What Is Double Time Pay?
Learn what double time pay means in payroll, when workers earn 2× their hourly rate, California's strict double time requirements (after 12 hours/day or 8 hours on 7th day), federal holiday pay practices, and how to calculate double time correctly.
What Is Double Time Pay?
Double time pay is compensation at twice an employee’s regular hourly rate—earned when workers exceed specific daily or weekly hour thresholds or work on designated holidays. An employee normally earning $20/hour would receive $40/hour for double time hours.
While federal law does not mandate double time (only time-and-a-half for overtime), California law requires it for work beyond 12 hours in a day or more than 8 hours on the seventh consecutive workday. Many employers across all states also offer double time voluntarily for major holidays.
Quick Answer
Double time pay means earning twice your regular hourly rate (2× pay). Required in California after 12 hours/day or 8+ hours on the 7th consecutive day. Often offered voluntarily for major holidays like Christmas.
According to California Division of Labor Standards Enforcement, California is the only state with comprehensive daily double time requirements. Approximately 12% of U.S. workers receive double time pay under various circumstances, primarily through state law, union contracts, or voluntary employer policies.
When Is Double Time Required by Law?
California Requirements (Daily Overtime)
California stands alone with the strictest double time requirements in the United States.
You hit double time when you work:
- More than 12 hours in a single workday
- More than 8 hours on the seventh consecutive workday
These aren’t suggestions—they’re legal requirements.
Example scenario: An employee works 14 hours on Monday
- Hours 1–8: Regular pay ($20/hour = $160)
- Hours 9–12: Time-and-a-half ($30/hour = $120)
- Hours 13–14: Double time ($40/hour = $80)
- Total daily pay: $360
Seventh-day work example: Employee works 10 hours on their seventh consecutive day
- Hours 1–8: Time-and-a-half ($30/hour = $240)
- Hours 9–10: Double time ($40/hour = $80)
- Total seventh-day pay: $320
Federal Law (No Double Time Requirement)
The Fair Labor Standards Act (FLSA) requires only time-and-a-half (1.5×) for hours worked beyond 40 in a workweek. There is no federal double time requirement for excessive hours or holidays.
Other States with Limited Double Time
A small number of states have specific double time provisions:
- Alaska: Double time after 12 hours in a day (similar to California)
- Colorado: Double time after 12 hours in a workday, 12 consecutive hours, or after 40 hours in a week (in addition to daily overtime)
- Nevada: Limited circumstances for daily double time
Most states follow federal law requiring only time-and-a-half overtime without daily double time thresholds.
How Does Double Time Differ from Overtime?
| Pay Type | Rate | Federal Requirement | California Requirement | Common Triggers |
|---|---|---|---|---|
| Regular | 1× base rate | Standard hours | First 8 hours/day, 40 hours/week | Normal working hours |
| Overtime | 1.5× base rate | After 40 hours/week | Hours 9–12/day, first 8 on day 7 | Weekly excess, some daily |
| Double Time | 2× base rate | Not required | After 12 hours/day, 8+ on day 7 | Excessive hours, holidays |
Key Differences
Time-and-a-half overtime (1.5×) is required federally after 40 hours per week and is the most common premium pay rate. Double time (2×) is reserved for more extreme situations—very long daily shifts or seventh consecutive day work in California, plus voluntary holiday pay in many organizations.
When Do Employers Offer Double Time Voluntarily?
Even without legal requirements, many employers offer double time to incentivize work during difficult periods:
Holiday Double Time
Common holidays where employers offer voluntary double time:
- Christmas Day
- Thanksgiving Day
- New Year’s Day
- Easter Sunday (retail, hospitality)
- Independence Day
Some employers offer time-and-a-half instead of double time for holidays, or provide a floating holiday plus regular pay as an alternative.
Emergency Staffing
Healthcare facilities may offer double time for emergency call-ins during severe weather, natural disasters, or critical staffing shortages to ensure adequate coverage.
Seventh Consecutive Day (Outside California)
Some employers voluntarily offer premium rates (1.5× or 2×) for seventh consecutive days of work, even in states without legal requirements, to discourage excessive scheduling and prevent burnout.
Union Contracts
Collective bargaining agreements often include double time provisions beyond legal minimums—such as double time after 10 hours instead of 12, or double time for weekend work.
How Do You Calculate Double Time Pay?
Basic Calculation
Formula: Regular hourly rate × 2 = Double time rate
Examples:
- $18/hour regular → $36/hour double time
- $25/hour regular → $50/hour double time
- $32/hour regular → $64/hour double time
California Daily Double Time Example
Scenario: California employee earning $22/hour works 13 hours on Tuesday
Calculation:
- Hours 1–8 (regular): 8 × $22 = $176
- Hours 9–12 (overtime at 1.5×): 4 × $33 = $132
- Hour 13 (double time at 2×): 1 × $44 = $44
- Total daily pay: $176 + $132 + $44 = $352
Seventh Consecutive Day Example
Scenario: Employee works 9 hours on their seventh consecutive day, earning $20/hour
Calculation:
- Hours 1–8 (overtime at 1.5×): 8 × $30 = $240
- Hour 9 (double time at 2×): 1 × $40 = $40
- Total seventh-day pay: $240 + $40 = $280
Weekly Pay with Double Time
Scenario: California employee works 10 hours Monday–Thursday, 14 hours Friday, earning $24/hour
Monday–Thursday (4 days):
- 8 regular hours/day: 32 × $24 = $768
- 2 overtime hours/day: 8 × $36 = $288
Friday:
- 8 regular hours: 8 × $24 = $192
- 4 overtime hours (9–12): 4 × $36 = $144
- 2 double time hours (13–14): 2 × $48 = $96
Weekly total: $768 + $288 + $192 + $144 + $96 = $1,488
Who Is Exempt from Double Time Requirements?
Exempt Employees
Exempt employees (executive, administrative, professional, and certain computer employees) earning at least $58,240 annually ($1,120/week in California as of 2024) are not entitled to overtime or double time regardless of hours worked.
Independent Contractors
Independent contractors negotiate their own rates and are not subject to overtime or double time laws.
Specific Occupational Exemptions
Certain occupations have exemptions even when paid hourly:
- Outside sales representatives
- Some agricultural workers
- Certain transportation workers under Department of Transportation exemptions
- Live-in domestic workers (limited exemptions)
Always verify exemption status carefully, as misclassification creates significant legal liability.
What Are Common Double Time Compliance Mistakes?
Ignoring California Daily Limits
Multi-state employers sometimes fail to implement California’s daily double time requirements, incorrectly applying only federal weekly overtime rules to California workers. This creates significant back-pay liability.
Miscalculating the Seventh Day
The “seventh consecutive day” rule applies to seven days in a row, not a standard Sunday-Saturday week. If an employee works Monday through Sunday, Sunday is the seventh day regardless of when the payroll week starts.
Failing to Track Hours Accurately
Without precise time tracking, employers may miscalculate when 12-hour and seventh-day thresholds are reached. Use reliable time tracking software to capture exact start and end times.
Comp Time Instead of Double Time Pay
Some employers try to offer “comp time” (paid time off instead of premium pay) to avoid double time costs. This is illegal for non-exempt employees in the private sector under the FLSA.
Not Including Bonuses in Rate Calculations
Non-discretionary bonuses, shift differential, and some other compensation must be included in the “regular rate” used to calculate overtime and double time. Using only base hourly rate creates underpayment.
Organizations managing mandatory overtime must carefully track when hours cross into double time territory to ensure compliance.
What Is the Cost Impact of Double Time?
Double time significantly increases labor costs compared to regular hours or standard overtime:
| Scenario | Hours | Regular Pay | 1.5× Overtime | 2× Double Time | Total Cost |
|---|---|---|---|---|---|
| Standard 8-hour day | 8 | $200 | $0 | $0 | $200 |
| 10-hour day (CA) | 10 | $200 | $75 | $0 | $275 |
| 13-hour day (CA) | 13 | $200 | $150 | $50 | $400 |
| 14-hour day (CA) | 14 | $200 | $150 | $100 | $450 |
Based on $25/hour base rate
A 14-hour shift costs 2.25× as much as an 8-hour shift per worker. Avoiding double time situations through adequate staffing typically costs less than regularly incurring double time premium.
How Do You Minimize Double Time Costs Legally?
Maintain Adequate Staffing
The most effective way to avoid double time is hiring sufficient workers to cover needs without requiring excessive individual hours. Calculate coverage requirements and staff accordingly.
Implement Schedule Caps
Set scheduling system rules preventing individual shifts beyond 12 hours or seven consecutive days without management override and documentation.
Use Rotating Days Off
In 24/7 operations, rotate days off to prevent seventh consecutive day work. Instead of giving everyone Sunday/Monday off, stagger days across the week.
Cross-Train Workers
Having multiple workers qualified for each role provides scheduling flexibility to distribute hours without overloading individuals.
Monitor Approaching Thresholds
Track cumulative hours to identify when workers are approaching double time thresholds (12 hours daily, approaching 7th consecutive day) and adjust coverage before thresholds are reached.
Consider Shift Staggering
Instead of one worker covering a 14-hour emergency shift, bring in a second worker for a staggered shift that covers the same period without either exceeding 8–10 hours.
Many organizations use the same preventive scheduling strategies for double time that they apply to clopening prevention—adequate rest between shifts and reasonable total hours.
The Bottom Line
Double time pay—compensation at twice the regular hourly rate—is legally required in California for work beyond 12 hours per day or more than 8 hours on the seventh consecutive workday. While federal law doesn’t mandate double time, many employers offer it voluntarily for major holidays or emergency situations.
Accurate calculation requires careful time tracking and understanding of when premium pay thresholds are triggered. Organizations operating in California or with union contracts must implement compliant double time policies and systems to avoid costly wage and hour violations.
Try ShiftFlow’s scheduling tools with built-in California overtime and double time tracking to ensure accurate premium pay calculations across your workforce.
Sources
- California Division of Labor Standards Enforcement – Overtime
- U.S. Department of Labor – Fair Labor Standards Act
- U.S. Department of Labor – Overtime Pay
Further Reading
- Shift Differential Explained – Premium pay for undesirable shifts
- Mandatory Overtime Guide – Legal requirements for required extra hours
- Exempt Employee Classification – Understanding who qualifies for exemptions
Frequently Asked Questions
What is double time pay?
Double time pay is compensation at twice an employee’s regular hourly rate (2× pay). In California, it’s required after 12 hours in a day or 8+ hours on the seventh consecutive workday.
When is double time required by law?
Double time is required in California for hours beyond 12 in a day or beyond 8 on the seventh consecutive workday. Federal law does not require double time. Alaska and Colorado have limited double time requirements.
How do you calculate double time pay?
Multiply regular hourly rate by 2. For example, $20/hour becomes $40/hour for double time hours. Apply the double time rate only to hours exceeding the threshold (e.g., hour 13+ in California).
Do you get double time on holidays?
Federal law does not require double time for holidays. Many employers offer it voluntarily for major holidays (Christmas, Thanksgiving, New Year’s Day). Some union contracts require holiday double time.
What is the difference between overtime and double time?
Overtime (time-and-a-half) pays 1.5× regular rate and is federally required after 40 hours/week. Double time pays 2× regular rate and is required only in specific states (California after 12 hours/day) or offered voluntarily.
How many hours is double time?
In California, double time begins after 12 hours in a single day or after 8 hours on the seventh consecutive workday. There’s no federal hourly threshold for double time.
Can salaried employees get double time?
Exempt salaried employees earning at least $58,240/year ($1,120/week in California) do not receive overtime or double time. Non-exempt salaried workers receive double time under the same rules as hourly workers.
Is double time the same as two days pay?
No. Double time means 2× the hourly rate for specific hours worked, not two days’ worth of pay. If you work one double time hour at $20/hour, you earn $40, not two full days’ wages.
