Every state's overtime rules for 2026 in one table — the federal 40-hour baseline, the states that add daily overtime, double time or seventh-day premiums, and what the same week pays in each — from the U.S. Department of Labor and state labour departments.
| State | Weekly rule | Daily overtime | Double time | 4 × 12h days at $25 | State extra vs federal |
|---|---|---|---|---|---|
| Alabama | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Alaska | 1.5× after 40 | Yes — over 8h a day | No | $1,400 | +$100 |
| Arizona | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Arkansas | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| California | 1.5× after 40 | Yes — over 8h a day | Yes | $1,400 | +$100 |
| Colorado | 1.5× after 40 | Yes — over 12h a day | No | $1,300 | — |
| Connecticut | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Delaware | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| District of Columbia | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Florida | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Georgia | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Hawaii | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Idaho | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Illinois | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Indiana | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Iowa | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Kansas | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Kentucky | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Louisiana | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Maine | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Maryland | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Massachusetts | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Michigan | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Minnesota | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Mississippi | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Missouri | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Montana | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Nebraska | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Nevada | 1.5× after 40 | Yes — over 8h a day (lower-paid workers) | No | $1,300 | — |
| New Hampshire | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| New Jersey | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| New Mexico | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| New York | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| North Carolina | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| North Dakota | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Ohio | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Oklahoma | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Oregon | 1.5× after 40 | Manufacturing only — over 10h a day | No | $1,300 | — |
| Pennsylvania | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Rhode Island | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| South Carolina | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| South Dakota | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Tennessee | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Texas | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Utah | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Vermont | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Virginia | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Washington | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| West Virginia | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Wisconsin | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
| Wyoming | 1.5× after 40 | No general daily overtime | No | $1,300 | — |
The comparison week is four 12-hour days at $25 an hour, gross, before tax — a schedule where daily rules show their value, because on even 9-hour days the daily and weekly premiums coincide and most states pay the federal figure. Nevada's daily rule applies only below a rate threshold (1.5× its minimum wage), so at $25 an hour Nevada prices like the federal rule; lower the rate on its page to see the daily rule engage. Minnesota's state-only threshold is 48 hours — most Minnesota workers are under the federal 40, which is what the table applies.
The Fair Labor Standards Act requires time-and-a-half after 40 hours in a workweek for covered, non-exempt workers — no daily rule, no double time, no seventh-day rule. Hours cannot be averaged across weeks. Most states simply adopt this; their pages in this family say so plainly rather than dressing the federal rule up as a state one.
Source: U.S. Department of Labor, Wage & Hour Division — FLSA overtime.
California is the outlier: daily overtime past 8 hours, double time past 12 and on seventh days, plus its weekly rule — all with no double-counting. Alaska pays daily overtime past 8; Colorado past 12 (taking whichever of its daily or weekly answers pays more); Nevada past 8 for workers under a rate threshold; Kentucky prices the seventh day of a full week. Oregon adds a daily rule for manufacturing only.
Source: state labour departments — CA DIR, Alaska DOL, Colorado CDLE, Nevada Labor Commissioner, Kentucky Labor Cabinet, Oregon BOLI.
The 2025–2028 federal overtime deduction covers only the premium half of FLSA-required overtime — not premiums owed solely under state daily or seventh-day rules (IRS FS-2026-01). Every state page in this family keeps the two computations separate and links the deduction calculator for the tax side.
Source: IRS FS-2026-01 — new deduction for qualified overtime compensation.
California, by a distance: it is the only state with mandated double time, it pays daily overtime past 8 hours, and it prices the seventh consecutive day at premium rates — all on top of the weekly 40-hour rule. On four 12-hour days at $25 it pays $100 more than the federal figure, and the gap grows past 12 hours a day (double time) and on seven-day weeks; its page works the cases in full.
Under federal law, weekly: only the week's total matters, and hours cannot be averaged across two weeks. A handful of states add daily triggers (past 8 or 12 hours in a day) — California, Alaska, Colorado and Nevada, plus manufacturing in Oregon — and those hours are then excluded from the weekly count so nothing is paid twice.
Only the FLSA-required premium half does — the extra 0.5× on hours over 40 in a week, up to $12,500 ($25,000 joint) with a phase-out from $150,000 MAGI. State-law premiums (California daily overtime, for example) do not qualify. The overtime tax deduction calculator does that computation.
For FLSA overtime, no: each workweek stands alone (a fixed, recurring 168-hour period). A 50-hour week followed by a 30-hour week is 10 overtime hours, not a balanced 80. Narrow exceptions exist for hospitals and public-safety/public-sector arrangements, which the state pages flag rather than model.
Overtime pay in every state for 2026: which states add daily overtime, double time or seventh-day rules to the federal 40-hour rule, and what four 12-hour days pay in each state at $25 an hour.
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One hub for the whole country: how overtime pay works in every state in 2026 — the federal baseline, the states that add daily overtime, double time or seventh-day premiums, and what the same week pays in each.
At $25 an hour working four 12-hour days, the federal rule pays $1,300 a week everywhere; California and Alaska pay $1,400 because their daily rules price the long days themselves, and California pulls further ahead past 12 hours a day (double time) and on seventh days.
Each state page applies its rules the way payroll does: daily premiums first where they exist, the weekly threshold on the remaining hours, double time where mandated — never the same hour twice.
California and Alaska (past 8 hours), Colorado (past 12), Nevada (past 8, below a rate threshold), and Oregon for manufacturing (past 10). Everywhere else the rule is weekly.
California is the only state with a general double-time mandate: past 12 hours in a day, and past 8 on the seventh consecutive day.
No — the 2025–2028 federal deduction covers only the FLSA-required premium half (IRS FS-2026-01).
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