Florida OT follows federal FLSA: 1.5× past 40 hours/week.
Florida has no state-level daily overtime rule, no consecutive-hour rule, and no spread-of-hours premium. All OT obligations flow through the federal FLSA: 1.5× the regular rate for hours over 40 in a fixed workweek. The complexity is in regular-rate calculation — non-discretionary bonuses, shift differentials, and commissions all factor in. For tipped workers, OT is calculated on the full minimum wage ($14.00, rising to $15.00), not the cash wage — a common source of underpayment.
Federal Weekly Overtime + Regular Rate
Tracks running weekly hours toward the 40-hour FLSA threshold. Calculates the regular rate including non-discretionary bonuses, shift differentials, and commissions. Pays 1.5× automatically.
What those rules do as a workweek crosses 40 hours.
The hero card configuration: Avoid at 36 hours scheduled, Critical on payroll close, Flag on the timesheet.
When a worker's scheduled hours plus a pending shift would push past 36 hours, the manager sees a yellow indicator: "Adding this trends past weekly OT." Save proceeds, exposure logged.
On payroll close, any worker whose week exceeded 40 hours surfaces with a Critical indicator and the calculated premium. Close requires explicit confirmation.
Hours past 40 in a workweek auto-tag as Weekly OT. Payroll sees the tag and applies 1.5× the regular rate automatically.
Deploy weekly OT in your Teambridge.
Tell us about your Florida workforce. We'll spin up federal OT tracking with regular-rate calculation alongside 11 other Florida policies in a sandbox tenant.
Forty hours in a fixed seven-day workweek — federal only.
Florida adopts the federal FLSA framework. The simplicity at the threshold (only weekly OT) hides complexity in regular-rate calculation.
Workweek is fixed and recurring
A workweek is any fixed, recurring 168-hour period (7 × 24). The employer designates the start day and time but cannot shift it to evade OT. Different workweeks per worker are allowed (common in healthcare staffing) but each must remain consistent.
Regular rate isn't always the hourly rate
The 'regular rate' includes all remuneration except specific statutory exclusions: non-discretionary bonuses, shift differentials, commissions, and certain incentive pay all factor in. Calculating the regular rate wrong is the #1 source of FLSA OT lawsuits.
Teambridge tracks the workweek and calculates the true regular rate.
The hard part of FLSA OT in Florida isn't the 40-hour threshold — it's the tipped-worker OT-on-full-minimum gotcha and getting the regular rate right with bonuses and differentials.
36-hour line shows up early.
When a manager schedules a shift that would push a worker past 36 weekly hours, an Avoid indicator surfaces. Manager can proceed or redistribute.
OT on full minimum, not cash.
For tipped workers, the OT rate calculates on the full state minimum, not the cash wage. The math runs automatically; the rate displays both components for audit.
Hours follow the worker.
If a worker has shifts at multiple of your locations, Teambridge aggregates the hours under one workweek total.
All earnings rolled in.
When OT is owed, Teambridge calculates the regular rate including base wages, shift differentials, non-discretionary bonuses, and commissions earned in the workweek.
Still evaluating? Get a free Florida compliance audit.
Send us your existing Florida scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Florida-specific exposure ranked by risk and back-pay liability.