Maryland Overtime Calculator
Maryland requires time and a half for hours worked over 40 in a workweek. There is no daily overtime requirement.
Timesheet
Total hours0:00 0.00 h
Regular0.00
Overtime0.00
Double time0.00
Gross pay$0.00
Employee signature / date
Supervisor signature / date
Last verified Oct 2026. Rule checked against the US DOL state minimum wage & premium pay table (updated July 1, 2026). Exemptions, industry wage orders and union contracts can change the rule for specific jobs.
Maryland overtime vs. federal rule: common schedules at $20/hr
| Schedule | Total h | Maryland OT h | Maryland 2× h | Federal OT h | Maryland gross | Federal gross |
|---|---|---|---|---|---|---|
| 5 × 8 h | 40 | 0 | 0 | 0 | $800.00 | $800.00 |
| 5 × 9 h | 45 | 5 | 0 | 5 | $950.00 | $950.00 |
| 4 × 10 h | 40 | 0 | 0 | 0 | $800.00 | $800.00 |
| 5 × 10 h | 50 | 10 | 0 | 10 | $1,100.00 | $1,100.00 |
| 3 × 13 h | 39 | 0 | 0 | 0 | $780.00 | $780.00 |
| 6 × 9 h | 54 | 14 | 0 | 14 | $1,220.00 | $1,220.00 |
| 7 × 8 h | 56 | 16 | 0 | 16 | $1,280.00 | $1,280.00 |
| 4 × 12 h + 1 × 6 h | 54 | 14 | 0 | 14 | $1,220.00 | $1,220.00 |
Maryland follows the federal 40-hour rule, so state and federal results match.
Maryland minimum wage overtime (2026)
| Hourly | 45 h week | 50 h week | |
|---|---|---|---|
| Minimum wage | $15.00 | $712.50 | $825.00 |
| Time and a half | $22.50 | Take-home on a 50 h week all year: $647.29/week | |
Minimum wage: $15.00/hr (DOL, verified Oct 2026)
Frequently asked questions
When does overtime start in Maryland?
Maryland requires time and a half for hours worked over 40 in a workweek. There is no daily overtime requirement.
Does Maryland have daily overtime?
No. Maryland only requires overtime after 40 hours in a workweek.
What is time and a half at the Maryland minimum wage?
$22.50 per hour (1.5 × $15.00).
Related
- Maryland paycheck calculator
- Virginia overtime
- Delaware overtime
- Pennsylvania overtime
- West Virginia overtime
- New Jersey overtime
- All states
Last updated October 10, 2026. How we calculate · Disclaimer