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Overtime, PTO, take-home pay, turnover, raises, and FMLA. Six free HR calculators, no signup, instant results.
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Why HR Calculations Matter
Understanding payroll math protects your business from compliance risk and helps you make smarter workforce decisions.
FLSA Overtime Rules
The Fair Labor Standards Act requires 1.5x pay for hours over 40 in a workweek for non-exempt employees. Some states have stricter requirements.
True Cost of Turnover
Studies by SHRM estimate replacing an employee costs 50–200% of their annual salary when you factor in recruiting, onboarding, and lost productivity.
FMLA at a Glance
Covered employers must provide 12 weeks of unpaid, job-protected leave. Employers with 50+ employees within 75 miles of the worksite are covered.
PTO Accrual Best Practices
Most companies offer 10–15 days per year for new employees. Bi-weekly accrual is most common and helps employees track their balance accurately.
Frequently Asked Questions
Common questions about payroll calculations, HR compliance, and workforce management.
How is overtime pay calculated under the FLSA?
Overtime is paid at 1.5× the employee's regular rate of pay for all hours worked beyond 40 in a single workweek. The workweek is a fixed 7-day period, and hours cannot be averaged across two weeks to avoid overtime. Some states (California, Alaska, Nevada) have stricter daily overtime thresholds that may apply instead of the federal rule.
How much does employee turnover really cost?
SHRM estimates total turnover cost at 50–200% of an employee's annual salary. For a $65,000 employee, that's $32,500–$130,000 per departure. The four cost categories are: separation and offboarding, recruiting and hiring, onboarding and training ramp-up, and lost productivity and institutional knowledge. The retention math almost always favors a raise over replacement.
Who qualifies for FMLA leave?
Three criteria must all be satisfied: (1) The employer has 50 or more employees within 75 miles of the employee's worksite; (2) The employee has worked for the employer for at least 12 months; and (3) The employee worked at least 1,250 hours in the past 12 months. Qualifying reasons include birth or adoption of a child and serious health conditions of the employee or immediate family members.
What is the difference between exempt and non-exempt employees?
Non-exempt employees must receive overtime pay (1.5× their regular rate) for hours worked beyond 40 per week. Exempt employees are not entitled to overtime. To qualify as exempt under the FLSA, an employee must pass three tests: the salary basis test (fixed salary not subject to reduction), the salary level test (at least $684/week), and the duties test (executive, administrative, professional, outside sales, or computer employee functions).
How do I calculate PTO accrual per pay period?
Divide the employee's annual PTO days by the number of pay periods per year. For 15 days on a bi-weekly schedule (26 pay periods): 15 ÷ 26 = 0.577 days per period, or about 4.6 hours per period on an 8-hour workday. Multiply by the number of pay periods elapsed to calculate year-to-date accrual. Use our PTO Accrual Calculator above for instant results.
How do I convert an annual salary to an hourly rate?
Divide the annual salary by total hours worked per year: Annual Salary ÷ (Hours Per Week × Weeks Worked Per Year). Using the standard 40-hour, 52-week year: $75,000 ÷ 2,080 = $36.06/hour. For a more conservative comparison that excludes vacation, use 50 weeks: $75,000 ÷ 2,000 = $37.50/hour. Use the actual hours worked for the most accurate job-offer comparison.