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Wage & Hour Calculator

Educational snapshot for comparing basic California non‑exempt math for a single calendar week. Assumes hourly pay and ignores shift differentials, prevailing wage fringe, piece-rate production, exemptions, averaging across workweek variations, rounding practices, Alternative Workweek schedules, unpaid clock time, and penalties. More on wage cases · California Labor Code overtime anchor at Lab. Code § 510 et seq. (state site).

Not legal advice. Outcomes vary with facts—confirm individualized treatment with competent counsel rather than relying on this browser-only estimate.

Estimated gross wages (excluding mandatory employer-side taxes)

Weighted “regular rate of pay,” if commissions or bonuses apply, may exceed this simple box—consult counsel before litigation strategy.
Hours worked—one week

Enter totals per day (decimals allowed—e.g. 8.5). Daily hours capped at 24 solely to limit bad input—not a factual assessment.

Optional meal/rest premium stubs

Many circumstances require nuanced premium analysis—for rough math only, Firm applies one-hour-at-regular-rate stubs per statutory violation count you manually enter.

Daily breakdown

Estimated daily wage breakdown for the sample week
Workday Total hrs Straight Time & half Double Estimated gross
Total hours this week
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Wages (daily-threshold math)
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Simple 40‑hr‑week comparator
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Meal-period stub total
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Rest-period stub total
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Combined educator estimate (daily wages + stubs)
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Employers often owe whichever overtime calculation favors the worker when both daily thresholds and forty-hour weekly computations apply—“simple 40‑hr comparator” ignores double-time accrued on long shifts and illustrates why spreadsheet comparisons may understate entitlement.

Contact intake Unpaid overtime basics

Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?
If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.
How much does it cost?
Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).
Do you work on contingency?
In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.
How long will my case take?
Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.
What should I bring?
Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.
Free consultation?
Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.
What happens after I contact you?
Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.

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