Federal overtime rules are more complex than private sector rules — and most federal employees don't know which system applies to them, or what rate they should actually be receiving. Your overtime rate depends on your FLSA status, your position on the pay scale relative to GS-10 Step 1, and whether your agency is paying you under Title 5 or FLSA authority. This tool calculates all of it.
FLSA-nonexempt employees (generally GS-1 through GS-10 and some GS-11) receive overtime at 1.5× their hourly rate for all hours over 40 per week. Title 5 overtime for exempt employees above GS-10 Step 1 is capped at the GS-10 Step 1 hourly rate × 1.5 — or their regular rate, whichever is greater. The difference can be substantial at higher grades.
Section I Overtime & Premium Pay Calculator
Select your grade, step, FLSA status, and locality. Enter your hours worked and premium hours to see your exact pay breakdown for the pay period.
Calculate My Overtime & Premium Pay
Section II Federal Overtime Pay Rules Explained
Federal overtime is governed by two separate legal authorities that produce different overtime rates depending on your FLSA status and pay level. Understanding which one applies to you is the first step.
| Employee Type | Authority | Overtime Rate | Applies When |
|---|---|---|---|
| FLSA Non-Exempt | 29 U.S.C. 207 / 5 CFR 551 | 1.5× regular rate | Hours over 40/week |
| Title 5 Exempt (≤ GS-10 Step 1) | 5 U.S.C. 5542 / 5 CFR 550 | 1.5× hourly rate | Ordered/approved OT hours |
| Title 5 Exempt (> GS-10 Step 1) | 5 U.S.C. 5542 / 5 CFR 550 | Greater of: GS-10 Step 1 hourly × 1.5 OR employee's regular hourly rate | Ordered/approved OT hours |
The GS-10 Step 1 base pay in 2026 is $58,064. Adding the DC locality rate (33.94%) gives $77,780 annually, or $37.27/hour. The Title 5 overtime cap rate for DC-locality employees is therefore $37.27 × 1.5 = $55.91/hour. For employees earning more than this hourly rate, they receive their regular hourly rate for overtime — not the 1.5× cap rate.
Section III Night Differential, Sunday Premium & Holiday Pay
In addition to overtime, federal employees may receive premium pay for working at certain hours or on certain days. These premiums apply to regularly scheduled work — they are not limited to overtime situations.
Three types of premium pay most feds are entitled to
- Night differential (10%): For regularly scheduled work performed between 6 PM and 6 AM. The premium is 10% of your hourly rate for each hour worked during those hours. Applies regardless of FLSA status. Authority: 5 U.S.C. 5545(a).
- Sunday premium (25%): For regularly scheduled work on Sunday. The premium is 25% of your hourly rate for each Sunday hour worked. Must be a regularly scheduled tour of duty — not voluntary or unscheduled. Authority: 5 U.S.C. 5546(a).
- Holiday pay: Two components: (1) if you are excused from work on a holiday, you receive your regular pay for those hours; (2) if you are required to work on a holiday, you receive your regular pay plus a premium equal to your regular rate for the hours actually worked. Authority: 5 U.S.C. 5546(b).
Section IV The Biweekly Premium Pay Cap
Under 5 U.S.C. 5547, the total of basic pay plus premium pay (including overtime, night, Sunday, and holiday pay) in any biweekly pay period cannot exceed the greater of: the biweekly rate for GS-15 Step 10 including applicable locality pay, or the biweekly rate for EX-V ($184,900 in 2026).
How the cap works in practice
A GS-14, Step 8 employee in the DC locality earns $177,543 annually ($6,828 biweekly). If this employee works 20 hours of overtime in a pay period, their calculated overtime pay would be substantial. However, their total pay for that period cannot exceed the GS-15 Step 10 DC biweekly rate. The excess premium pay is simply not paid — it is not deferred or carried over. Agencies can elect to apply an annual premium pay cap instead of the biweekly cap in certain emergency situations under 5 U.S.C. 5547(b).
Section V Frequently Asked Questions
Your FLSA status is determined by your agency based on your position classification. Generally, most GS employees at GS-1 through GS-8 are non-exempt. GS-9 and above employees are often exempt, but not always — it depends on your specific duties. Your position description or HR office should tell you your FLSA designation. If you are unsure, request your FLSA status determination from your HR office in writing. OPM adjudicates FLSA exemption status disputes.
For FLSA non-exempt employees, comp time can only be provided at the employee's request — the agency cannot force it. For FLSA exempt employees above GS-10 Step 10, agencies can require comp time instead of overtime pay. Comp time is valued at the overtime rate that would otherwise have been paid. Unused comp time must be paid out when an employee separates or transfers, subject to the premium pay cap.
No. Overtime pay is not basic pay under 5 U.S.C. 8331 and does not count toward your FERS high-3 average salary for pension purposes. Only your basic pay — base pay plus locality pay — is included in the FERS pension calculation. Night differential, Sunday premium, and holiday pay also generally do not count toward FERS basic pay. This is an important distinction when evaluating the total value of overtime assignments.
Under 5 U.S.C. 5542(b)(2), if you are called back for unscheduled overtime or required to work unscheduled overtime on a non-scheduled workday, you are entitled to a minimum of two hours of overtime pay — even if you work less than two hours. This two-hour minimum applies regardless of the actual time worked. This is sometimes called the "call-back premium" and ensures employees are not called in for de minimis work without meaningful compensation.
For FLSA non-exempt employees, premium pay such as night differential and Sunday pay is included in the "regular rate" calculation for FLSA overtime purposes, meaning they do factor into the overtime computation. For Title 5 exempt employees, overtime is calculated on basic pay only — the premium pays are separate additions. In both cases, all pay is subject to the biweekly premium pay cap under 5 U.S.C. 5547.