Oklahoma Overtime Calculator — FLSA Standard

Frequently Asked Questions

• Does Oklahoma have its own overtime law separate from federal FLSA?

  No. Oklahoma does not have a state-specific overtime law that exceeds or deviates from the federal Fair Labor Standards Act (FLSA). The FLSA standard applies directly: non-exempt employees must receive 1.5 times their regular rate of pay for all hours worked over 40 in a single workweek (29 U.S.C. §207).

• When does overtime begin in Oklahoma?

  Overtime begins after 40 hours of work in a single workweek. There is no daily overtime threshold in Oklahoma. Unlike California (which triggers overtime after 8 hours in a day) or Colorado (which has daily OT rules), Oklahoma uses a weekly-only threshold — you must exceed 40 cumulative hours in the workweek before overtime applies.

• What is the overtime pay rate in Oklahoma?

  The overtime rate in Oklahoma is 1.5 times (time-and-a-half) the employee's regular rate of pay. There is no double-time (2×) requirement in Oklahoma. All overtime hours — whether the employee works 41 or 80 hours — are compensated at 1.5× the regular rate.

• Are all Oklahoma workers covered by overtime rules?

  No. Certain categories of employees are exempt from FLSA overtime: executive, administrative, and professional employees who earn above the federal salary threshold ($684/week as of 2026 under current FLSA rules); outside sales employees; and some computer professionals. Agricultural workers, domestic workers, and certain others have separate rules. Most hourly workers in Oklahoma who are not in an exempt category are covered.

• Can my Oklahoma employer give me comp time instead of overtime pay?

  Private-sector employers in Oklahoma generally cannot substitute compensatory time (comp time) for overtime pay under the FLSA. Comp time in lieu of overtime is permitted only for state and local government employees, as provided by 29 U.S.C. §207(o). Private employers must pay cash overtime wages to non-exempt employees.

• How is overtime calculated if I earn tips or bonuses in Oklahoma?

  Overtime is calculated on the 'regular rate of pay,' which under the FLSA includes most forms of compensation: hourly wages, certain bonuses, commissions, and non-discretionary incentive pay. Tips may be credited toward the minimum wage (tip credit) but the 1.5× overtime rate applies to the full minimum wage, not just the cash portion paid by the employer. Discretionary bonuses are excluded from the regular rate.

• What if my Oklahoma employer doesn't pay overtime?

  You have two main options: (1) File a complaint with the U.S. Department of Labor's Wage and Hour Division (WHD), which can investigate and recover up to two years of back wages (or three years for willful violations). (2) File a private lawsuit under 29 U.S.C. §216(b), which allows recovery of unpaid overtime wages, an equal amount in liquidated damages, and attorney fees.

• Does Oklahoma have a daily overtime rule like California?

  No. Oklahoma has no daily overtime threshold. Daily overtime rules (e.g., California's 1.5× after 8 hours/day and 2× after 12 hours/day) are state-law additions that go beyond the FLSA. Oklahoma has not enacted any such state law, so only the FLSA's 40-hour weekly threshold applies to private employers in Oklahoma.

• What is the minimum wage for overtime purposes in Oklahoma?

  Oklahoma's minimum wage is $7.25 per hour — equal to the federal FLSA floor. For overtime calculation, the minimum overtime rate is 1.5 × $7.25 = $10.88/hour. Employees earning above minimum wage have their overtime calculated on their actual regular rate of pay.

• How long does an Oklahoma employer have to keep overtime records?

  Under FLSA record-keeping requirements (which apply in Oklahoma), employers must keep payroll records — including hours worked and wages paid — for at least 3 years. Basic employment records (time cards, work schedules) must be kept for 2 years. The Oklahoma Department of Labor may also inspect these records during a wage and hour investigation.