Pay inputs
Results
- Total hours
- 72
- Regular / OT hours
- 48 / 24
- Gross pay (8-and-80)
- $3,780.00
Daily OT sum: 24; over 80 in period: 0. Daily overtime premiums may credit toward the 80-hour period test (29 CFR 778.601(d); FLSA section 7(h)).
Side-by-side: 8-and-80 $3,780.00 vs standard week $3,960.00 on the same hours.
14-day hours (12-hour shift presets)
Federal overtime rules cited from DOL Fact Sheet #23, 29 CFR 778.104 (workweek), and hospital 8-and-80 rules in 29 CFR 778.601 (FLSA section 7(j)). State hospital rules may differ. Not legal advice.
Newsletter & API updates
Paid newsletter coming soon. Payment and signup are not live yet. You can also join the API waitlist in the same form.
FAQ
- What is the FLSA 8-and-80 rule for hospitals?
- Under FLSA section 7(j), hospitals and residential care establishments may use a 14-day work period instead of a 7-day workweek when the employer and employee agree beforehand. Overtime is due for hours over eight in a workday and hours over eighty in the period, at least time and one-half (29 CFR 778.601).
- How does 8-and-80 differ from overtime after 40 hours per week?
- Standard FLSA overtime looks at each workweek separately (generally over 40 hours). 8-and-80 uses a 14-day period and an eight-hour daily test. The same twelve-hour shifts can produce different overtime hours under the two systems.
- Does this tool save my unit schedule?
- Calculations run in your browser. Saved unit rosters and weekly history are planned as optional paid features and are not required for the free calculator.
How this calculator works
This calculator compares two federal FLSA approaches for hospital and residential care schedules: the usual overtime test inside each fixed workweek (forty hours) and the optional 8-and-80 system on a fourteen-day work period when the employer and employee have the required agreement (29 CFR 778.601).
8-and-80 (section 7(j))
Section 7(j) of the Act provides, for hospital and residential care establishment employment, under prescribed conditions, an exemption from the general requirement of section 7(a) that overtime compensation be computed on a workweek basis. It permits a 14-day period to be established for the purpose of computing overtime compensation by an agreement or understanding between an employer engaged in the operation of a hospital or residential care establishment, and any of his employees employed in connection therewith. The exemption applies if, for his employment in excess of 8 hours in any workday and in excess of 80 hours in such 14-day period, the employee receives compensation at a rate not less than one and one-half times the regular rate at which he is employed.
Section 778.601(b) adds that employers must pay the payment to the employee of overtime compensation at a rate not less than one and one-half times his regular rate for all hours worked in excess of eight in any workday within such period and in excess of 80 during the period as a whole.
However, under the provisions of section 7(h) and 7(e)(5) of the Act, any payments at the premium rate for daily overtime hours within such period may be credited toward the overtime compensation due for overtime hours in excess of 80. Billable overtime hours use max(daily overtime hours, hours over 80 in the 14-day period) so daily premiums credited under FLSA section 7(h) are not double-counted.
Twelve-hour shifts example
Six consecutive 12-hour shifts in a 14-day period total 72 hours: each day contributes four daily overtime hours (24 total) and the period stays under 80, so 8-and-80 overtime is 24 hours. Seven 12-hour shifts (84 hours) add four period overtime hours, but daily overtime already totals 28, so billable overtime stays 28 after the section 7(h) credit logic used here.
| Input or result | Example |
|---|---|
| Total hours | 84 |
| Daily OT hours (sum) | 28 |
| Hours over 80 in period | 4 |
| OT hours billed (max) | 28 |
Standard 40-hour workweek
Without a valid 7(j) agreement, FLSA overtime is computed inside each workweek, not on eighty hours spread across two weeks. The same seven 12-hour shifts placed in one workweek yield forty-four overtime hours that week (eighty-four minus forty), which is often higher than 8-and-80 on the same hours pattern—confirm which system your employer actually uses.
People also ask
- When does daily overtime apply under 8-and-80?
- Under 29 CFR 778.601, employers using a valid 14-day period must pay at least time and one-half for hours worked over eight in any workday in the period and for hours over eighty in the whole period.
- Can hospitals use 8-and-80 without an agreement?
- Section 778.601(b) requires an agreement or understanding between employer and employee before the work is performed that the 14-day period will be used.
- How are twelve-hour shifts counted?
- Enter each shift in the day row for your 14-day period. Twelve hours on a workday includes four hours toward the daily over-eight test under 8-and-80.
Totals shown here are estimates for checking a pay stub or time sheet. They are not official payroll, tax, or legal advice.