under the FLSA does not require double time at any threshold.

Does federal law require double time pay?

No. The Fair Labor Standards Act (FLSA) requires only time-and-a-half (1.5×) for hours worked beyond 40 in a workweek. There is no federal mandate for double time (2×) pay. Double time obligations arise exclusively from state statutes — primarily California — or from collectively bargained agreements and employer wage policies. Workers employed in states with no double time statute and no applicable union contract have no legal entitlement to 2× pay under federal law.

When does double time kick in under California law?

California mandates double time in two specific situations. First, after an employee works more than 12 hours in a single workday — the 13th hour onward pays at 2× the regular rate. Second, on the 7th consecutive day within an employer-defined workweek, any hours worked beyond 8 pay at 2×. The first 8 hours on that 7th consecutive day still earn time-and-a-half (1.5×), which is itself higher than normal. Both triggers are governed by California Labor Code §510 and apply to all non-exempt employees statewide as of 2026.

How do I calculate double time pay for a 14-hour shift?

Under California rules at $22/hr: the first 8 hours earn regular pay (8 × $22 = $176). Hours 9 through 12 earn time-and-a-half (4 × $33 = $132). Hours 13 and 14 earn double time (2 × $44 = $88). Your total daily pay is $396. The key formula is: Regular Rate × 2 for all double time hours. Use our calculator above to automate this computation for any hourly wage and shift length.

Does the OBBBA no-tax overtime deduction apply to double time pay?

Generally no. The OBBBA (P.L. 119-21) provides a federal income tax deduction for overtime premiums mandated by the FLSA. Because the FLSA requires only 1.5× overtime and imposes no double time mandate, the premium portion of double time pay — the extra 0.5× above time-and-a-half — falls outside the scope of the OBBBA deduction under current IRS guidance. Your double time wages remain fully taxable. Federal contractors subject to Davis-Bacon or SCA prevailing wages may have narrow exceptions; consult a tax professional for guidance specific to your situation.

What is the difference between double time and time and a half?

Time and a half pays 1.5× your regular hourly rate and is the federally mandated overtime standard under the FLSA for hours over 40 per week. Double time pays 2× your regular rate and applies only under specific state laws (primarily California), union contracts, or voluntary employer policies. In California, time-and-a-half applies from hours 9 through 12 in a workday, while double time kicks in from hour 13 onward. The difference in a paycheck can be significant — on a 14-hour shift at $22/hr, the 2 double time hours earn $88 vs the $66 they would earn at time-and-a-half.

Do I get double time for working on a holiday?

Not automatically. Neither federal law nor most state laws require double time pay for working on holidays such as Christmas, Thanksgiving, or Independence Day. Holiday double time is a voluntary benefit offered by employers through written policy or negotiated in collective bargaining agreements. If your employee handbook or union contract specifies 2× pay on designated holidays, that provision is legally enforceable. Always review your offer letter, employee handbook, and any applicable CBA to confirm whether holiday double time applies to your position before assuming it will appear on your paycheck.

What is the 7th consecutive day double time rule in California?

Under California Labor Code §510, when an employee works seven consecutive days within a single employer-defined workweek, the 7th day triggers special overtime protections. The first 8 hours on that 7th day are paid at 1.5× the regular rate — not the standard rate. Any hours beyond 8 on the 7th consecutive day are paid at 2× (double time). The workweek is defined by the employer (e.g., Sunday–Saturday), not necessarily the calendar week. An employee who works 6 days one week and 1 day the next does not trigger this rule even if those days fall on consecutive calendar days.

About This Calculator — Legal & Source Disclosure

The IntelCalculator Double Time Pay Calculator is based on California Labor Code §510 (daily overtime and double time), the Fair Labor Standards Act (FLSA, 29 U.S.C. §207), and IWC Wage Orders 1–17. Double time in California applies after 12 hours in a single workday or after 8 hours on the 7th consecutive workday in an employer-defined workweek.

Federal law (FLSA) does not require double time pay — it applies only where mandated by state law or collective bargaining agreements. California 2026 minimum wage: $16.50/hr (statewide); exempt salary threshold: $70,304/year ($1,352/week) per California Labor Code §515. OBBBA no-tax overtime deduction (P.L. 119-21) applies only to FLSA-mandated overtime premiums — not to California state-law double time or contractual double time. For personalised tax or legal guidance consult a qualified professional.