Overtime & FLSA Calculator
FLSA Overtime Eligibility Checker
Check whether a role is FLSA exempt or non-exempt from overtime using the $684/week salary threshold, salary-basis test, and duties test.
What this calculator does
- Built on official FLSA federal labor standards (29 CFR Part 541).
- 100% free, no signup — calculations run instantly in your browser.
- Results include a plain-English interpretation of what the numbers mean.
Employee Details
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Threshold: $684/week ($35568/yr). $
HCE threshold: $107,432. FLSA Status
Enter the employee details.
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FLSA classification
Disclaimer. All results are for reference only and are not professional legal or payroll advice. Calculations reflect the FLSA rule restored May 15, 2026 (29 CFR Part 541). State rules may impose stricter requirements.
How this calculation works
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. Failing any one makes you non-exempt and entitled to overtime.
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$1,128/week was vacated by the U.S. District Court for the Eastern District of Texas on November 15, 2024, and formally rescinded by DOL technical amendment on May 15, 2026 (91 FR 27833), restoring the 2019 standard.
Frequently Asked Questions
What is the 2026 FLSA salary threshold?
Effective May 15, 2026, the standard salary threshold is $684/week ($35,568/year), and the highly compensated employee threshold is $107,432/year. The 2024 Biden-era increases ($844 then $1,128) were vacated by court order.
Can a salaried employee still be non-exempt?
Yes. Being paid a salary does not automatically make you exempt. You must pass all three tests: salary basis, salary level ($684+/week), and job duties (executive, administrative, professional, computer, or outside sales).
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