All Calculators

Converting between annual salary and hourly wage is the foundation of understanding your pay. The standard US work year contains 2,080 hours (52 weeks × 40 hours), so an annual salary divided by 2,080 yields your effective hourly rate.

Keep in mind that "salaried" and "exempt from overtime" are not the same thing. Under the FLSA rule restored May 15, 2026, the federal salary threshold for most white-collar exemptions is $684 per week ($35,568 per year).

FLSA overtime is calculated at 1.5× your regular rate for every hour worked beyond 40 in a single workweek. Your "regular rate" is not simply your hourly wage if you earn bonuses or commissions.

The 40-hour threshold is the federal floor. Several states (notably California) impose stricter daily thresholds. This calculator applies the federal weekly rule.

Weekly pay is your gross earnings for a single FLSA workweek. For non-exempt employees, the calculation is straightforward: regular hours × hourly rate, plus overtime hours × 1.5 × hourly rate.

The 40-hour threshold is federal law. Some states impose stricter daily thresholds — California pays 1.5× after 8 daily hours and 2× after 12.

Biweekly pay means you receive a paycheck every two weeks — 26 pay periods in a typical year. Each paycheck covers one or two workweeks depending on your employer's lag.

Because 26 biweekly periods total 364 days, an extra paycheck periodically appears. Budgeting as if you receive 26 checks (and treating the occasional 27th as bonus savings) is a common sound practice.

Monthly pay is annual salary divided by 12. It is the simplest conversion but rarely matches an actual paycheck amount, because most US employers pay on biweekly or semimonthly cycles.

When budgeting, match your plan to your actual pay frequency. If you are paid biweekly, two months each year will contain three paychecks.

A pay raise is measured two ways: the dollar difference and the percentage increase relative to your prior salary. The percentage matters for comparison.

When evaluating an offer or annual review, compare the raise against current US inflation. A raise below inflation is effectively a pay cut in real purchasing power.

Part-time pay is simply hourly rate × weekly hours × weeks worked per year. The FLSA does not define "part time" — that label is set by the employer.

Part-time workers retain full FLSA protections, including the 40-hour overtime threshold and minimum wage.

Freelance income is rarely consistent month to month. This calculator helps you understand your true hourly rate after expenses, so you can set minimums that actually cover your costs.

Many freelancers forget to factor in non-billable time — client calls, admin, marketing, invoicing. A good rule of thumb: billable hours are 60-70% of total working hours. Keep that in mind when setting your target rate.

This estimator uses 2026 federal tax brackets and the standard deduction to give you a ballpark net figure. It does not account for state income tax (which varies by state), pre-tax 401(k) contributions, health insurance premiums, or itemized deductions.

Keep in mind that your actual paycheck withholding is determined by your W-4 form, which you give your employer. The IRS withholds tables are complex — this tool is for quick planning, not filing.

This quick converter gives you an instant estimate. For a more detailed breakdown with FLSA overtime calculations, use the full Hourly Salary Calculator.

Split bills fairly by choosing equal or income-proportional division. Equal splitting works best when all parties have similar incomes. Income-proportional is more common when incomes vary significantly.

Remember to discuss the splitting method upfront and document it — this prevents conflicts down the line. The calculator generates a clear per-person breakdown you can reference.

The 50/30/20 rule is a simple framework, not a one-size-fits-all solution. If your housing costs 60% of income in a high-cost area, that's okay — adjust the other categories to compensate.

The key is to make the plan work for your actual life, not a textbook ideal. Many people find that tracking expenses for 1-2 months reveals patterns they didn't expect.

Start with 1 month of expenses, then build to 3, then 6. The exact number depends on your stability. A dual-income household might only need 3 months, while a single-income freelancer should aim for 6-12.

Your emergency fund is not an investment — it's insurance against life's surprises. Don't chase yields if it means sacrificing access.

The 30% rule is a classic guideline, not law. In expensive cities, you may need to stretch to 40%+ or get a roommate. What matters is that you can comfortably cover rent, food, transportation, and savings.

Keep in mind that rent affordability also depends on your other fixed expenses — student loans, car payments, and insurance all reduce what's available for housing.

Gas is usually the biggest variable cost on a road trip. The calculator gives you a reliable estimate — but remember that gas prices fluctuate by region and season. Check GasBuddy or AAA for current prices along your route.

Pro tip: fill up at regular gas stations just off the highway, not at interstate exits. Prices near exits are typically 10-20¢ more per gallon.

Sales tax rates vary dramatically by state and even by county/city within a state. A $100 purchase could cost $108 in Oregon (no tax) or $110.25 in California (7.25% state + local taxes).

When comparing prices across online retailers, always factor in shipping costs and sales tax. Amazon collects sales tax in most states now, which can significantly change the "best" deal.

The "subscription creep" is real. A $9.99/month app you forgot about costs $120/year. This calculator shows you the cumulative impact of all your subscriptions over months and years.

Review your subscriptions every quarter. Keep only the ones you actively use — the rest are just draining your bank account in small amounts that add up fast.

The earlier you start, the less you need to save each month. A $10,000 emergency fund in 1 year needs ~$815/month. Start 3 years out, and it's only ~$260/month. Compound interest rewards early action.

Keep your savings goals specific and time-bound. "Save for a house" is vague. "Save $30,000 for a down payment by December 2027" gives you a clear target to work toward.

Splitting bills with friends gets messy without a clear calculator. This tool gives everyone a fair per-person amount in seconds — no more mental math or spreadsheet arguments at the table.

Keep in mind that some restaurants add an automatic 18-20% gratuity for parties of 6 or more. Check your bill carefully to avoid double-tipping.

The biggest vacation budget mistake is underestimating daily costs. Food, transportation, and activities in popular destinations can be 2-3x what you spend at home. Always add a 15-20% buffer.

Booking flights 6-8 weeks in advance typically gives the best prices. Lodging 4-8 weeks ahead. Last-minute bookings are almost always more expensive.

Double-time pay is 2× your regular rate. Federal FLSA does not require it — only 1.5× after 40 weekly hours. Double time arises from state law (California), employer policy, union contracts, or holiday premium agreements.

This calculator lets you combine regular, 1.5× overtime, and 2× double-time hours into one total.

"Time and a half" is the common name for the FLSA overtime multiplier of 1.5× your regular rate. For a $20/hour worker, that is $30/hour on overtime hours.

Your "regular rate" is not always your base hourly wage. Under FLSA, non-discretionary bonuses, commissions, and shift differentials are included in the calculation.

FLSA exemption requires passing three tests: (1) salary basis — paid a predetermined fixed salary; (2) salary level — at least $684/week ($35,568/year) as of May 15, 2026; and (3) duties — the actual job fits an exempt category.

The 2024 rule that raised the threshold to $844 and then $1,128/week was vacated by the U.S. District Court for the Eastern District of Texas on November 15, 2024, and formally rescinded by DOL technical amendment on May 15, 2026.

California is stricter than federal FLSA. Under Labor Code § 510, daily overtime applies: 1.5× after 8 hours in a day, 2× after 12 hours. The seventh consecutive day in a workweek pays 1.5× for the first 8 hours and 2× beyond.

California also retains the federal 40-hour weekly threshold. Use this calculator for the full California breakdown.

New York applies the federal overtime standard — 1.5× for hours over 40 in a workweek. Unlike California, New York has no general daily overtime requirement.

The hospitality industry is the main exception: under 12 NYCRR Part 142, hotel and restaurant workers earn 1.5× for hours over 10 in a single workday.

A time card totals daily clock-in and clock-out punches into weekly worked hours. Unpaid meal breaks (typically 30 minutes or more) are deducted under FLSA — the employee is completely relieved of duty.

Once weekly hours exceed 40, federal law requires 1.5× on the excess.

"Hours worked" under FLSA includes all time an employee is required to be on duty, on the employer's premises, or at a prescribed workplace.

This calculator totals daily and weekly hours with an optional per-day break deduction.

Overnight shifts that cross midnight require special handling: if the end time is earlier than the start time, the shift wraps into the next day.

Federal law does not require a night-shift pay premium, though many employers offer one.

Under FLSA, only bona fide meal breaks of 30 minutes or more — where the employee is completely relieved of duty — may be unpaid.

A "working lunch" where the employee remains on duty is paid time.

Payroll systems convert clock-form time (hours:minutes) into decimal hours so pay multiplies cleanly. The rule is simple: divide the minutes by 60 and add to the hours.

A quick-reference chart: :15 = 0.25, :30 = 0.5, :45 = 0.75.

Per-minute pay is hourly rate ÷ 60, multiplied by the minutes worked. It is useful for billing increments, late-fee calculations, and understanding the dollar value of small amounts of time.

FLSA permits rounding to the nearest 5, 6, or 15 minutes as long as it averages out over time and never consistently shortchanges the employee.

Texas does not impose state-specific overtime beyond the federal FLSA. Hours over 40 in a workweek are paid at 1.5×.

Unlike California and New York, Texas has no daily overtime or double-time mandates.

A Full Time Equivalent (FTE) standardizes workforce measurement by expressing total hours as multiples of a standard full-time schedule (40 hours/week).

FTE matters for ACA compliance (50 FTE threshold triggers employer mandates), benefit eligibility, and headcount planning.

Federal law does not require private employers to pay a premium for holiday work — only the standard 40-hour weekly overtime rule applies.

This calculator models the common 2× holiday premium plus regular and overtime hours.

A work-day count excludes weekends (Saturday and Sunday) and the 11 US federal holidays.

A typical US year contains 250–252 work days after these exclusions.

A project deadline in "business days" excludes weekends and federal holidays.

Counting starts on the business day after your start date.

The contiguous US spans four time zones — Eastern, Central, Mountain, and Pacific — each one hour apart.

Daylight saving time in the US runs from the second Sunday in March to the first Sunday in November.

Exact age is calculated by subtracting the birth date from the comparison date, borrowing across month and year boundaries when the day-of-month is negative.

This calculator also returns total days and hours lived — useful for milestone tracking, insurance age rules, and eligibility windows.