Use the threshold that actually applies
A threshold is the number of paid hours at the base rate before this particular overtime rule begins. The calculation period matters as much as the number. A daily threshold and a weekly threshold can produce different results from the same shifts.
The figures below are invented examples for arithmetic. A 40-hour threshold or 1.5 multiplier is not a universal rule. Confirm your own threshold, calculation period and eligible hours before entering them.
A worked example: 46 paid hours
Assume 46 paid hours, a threshold of 40, a base rate of 20 and an overtime multiplier of 1.5.
| Part | Calculation | Amount |
|---|---|---|
| Regular pay | 40 × 20 | 800 |
| Overtime pay | 6 × 20 × 1.5 | 180 |
| Total estimate | 800 + 180 | 980 |
The overtime rate here is 30. The multiplier includes the base pay for those six hours. Adding another 6 × 20 on top would count their base pay twice.
Watch for rules this formula cannot represent
Multiple overtime bands, daily and weekly interaction, paid leave treatment, different rates within one period, rounding and premium stacking need more information. A single total-hours field cannot decide which specific hours belong in every category.
If your work uses several rules, check each eligible group against the employer record. Do not turn the average hours of a rotation into an overtime total: an average can hide a high-hours week followed by a low-hours week.
Use an estimate as a cross-check
The pay calculator lets you change the threshold and multiplier and shows the split. It estimates gross amounts only. For a repeating work plan, ClockPay lets you configure pay settings alongside your shifts, so you can review the effect of your schedule.
When a payslip differs, first verify the period and actual paid hours. Differences can come from input assumptions as well as arithmetic. Keep the original record and ask the payroll contact about the specific line you cannot reconcile.