Double time means twice your regular rate, and federal law does not require it. It comes from state law, union contracts or employer policy. This guide explains where double time applies, shows the math with worked examples and tells you how to check that your pay stub is correct.
Double time is not a federal requirement
The federal Fair Labor Standards Act (FLSA) requires time and a half, which is 1.5 times the regular rate, for hours over 40 in a workweek. It does not require double time, meaning twice the regular rate, in any situation. Double time exists because a state law, a union contract or an employer's own policy provides for it. If your paystub shows hours labeled DT, 2.0x or double time, one of those three sources is behind it. If you are asking whether your employer owes you double time, the answer depends on where you work and what you were promised.
Where double time comes from
Sources of double-time pay
| Source | Typical double-time trigger | What to check |
|---|---|---|
| State law (California) | Hours over 12 in a workday; hours over 8 on the seventh consecutive day of work in a workweek | California Labor Code section 510 and your pay stub |
| Other states | Most states follow the federal 1.5× rule and do not require double time | Your state labor department's overtime page |
| Union / collective bargaining agreement | Often Sundays, holidays, hours past a set daily limit or back-to-back shifts | The pay article of the contract |
| Employer policy or offer letter | Holiday work, extra shifts, emergency call-ins, hours over a daily cap | The handbook or written policy; ask HR to confirm in writing |
| Employment contract | Whatever the contract promises, for example 2× for holiday shifts | The contract, which can often be enforced as a wage promise |
California is the best-known example of statutory double time. Under the state's overtime rules, covered non-exempt employees receive 1.5 times the regular rate for hours over 8 in a workday, double the regular rate for hours over 12 in a workday, and, on the seventh consecutive day of work in a workweek, 1.5 times the regular rate for the first 8 hours and double the regular rate for hours beyond 8. See California overtime rules for the full structure. Other states generally follow the federal 1.5 times rule, but local rules, industry wage orders and contracts may add double time, so confirm for your state.
The multiplier table
Double time is simply twice the regular rate. The table below shows common rates, the time-and-a-half pay and the double-time pay per hour, as well as the extra paid for each hour of double time compared with time and a half.
Hourly pay at 1.5× and 2× for common regular rates
| Regular rate | Time and a half (1.5×) | Double time (2×) | Extra per hour at 2× vs. 1.5× |
|---|---|---|---|
| $15.00 | $22.50 | $30.00 | $7.50 |
| $18.00 | $27.00 | $36.00 | $9.00 |
| $20.00 | $30.00 | $40.00 | $10.00 |
| $25.00 | $37.50 | $50.00 | $12.50 |
| $30.00 | $45.00 | $60.00 | $15.00 |
| $40.00 | $60.00 | $80.00 | $20.00 |
Worked example: a 14-hour day in California
An employee earning $30.00 an hour works a single 14-hour day in a week in which no other overtime applies. The first 8 hours are paid at straight time: 8 × $30.00 = $240.00. Hours 9 through 12 are overtime at 1.5 × $30.00 = $45.00, or 4 × $45.00 = $180.00. Hours 13 and 14 are double time at 2 × $30.00 = $60.00, or 2 × $60.00 = $120.00. The total for the day is $240.00 + $180.00 + $120.00 = $540.00. Under the federal weekly rule alone, with no other hours that week, the same 14 hours would be paid at the regular rate, $420.00, unless the weekly total passed 40.
Worked example: the seventh consecutive day in California
If an employee works all seven days of a workweek, the seventh day carries a premium regardless of the hours worked in earlier days. For a 10-hour seventh day at $30.00 an hour, the first 8 hours are paid at 1.5 × $30.00 = $45.00, or $360.00. The remaining 2 hours are paid at double time, 2 × $30.00 = $60.00, or $120.00. The total for the day is $480.00. This is a state rule with exceptions, including one for short workweeks, so read the details in the California guide or ask the state labor agency.
Double time for holidays and Sundays
Many employers and unions pay double time, or sometimes 1.5 times, for work on specific holidays or Sundays. This is a premium for the day. It is not required by the FLSA, as explained in is holiday pay required. If a policy promises double time for working Thanksgiving, an employee earning $22.00 an hour who works 8 hours that day earns 8 × $44.00 = $352.00, instead of $176.00 at the straight rate. Whether the premium counts in the overtime calculation depends on how it is structured. Under the FLSA, premium pay for work on holidays or days of rest that is at least 1.5 times the regular rate is not included in the regular rate and may be credited toward overtime owed in the same week, which is covered in the holiday guide.
Reading a double-time clause in a contract or policy
Contracts and policies describe double time in many different ways, so the exact wording matters. Look at what triggers it. Some clauses apply after a fixed number of hours in a day, some after a number of consecutive hours worked, some on named holidays, and some on a day of the week such as Sunday. Look at what rate the multiplier applies to: the base wage, or the regular rate including differentials. Look at whether premiums stack, for example whether a holiday that is also an overtime hour pays 2 times or 3 times. Federal law generally does not require premiums to be stacked, but a contract can. If the clause is unclear, ask HR or your union representative to explain it with a numeric example, and keep the answer in writing.
How shift differentials and bonuses interact with double time
Double time is calculated on the regular rate, and the regular rate includes shift differentials and nondiscretionary bonuses. If a night differential raises the regular rate from $30.00 to $32.00 for the week, double-time hours are paid at $64.00, not $60.00. Read overnight shift hours for the weighted-average method with differentials and how bonuses affect overtime pay for bonuses. Hours cannot be paid at both the 1.5 times and 2 times rates; each hour gets the highest multiplier that applies.
Where double time appears on a paycheck
- Look for lines labeled DT, Double Time, OT2 or 2.0x with a separate hours and rate column.
- Check that the rate on the DT line is twice your regular rate for that week, including differentials.
- Make sure no hours appear on both the overtime and double-time lines.
- Read how to read a pay stub for the other lines.
How to check whether you were underpaid
- Write down the date, start time, end time and unpaid breaks for each shift, and total the week with the Weekly Time Card Calculator.
- Decide which rules apply: your state, your contract and your employer's policy.
- Sort your hours into the straight-time, overtime and double-time categories.
- Compute the pay with the multiplier table above and the Overtime Pay Calculator for the 1.5× part.
- Compare the total with your pay stub, and send payroll a written, specific request if there is a difference.
Frequently Asked Questions
Is double time required by law?
Not under federal law. Double time comes from state law, such as California's rule for hours over 12 in a day, from union contracts or from employer policy.
When is double time required in California?
For hours over 12 in a workday, and for hours over 8 on the seventh consecutive day of work in a workweek, for covered non-exempt employees.
Is double time the same as time and a half?
No. Time and a half is 1.5 times the regular rate. Double time is 2 times the regular rate.
Do I get double time for working a holiday?
Only if your employer, contract or union agreement provides it. Federal law does not require holiday premium pay.
How do I calculate double time?
Multiply your regular rate by 2 for each double-time hour. At $30.00 an hour, double time is $60.00 an hour.
Does a night differential change double-time pay?
Yes. The regular rate includes shift differentials, so double time is calculated on the higher regular rate.
Related tools & guides
This guide is for general informational purposes only and is not legal, tax, or financial advice. Labor laws vary by state and change over time. Confirm your specific situation with your employer, HR department, or the U.S. Department of Labor.