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Direct answer: Federal law requires time and a half after 40 hours in a workweek, with no daily overtime. As of Oct. 18, 2026, 19 states, including Tennessee, have no overtime rule in the Labor Department's state table, so the federal rule applies. Four states add daily overtime: California (over 8 hours, double time over 12), Alaska, Nevada and Colorado.
By the numbers: 19 states with no state overtime rule (federal 40-hour rule applies); 30 states with their own 40-hour rule; daily overtime in AK, CA, CO, NV (+ Puerto Rico, Virgin Islands); federal salary threshold $684 a week. Source: U.S. DOL Wage and Hour Division state table (July 1, 2026) + DOL Fact Sheet #23
“Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay.” — U.S. Department of Labor, Fact Sheet #23
Updated 2026-10-18
No. Tennessee has no state overtime law in the U.S. Labor Department's table, so the federal rule applies: time and a half after 40 hours in a workweek, with no overtime just for working more than 8 hours in a day. Example: five 10-hour days at $20 an hour = 40 × $20 + 10 × $30 = $1,100.00.
Alaska (over 8 hours a day, employers with 4+ employees), California (over 8, double time over 12), Colorado (over 12) and Nevada (over 8, only for workers paid less than 1.5 times the state minimum, $18.00 an hour). Puerto Rico and the U.S. Virgin Islands also pay overtime after 8 hours a day (U.S. Labor Department).
$684 a week ($35,568 a year), and $107,432 total pay for highly compensated employees (U.S. Labor Department). The 2024 rule that would have raised it to $844 and then $1,128 a week was vacated by federal courts in November and December 2024; the Labor Department restored the 2019 rule's text effective May 15, 2026. Salary alone doesn't make you exempt: the job duties must also qualify.
Yes: double the regular rate after 12 hours in a workday and after 8 hours on the 7th consecutive day of work in a workweek; time and a half after 8 hours a day, after 40 a week, and for the first 8 hours on that 7th day (California DIR). Example: one 14-hour day at $20 = 8 × $20 + 4 × $30 + 2 × $40 = $360.00.
Not under federal law: it doesn't require extra pay for Saturdays, Sundays or holidays unless the hours push you over 40 in the workweek (U.S. Labor Department). Some states add rules, for example Kentucky's 7th-day rule and Rhode Island's Sunday and holiday pay in retail.
No. Under federal law each workweek stands alone; averaging two or more weeks isn't allowed, and you can't waive overtime by agreement (U.S. Labor Department Fact Sheet #23).
State overtime rules from the U.S. Labor Department's state table updated July 1, 2026, with state agency detail (CA, NV, AK, WA, OH); federal rules and salary threshold from DOL; checked Oct. 18, 2026.
As of Oct. 18, 2026 · U.S. Labor Department state table updated July 1, 2026 · federal salary threshold per DOL
Federal law: time and a half after 40 hours in a workweek, for non-exempt workers, in every state. As of Oct. 18, 2026, 19 states (including Tennessee) show no state overtime rule in the Labor Department's table, 30 have their own 40-hour rule, and four add daily overtime: California, Alaska, Nevada and Colorado.
The math:
Sources: U.S. DOL state table (July 1, 2026) · DOL Fact Sheet #23 · California DIR
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Pick your state, type your hourly pay, then the hours you worked each day of one workweek (day 1 = the first day of your employer's workweek).
Hours worked each day
From each state's “premium pay after designated hours” entry in the U.S. Labor Department's state table (updated July 1, 2026). Overtime is time and a half (1.5×) of the regular rate unless noted. Where a state lists nothing, jobs covered by the federal Fair Labor Standards Act still get overtime after 40 hours a week. When state and federal rules differ, the one that pays the worker more applies.
| State | Weekly overtime | Daily overtime | 7th day / rest day | Double time | Notes |
|---|---|---|---|---|---|
| Alabama | Not listed (federal: after 40) | No | — | — | |
| Alaska | After 40 hours | After 8 hours | — | — | Daily overtime after 8 hours; doesn't apply to employers with fewer than 4 employees; A state-approved voluntary flexible plan can set a 10-hour day (overtime after 10 hours a day) |
| Arizona | Not listed (federal: after 40) | No | — | — | |
| Arkansas | After 40 hours | No | — | — | |
| California | After 40 hours | After 8 hours | 7th consecutive day: 1.5× first 8 hours, 2× after | After 12 hours a day; after 8 on the 7th day | Time and a half after 8 hours a day and for the first 8 hours on the 7th consecutive day of the workweek; Double time after 12 hours a day and after 8 hours on the 7th consecutive day; Alternative workweek schedules adopted under the Labor Code can change the daily rule |
| Colorado | After 40 hours | After 12 hours | — | — | Overtime after 12 hours in a workday or 40 in a workweek |
| Connecticut | After 40 hours | No | — | — | Restaurants and hotel restaurants: 7th consecutive day of work paid at time and a half the minimum rate |
| Delaware | Not listed (federal: after 40) | No | — | — | |
| District of Columbia | After 40 hours | No | — | — | |
| Florida | Not listed (federal: after 40) | No | — | — | |
| Georgia | Not listed (federal: after 40) | No | — | — | |
| Guam | After 40 hours | No | — | — | |
| Hawaii | After 40 hours | No | — | — | Employees guaranteed $4,000 or more a month are exempt from the state minimum wage and overtime law |
| Idaho | Not listed (federal: after 40) | No | — | — | |
| Illinois | After 40 hours | No | — | — | |
| Indiana | After 40 hours | No | — | — | |
| Iowa | Not listed (federal: after 40) | No | — | — | |
| Kansas | Not listed (federal: after 40) | No | — | — | |
| Kentucky | After 40 hours | No | 7th day at 1.5× if you work all 7 days | — | Work all 7 days of the workweek: hours on the 7th day at time and a half (not when you're held to 40 hours total) |
| Louisiana | Not listed (federal: after 40) | No | — | — | |
| Maine | After 40 hours | No | — | — | |
| Maryland | After 40 hours | No | — | — | |
| Massachusetts | After 40 hours | No | — | — | |
| Michigan | After 40 hours | No | — | — | |
| Minnesota | After 48 hours (federal: after 40 for covered jobs) | No | — | — | State law: overtime after 48 hours a week; jobs covered by federal law still get overtime after 40 |
| Mississippi | Not listed (federal: after 40) | No | — | — | |
| Missouri | After 40 hours | No | — | — | Seasonal amusement or recreation businesses: overtime after 52 hours |
| Montana | After 40 hours | No | — | — | |
| Nebraska | Not listed (federal: after 40) | No | — | — | |
| Nevada | After 40 hours | After 8 hours (if paid under $18.00/hr) | — | — | Daily overtime after 8 hours only if paid less than 1.5 times the state minimum ($18.00 an hour at the $12.00 minimum); Not for a mutually agreed schedule of four 10-hour days (NRS 608.018) |
| New Hampshire | After 40 hours | No | — | — | |
| New Jersey | After 40 hours | No | — | — | |
| New Mexico | After 40 hours | No | — | — | |
| New York | After 40 hours | No | — | — | Live-in residential workers: overtime after 44 hours a week |
| North Carolina | After 40 hours | No | — | — | Seasonal amusement or recreational businesses: overtime after 45 hours |
| North Dakota | After 40 hours | No | — | — | |
| Northern Mariana Islands | Not listed (federal: after 40) | No | — | — | |
| Ohio | After 40 hours | No | — | — | Ohio's overtime law doesn't apply to employers grossing less than $150,000 a year (Ohio 2027 poster); federal law may still apply |
| Oklahoma | Not listed (federal: after 40) | No | — | — | |
| Oregon | After 40 hours | No | — | — | Mills, factories, manufacturing and nonfarm canneries/packing plants: overtime after 10 hours a day (sawmills, planing mills, shingle mills and logging camps excluded) |
| Pennsylvania | After 40 hours | No | — | — | |
| Puerto Rico | After 40 hours | After 8 hours | Weekly rest day at 1.5× | — | Time and a half after 8 hours a day and for work on the weekly rest day; Workers hired before Jan. 26, 2017 keep any greater rights they had |
| Rhode Island | After 40 hours | No | — | — | Time and a half for Sunday and holiday work in retail and certain other businesses (separate laws) |
| South Carolina | Not listed (federal: after 40) | No | — | — | |
| South Dakota | Not listed (federal: after 40) | No | — | — | |
| Tennessee | Not listed (federal: after 40) | No | — | — | |
| Texas | Not listed (federal: after 40) | No | — | — | |
| Utah | Not listed (federal: after 40) | No | — | — | |
| Vermont | After 40 hours | No | — | — | |
| Virgin Islands | After 40 hours | After 8 hours | 6th and 7th consecutive day at 1.5× | — | Overtime after 8 hours a day and for any hours on the 6th or 7th consecutive day of work |
| Virginia | Not listed (federal: after 40) | No | — | — | |
| Washington | After 40 hours | No | — | — | No overtime premium for employees who ask for comp time instead (per the U.S. Labor Department's table) |
| West Virginia | After 40 hours | No | — | — | |
| Wisconsin | After 40 hours | No | — | — | |
| Wyoming | Not listed (federal: after 40) | No | — | — |
“Not listed” means the Labor Department's table shows no state premium-pay rule; a state can still have narrow rules for jobs federal law doesn't cover, so check the state labor office. American Samoa is not shown. Sources: U.S. DOL state table (July 1, 2026) · California DIR · NRS 608.018 · Alaska DOLWD · Ohio Commerce poster
Sources: DOL Fact Sheet #23 · DOL Overtime Pay
Sources: DOL salary thresholds · DOL Fact Sheet #17A · Federal Register (May 15, 2026) · California DIR exemptions · WA L&I salary thresholds
How we built this: each state's rule is read from the U.S. Labor Department's state table (saved with a checksum and parsed in code; every rule is checked against the saved text), with detail from California's Labor Commissioner, Nevada's statute, Alaska's labor department, Washington L&I and Ohio's poster. The calculator applies the state rule plus the federal 40-hour rule, counts each hour once (hours already paid a daily or 7th-day premium don't count again toward weekly overtime), and runs in your browser with the same arithmetic as our server-side test.
Facts and math, not legal advice. The U.S. Labor Department says to consult the state labor office for official information. Union contracts, alternative workweeks, public employees' comp time, and industry rules (health care, agriculture, transportation) aren't covered.
No. Tennessee has no state overtime law in the U.S. Labor Department's table, so the federal rule applies: time and a half after 40 hours in a workweek, with no overtime just for working more than 8 hours in a day. Example: five 10-hour days at $20 an hour = 40 × $20 + 10 × $30 = $1,100.00.
Alaska (over 8 hours a day, employers with 4+ employees), California (over 8, double time over 12), Colorado (over 12) and Nevada (over 8, only for workers paid less than 1.5 times the state minimum, $18.00 an hour). Puerto Rico and the U.S. Virgin Islands also pay overtime after 8 hours a day (U.S. Labor Department).
$684 a week ($35,568 a year), and $107,432 total pay for highly compensated employees (U.S. Labor Department). The 2024 rule that would have raised it to $844 and then $1,128 a week was vacated by federal courts in November and December 2024; the Labor Department restored the 2019 rule's text effective May 15, 2026. Salary alone doesn't make you exempt: the job duties must also qualify.
Yes: double the regular rate after 12 hours in a workday and after 8 hours on the 7th consecutive day of work in a workweek; time and a half after 8 hours a day, after 40 a week, and for the first 8 hours on that 7th day (California DIR). Example: one 14-hour day at $20 = 8 × $20 + 4 × $30 + 2 × $40 = $360.00.
Not under federal law: it doesn't require extra pay for Saturdays, Sundays or holidays unless the hours push you over 40 in the workweek (U.S. Labor Department). Some states add rules, for example Kentucky's 7th-day rule and Rhode Island's Sunday and holiday pay in retail.
No. Under federal law each workweek stands alone; averaging two or more weeks isn't allowed, and you can't waive overtime by agreement (U.S. Labor Department Fact Sheet #23).
Estimates, not financial advice. Taxes, insurance, PMI and fees vary by lender, county and city; confirm with your lender, dealer and state agency before acting.
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