Free HR Compliance Calculators for US Employers
Built on official DOL and IRS sources. Free. No login required.
Featured calculators
View all tools →FLSA Fluctuating Workweek Calculator
Compute regular rate, overtime pay, and total weekly compensation under 29 CFR §778.114.
Open calculator →FLSA Overtime Calculator
Standard 1.5× overtime method for non-exempt employees under 29 CFR §778.107–§778.110.
Open calculator →Blended Overtime Calculator
Weighted average regular rate when one employee works two or more pay rates in a week, under 29 CFR §778.115.
Open calculator →Unpaid Overtime Back Pay Calculator
Back wages, liquidated damages and the 2- or 3-year statutory lookback under 29 U.S.C. §216(b) and §255(a).
Open calculator →Tip Credit Calculator
Does cash wage plus tips meet the minimum wage? Federal and state tip-credit rules under 29 U.S.C. §203(m).
Open calculator →FMLA Eligibility Calculator
Check all three FMLA gates: 12 months employed, 1,250 hours worked, and 50 employees within 75 miles.
Open calculator →Exempt vs. Non-Exempt Calculator
Walk the salary and duties tests for all five FLSA white-collar exemptions under 29 CFR Part 541.
Open calculator →Latest from the blog
View all posts →The Regular Rate of Pay: The Number Behind Every Overtime Calculation
The regular rate is the foundation of FLSA overtime — and it's rarely just the hourly wage. What must be included, what can be excluded, and how to compute it (29 CFR §778).
5 min readDay Rate Overtime After Helix v. Hewitt: Why a High Day Rate Isn't Exempt
The Supreme Court's 2023 Helix v. Hewitt decision confirmed that day-rate workers — even highly paid ones — are usually owed overtime. How day-rate overtime is calculated and why.
4 min readHow to Recover Unpaid Overtime: A Practical Guide for Employees
Owed overtime you were never paid? How the FLSA claim process works — the two- and three-year lookback, liquidated damages, the DOL complaint route, and retaliation protection.
5 min readWage-and-hour compliance, calculated from the source
Getting overtime and classification right under the Fair Labor Standards Act is deceptively hard. The rules read simply — time-and-a-half after 40 hours — but the details are where employers get caught: the regular rate has to fold in non-discretionary bonuses, overtime is figured per workweek and never averaged across pay periods, and a salary alone never makes anyone exempt. A single recurring error, multiplied across a job title, is how wage-and-hour liability reaches six and seven figures.
HRCalcs exists to make those calculations verifiable. Every tool implements a specific federal rule and cites the section it comes from — 29 CFR Part 541 for the exemptions, Part 778 for the regular rate and overtime, 29 U.S.C. §203(m) for the tip credit, §2611 for FMLA eligibility. Nothing runs on a server; your inputs stay in your browser and are never transmitted or stored.
What you can work out here
- Overtime pay for hourly employees, including the effect of bonuses on the regular rate, and the fluctuating-workweek and blended-rate methods for salaried and multi-rate workers.
- Back pay and liquidated damages when overtime was underpaid, with the two- or three-year statute of limitations applied.
- Tip credit compliance — whether cash wage plus tips clears the minimum wage, and the seven states that ban the credit outright.
- Exempt vs. non-exempt classification across all five white-collar exemptions, and FMLA eligibility against its three statutory gates.
How we keep it accurate
Each calculator is written against the underlying regulation and unit-tested against the worked examples the DOL publishes, so the arithmetic matches the government’s own. We state the effective date of every figure — wage thresholds change often, and outdated numbers circulate widely — and we flag where a result depends on a state rule stricter than the federal floor. Read more about our approach on the about page, or start with the overtime guide.
HRCalcs provides information, not legal advice. Compliance depends on facts specific to each employer and jurisdiction. For decisions with real consequences, confirm with the U.S. Department of Labor’s Wage and Hour Division or qualified employment counsel.