Washington State Overtime Calculator — 2026

Frequently Asked Questions

• What is the overtime rate in Washington State in 2026?

  Washington requires at least 1.5 times the employee's regular hourly rate for all hours worked beyond 40 in a seven-day workweek. There is no state-mandated daily overtime threshold or double-time rate (except on public works projects governed by the prevailing wage law).

• What is Washington's salary threshold for overtime exemption in 2026?

  In 2026, the salary threshold for the white-collar overtime exemption is $1,541.70 per week ($80,168.40 per year), set at 2.25 times the state minimum wage. This is more than double the federal FLSA floor of $684/week ($35,568/year). The threshold rises each year and will reach 2.5× minimum wage in 2028.

• Does Washington have daily overtime like California?

  No. Washington does not require overtime for hours worked beyond 8 in a single day. Overtime is calculated on a weekly basis only: all hours over 40 in a seven-day workweek trigger the 1.5× rate.

• Can a salaried employee earn overtime in Washington?

  Yes, if their weekly salary is below $1,541.70 in 2026 (the WA exemption threshold), they are entitled to overtime for hours over 40 per week. Additionally, even if the salary test is met, the employee's job duties must qualify as executive, administrative, or professional to be legally exempt — salary alone is not enough.

• My salary is above the federal FLSA threshold but below $1,541.70/week. Am I entitled to overtime in Washington?

  Yes. Washington's threshold applies in addition to the federal standard. If your weekly salary falls between $684 (federal threshold) and $1,541.70 (WA 2026 threshold), you are entitled to overtime under Washington law even though you would be exempt under federal FLSA rules. Washington employers must follow whichever law is more protective of the employee.

• Are agricultural workers entitled to overtime in Washington?

  Yes, as of January 1, 2024. Following a multi-year phase-in under ESSB 5172, all agricultural workers in Washington — including dairy workers — now receive overtime for hours over 40 in a workweek, the same standard that applies to other industries.

• Can an employee waive overtime rights in Washington?

  No. Overtime protections under the Washington Minimum Wage Act (RCW 49.46) and the federal FLSA cannot be waived by agreement between the employer and employee. Any written or verbal agreement to waive overtime is void and unenforceable.

• What counts as 'hours worked' for overtime calculation in Washington?

  All time the employer permits or requires the employee to work, including preparatory and closing activities that are integral to the main job. Bona fide meal breaks of at least 30 minutes where the employee is completely relieved of duties do not count as hours worked. Paid 10-minute rest breaks do count.

• How do I calculate my overtime pay in Washington?

  For hourly workers: (hours over 40) × (regular hourly rate) × 1.5. For employees with multiple pay rates in one week, use the weighted average rate. For piece-rate or commission workers, the regular rate is the total straight-time earnings for the week divided by total hours worked, then multiply the half-time premium by overtime hours.

• What should I do if my Washington employer is not paying overtime?

  File a Workplace Rights Complaint with the Washington State Department of Labor & Industries (L&I) at lni.wa.gov. L&I investigates wage violations and can issue citations. You can also file a private lawsuit; the statute of limitations for wage claims in Washington is generally three years.