Worked hours and paid hours are different
The tool multiplies worked hours by your base rate and the policy multiplier. It then adds any separate paid holiday hours at the base rate. If your employer includes the holiday benefit in its advertised multiplier, do not enter the same benefit again as paid hours.
A policy example, not a legal promise
At $20 per hour, eight hours worked at 2× produce $320. If a policy separately grants eight paid hours at the base rate, that adds $160, making $480 gross. Without that separate benefit, the result stays $320.
Must every employer pay extra on holidays?
The FLSA does not require overtime pay solely for working a holiday. Employer agreements and more protective rules can matter. Confirm the policy that applies to you before selecting a multiplier.
How does this interact with weekly overtime?
This comparison does not decide how a holiday premium offsets overtime obligations. Nonworked holiday hours and worked hours are different inputs; do not assume a paid day off counts as time worked. See the weekly overtime baseline and ask payroll about your actual schedule.
Sources: U.S. Department of Labor overtime guidance and Texas Workforce Commission holiday-policy guidance. State-specific agreements and rules require separate review. Reviewed August 31, 2026.
Need just the rate conversion? Use time and a half. These amounts are before taxes.