Tools · Overtime · Colorado
Colorado overtime calculator
Employees must be paid 1.5 times their regular rate for work over 40 hours in a workweek or over 12 hours in a workday, and for consecutive hours over 12 regardless of when the workday starts and ends.
Total pay for the workweek
$833.8050 h worked · effective $16.68 an hour
| Pay type | Hours | Rate | Pay |
|---|---|---|---|
| Regular | 40 h | $15.16 | $606.40 |
| Overtime (1.5×) | 10 h | $22.74 | $227.40 |
| Double time (2×) | 0 h | $30.32 | $0.00 |
| Total | 50 h | $833.80 |
Colorado rule. The federal rule gives the same result this week.
- Colorado also counts more than 12 h worked in a row, even across two workdays. The calculator applies it as a daily threshold, so enter a shift that crosses midnight on the day it started.
Colorado law
The Colorado overtime rule
Employees must be paid 1.5 times their regular rate for work over 40 hours in a workweek or over 12 hours in a workday, and for consecutive hours over 12 regardless of when the workday starts and ends. Applies to: non-exempt employees covered by the COMPS Order.
| Weekly overtime after | 40 h |
|---|---|
| Daily overtime after | 12 h |
| Overtime rate | 1.5× the regular rate |
| Double time | — |
- Colorado also counts more than 12 h worked in a row, even across two workdays. The calculator applies it as a daily threshold, so enter a shift that crosses midnight on the day it started.
Set by Colorado · verified September 27, 2026
Worked examples
Overtime in Colorado, worked out
Computed with the same engine as the calculator above.
| Week worked | Regular | Overtime | Double time | Total pay |
|---|---|---|---|---|
| Five 10 h daysColorado rule | 40 h | 10 h | 0 h | $833.80 |
| One 14 h dayColorado rule | 12 h | 2 h | 0 h | $227.40 |
Colorado minimum wageTime and a half calculatorOvertime rules in every state
Method
How overtime is calculated
- Per workweek. Overtime is counted in a fixed, recurring workweek of seven consecutive days set by the employer. Hours cannot be averaged across two weeks, so a short week followed by a long one still earns overtime in the long week.
- On the regular rate. The overtime premium is a multiple of the employee's regular rate, not of the minimum wage. The regular rate is the week's pay divided by hours worked, so non-discretionary bonuses, commissions and shift differentials raise it, and with it the overtime rate. This calculator takes one hourly rate; if the week included a bonus or a differential, the true regular rate is higher.
- Daily rules. Where a state has daily overtime, hours over the daily threshold are paid as overtime and are not counted again toward the weekly threshold. Only hours paid at the regular rate count toward it.
- Federal and state together. Where an employer is covered by both the federal FLSA and a state law, the employee is owed whichever gives more. The calculator computes both and shows the higher.
Coverage
Exempt and non-exempt
Overtime is owed to non-exempt employees. An employee is exempt only if the job meets the duties tests and, for most office and professional exemptions, a salary test. A job title, or being paid a salary, does not on its own make someone exempt. This page does not decide whether a job is exempt; the U.S. Department of Labor and state labor agencies do.
Federal: Executive, administrative and professional employees are exempt from minimum wage and overtime only if they meet the duties tests and are paid a salary of at least $684 per week ($35,568 a year).
Source: 29 C.F.R. Part 541
To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.
- Source
- agency page
- snapshot
- September 26, 2026
- Notes
- The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.
Verified September 26, 2026
Colorado: In 2026, executive, administrative and professional employees must be paid at least $1,111.23 per week ($57,784 a year), and enough to cover the minimum wage for all hours worked, to be exempt.
Source: 7 CCR 1103-14 (2026 PAY CALC Order)
(E) Executive/supervisor, administrative, or professional employees (EAP) (R. 2.5.1); certain owners or proprietors of non-profit employers (R. 2.2.5); decision-making managers at livestock employers (R. 2.4.8) $1,111.23 per week ($57,784 rounded annual equivalent); and sufficient for the minimum wage for all hours worked in a workweek
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- 2026 PAY CALC Order (7 CCR 1103-14); the level is indexed by CPI every January 1 (COMPS Rule 2.5.1).
Verified September 27, 2026
4 questions
Questions
How is overtime calculated in Colorado?
Employees must be paid 1.5 times their regular rate for work over 40 hours in a workweek or over 12 hours in a workday, and for consecutive hours over 12 regardless of when the workday starts and ends. It applies to non-exempt employees covered by the COMPS Order.
Does Colorado have daily overtime?
Yes. Overtime is due after 12 h in a workday as well as after 40 h in a workweek, and hours paid as daily overtime are not counted again toward the weekly 40 h.
What is time and a half on the Colorado minimum wage?
The Colorado minimum wage is $15.16 an hour, so time and a half is $22.74 and double time is $30.32. Overtime is based on the employee's regular rate, so anyone paid more than the minimum earns more per overtime hour.
Does Colorado require double time?
The Colorado rule as recorded in our dataset requires no double time; an employer may still offer it by policy or contract.
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