8/80 Overtime Rule Calculator
Hospitals can use a 14-day pay period under FLSA §207(j). Enter your schedule to see your real pay — and how it stacks up against standard weekly overtime.
FLSA blended rate: Under 8/80, overtime is paid at 1.5× your blended regular rate (total straight-time ÷ total hours over the 14-day period). Differentials are folded in, so your real OT premium is higher than 1.5× base.
Pay profile
14-day schedule
Enter hours per day. Toggle N (night), H (holiday), C (charge) per day. Weekend days are auto-marked from the period start.
Enter a base hourly rate and at least one day of hours to see your pay.
What is the 8/80 overtime rule?
Under FLSA §207(j), hospitals and residential care establishments can elect a 14-day work period in place of the standard 7-day workweek. Once that election is in place — and the employee has agreed to it in advance — overtime kicks in at more than 8 hours in a single day OR more than 80 hours across the 14-day period, whichever results in more OT.
The hours that already paid overtime on a daily basis are credited against the 80-hour threshold so the same hour is never paid OT twice. The blended FLSA regular rate still applies: differentials are folded into the rate used for the OT premium.
8/80 vs. standard weekly OT: a worked example
Take the classic three-12 nurse: three 12-hour scheduled shifts per week, with the standard 30-minute unpaid break — 11.5 worked hours per shift. Under standard weekly OT, you cap at 34.5 hours per week and never cross 40 — zero overtime. Under 8/80, every shift generates 3.5 hours of daily OT (the worked hours above 8). Across six shifts that's 21 hours of OT, even though the period total (69 hours) never approached 80.
For a nurse making $50/hr with no differentials, 8/80 pays $3,975 over the period versus $3,450 under standard weekly OT — about $525 more. Set the break to 0 minutes in the calculator above to see the full 4-hours-per-shift daily OT picture.
How shift differentials change your 8/80 overtime rate
Under FLSA §778, your overtime premium is based on the blended regular rate — total straight-time earnings divided by total hours — not on your base rate alone. Night, weekend, and holiday differentials all flow into that rate. A common payroll error is calculating 8/80 overtime as 1.5× the base rate, which silently underpays differentials. Read How FLSA Blended Overtime Actually Works for the full math.
Common 8/80 paycheck mistakes
- Daily OT counted toward the 80-hour threshold twice. Hours paid at OT for being above 8 hours/day should not also count toward the >80-hour period trigger.
- Period OT calculated on base rate, not blended rate. FLSA §778 still applies under 8/80. Differentials must be folded in.
- 8/80 applied without a prior agreement. Section 207(j) requires the agreement before the work is performed.
- Mid-period schedule changes that cross the 14-day boundary. If your hospital shifts the start of the period, your daily-OT and 80-hour totals can be silently miscounted.
Already on standard weekly OT? Use our Shift Differential Calculator. Comparing two contracts? Try our Contract Projection tool. For the deeper informational guide, read The 8/80 Overtime Rule for Hospital Nurses.
FAQ
What is the 8/80 overtime rule?
FLSA §207(j) lets hospitals and residential care establishments use a 14-day work period instead of the standard 7-day workweek. Overtime triggers at more than 8 hours in a single day OR more than 80 hours in the 14-day period. The employer must have a prior agreement with the employee before the work is performed.
How does the 8/80 rule affect 12-hour shifts?
Each 12-hour scheduled shift generates 4 hours of daily overtime under 8/80 (the worked hours above 8). With a 30-minute unpaid break that drops to 3.5 hours per shift. Under standard weekly overtime, three 12-hour shifts in a week (36 scheduled hours, 34.5 worked) would produce zero OT. That difference is why 8/80 often pays more for nurses on 12-hour-shift schedules.
Is the 8/80 rule better or worse for nurses?
It depends on your schedule. 8/80 benefits nurses who work long shifts (more than 8 hours) but fewer total hours per period — the classic three-12 pattern. It can pay less than standard weekly OT for nurses who work many shorter shifts that exceed 40 hours in a single week within the 14-day period.
Do shift differentials affect 8/80 overtime?
Yes. Under FLSA §778, overtime is calculated on your blended regular rate — total straight-time earnings divided by total hours — not on your base rate alone. Differentials (night, weekend, holiday) are part of your straight-time earnings, so they raise your real OT premium above 1.5× base.
Can my hospital switch me to 8/80 without my agreement?
No. FLSA §207(j) requires a prior agreement between the employer and the employee before the work is performed. If a hospital applies the 8/80 rule retroactively or without a documented agreement, you may be entitled to standard weekly overtime for that period.