Free, accurate tool for farmworkers and employers. Calculate overtime pay under AB 1066 rules — includes 1.5x, 2x, 7th day, and piece rate.
In 2026, every California agricultural employer — regardless of size — must pay overtime after 8 hours in a day or 40 hours in a week, at 1.5× the regular rate. Double time (2×) applies after 12 hours in a day or after 8 hours on a 7th consecutive workday. At the 2026 minimum wage of $16.90/hour, that's $25.35/hour overtime and $33.80/hour double time. Enter your numbers in the calculator below for an exact breakdown.
Based on $16.90/hour minimum wage. All employers follow 8/40 rules as of 2025.
| Rate Type | Multiplier | Rate ($/hr) | When It Applies |
|---|---|---|---|
| Regular | 1.0x | $16.90 | First 8 hours/day & first 40 hours/week |
| Overtime | 1.5x | $25.35 | Hours 8-12 per day, over 40/week, or 7th day first 8 hours |
| Double Time | 2.0x | $33.80 | Over 12 hours/day, or over 8 hours on 7th day |
Scenario 1: Large Employer (26+ employees) — 2026 Rules (8/40)
| Work Schedule | Weekly Hours | Regular Pay | Overtime Pay (1.5x) | Double Time (2x) | Total Gross Pay |
|---|---|---|---|---|---|
| 8 hrs/day × 5 days | 40 | $676.00 | $0.00 | $0.00 | $676.00 |
| 10 hrs/day × 5 days | 50 | $676.00 | $253.50 | $0.00 | $929.50 |
| 12 hrs/day × 5 days | 60 | $676.00 | $507.00 | $0.00 | $1,183.00 |
| 10 hrs/day × 6 days | 60 | $676.00 | $507.00 | $0.00 | $1,183.00 |
| 12 hrs/day × 6 days | 72 | $676.00 | $811.20 | $0.00 | $1,487.20 |
Note: a 12-hour shift does not by itself trigger double time — double time only applies to hours beyond 12 in a single day. That's why no row above shows a double-time amount; none of these schedules exceeds 12 hours in any single day. Also note the 12-hr×5-day and 10-hr×6-day rows total the same pay: both represent 60 hours worked with no day over 12 hours, so under the 8/40 rule they resolve to the identical mix of 40 regular + 20 overtime hours.
Scenario 2: Small Employer (25 or fewer) — 2022 vs 2025 Rules
| Year | Rule | 10 hrs/day × 5 days | 12 hrs/day × 6 days | Difference (10-hr day) |
|---|---|---|---|---|
| 2022 | 9.5/55 | $866.13 | $1,360.45 | +$63.37
more in 2025 |
| 2025+ | 8/40 | $929.50 | $1,487.20 |
Small employers were not yet under any AB 1066 threshold in 2019-2021 (pre-phase-in rules applied); their phase-in began January 1, 2022, and the double-time-after-12-hours rule did not take effect for small employers until January 1, 2025.
Scenario 3: 7th Consecutive Day Worked (2026 Rules)
| 7th Day Hours | Rate | Pay on 7th Day | Total Weekly Pay (with 6 × 10-hr days) |
|---|---|---|---|
| 8 hours | 1.5x ($25.35/hr) | $202.80 | $1,385.80 |
| 10 hours | 1.5x first 8, 2x after | $270.40 | $1,453.40 |
| 12 hours | 1.5x first 8, 2x after | $338.00 | $1,521.00 |
Scenario 4: Piece Rate Worker (10 hours/day × 5 days = 50 hours)
| Pieces | Rate per Piece | Total Earnings | Effective Hourly Rate | Overtime Premium | Total Pay (excl. rest breaks) |
|---|---|---|---|---|---|
| 100 boxes | $10.00 | $1,000.00 | $20.00/hr | $100.00 | $1,100.00 |
| 150 boxes | $10.00 | $1,500.00 | $30.00/hr | $150.00 | $1,650.00 |
| 200 boxes | $10.00 | $2,000.00 | $40.00/hr | $200.00 | $2,200.00 |
The "overtime premium" method pays piece-rate earnings in full, then adds just the extra 0.5x for overtime hours (since the 1.0x portion is already covered by piece earnings) — mathematically equivalent to the full regular+1.5x method used elsewhere on this page. Paid rest breaks are a separate, required add-on; the calculator above includes them automatically.
AB 1066 Phase-In Schedule — Complete Timeline
| Year | Large Employers (26+ employees) | Small Employers (25 or fewer) | Key Change |
|---|---|---|---|
| 2019 | 9.5 hrs/day OR 55 hrs/week | 10 hrs/day OR 60 hrs/week (pre-AB 1066) | Large employers begin phase-in |
| 2020 | 9 hrs/day OR 50 hrs/week | 10 hrs/day OR 60 hrs/week (pre-AB 1066) | Threshold lowered |
| 2021 | 8.5 hrs/day OR 45 hrs/week | 10 hrs/day OR 60 hrs/week (pre-AB 1066) | Threshold lowered |
| 2022 | 8 hrs/day OR 40 hrs/week ✅ | 9.5 hrs/day OR 55 hrs/week | Large employers reach 8/40; small begin |
| 2023 | 8 hrs/day OR 40 hrs/week ✅ | 9 hrs/day OR 50 hrs/week | Small employers lower threshold |
| 2024 | 8 hrs/day OR 40 hrs/week ✅ | 8.5 hrs/day OR 45 hrs/week | Small employers lower threshold |
| 2025+ | 8 hrs/day OR 40 hrs/week ✅ | 8 hrs/day OR 40 hrs/week ✅ | 🎯 All employers unified at 8/40 |
💡 Key Takeaway: As of 2025, all agricultural employers in California must pay overtime after 8 hours per day and 40 hours per week — regardless of employee count. This table reflects 2026 rules.
As of 2026, all agricultural employers in California must pay overtime after 8 hours per day and 40 hours per week — regardless of how many employees they have. This is the final phase-in of AB 1066 (the Agricultural Overtime Law of 2016), which reached full parity for large employers on January 1, 2022, and for small employers on January 1, 2025.
If you work on a farm, ranch, or agricultural operation in California, you are entitled to overtime pay. If you employ agricultural workers, you are legally required to calculate and pay overtime correctly. The rules are clear, but the calculations require attention to detail.
Any agricultural worker who works more than 8 hours in a single day must receive overtime pay at 1.5 times their regular rate for every hour beyond 8, up to 12 hours.
Example: A farmworker earning $16.90/hour works a 10-hour shift. The first 8 hours are paid at $16.90/hour ($135.20). The 2 overtime hours are paid at $25.35/hour ($50.70). Total for that day: $185.90.
Any agricultural worker who works more than 40 hours in a single workweek must receive overtime pay at 1.5 times their regular rate for every hour beyond 40.
The weekly rule applies in addition to the daily rule. However, you cannot count the same hour twice. If an hour is already paid as daily overtime, it is not paid a second, separate weekly-overtime premium on top of that — but it still counts toward reaching the 40-hour weekly threshold.
Example: A worker does 10 hours/day for 5 days (50 hours total). The daily rule already classifies 10 of those hours as overtime (2 hours × 5 days), and the 40 "regular" hours (8 × 5) exactly meet the 40-hour weekly threshold. Since none of the regular-classified hours exceed the weekly threshold, the weekly rule doesn't reclassify any additional hours in this case.
California requires double time (2x the regular rate) in two specific scenarios:
Example: A worker does a 14-hour shift. The first 8 hours are regular pay ($135.20). Hours 9-12 are overtime at 1.5x ($25.35 × 4 = $101.40). Hours 13-14 are double time at 2x ($33.80 × 2 = $67.60). Total for that day: $304.20.
From 2019 to 2025, agricultural overtime rules depended on employer size. Large employers (26+ employees) phased in faster than small employers (25 or fewer). That distinction ended in 2025.
In 2026, the rules are identical for every agricultural employer in California. The phase-in is complete. Everyone follows the 8/40 threshold.
For reference, here is the full phase-in timeline:
| Year | Large Employers (26+) | Small Employers (25 or fewer) |
|---|---|---|
| 2019 | 9.5/55 | 10/60 (pre-AB 1066) |
| 2020 | 9/50 | 10/60 (pre-AB 1066) |
| 2021 | 8.5/45 | 10/60 (pre-AB 1066) |
| 2022 | 8/40 ✅ | 9.5/55 |
| 2023 | 8/40 ✅ | 9/50 |
| 2024 | 8/40 ✅ | 8.5/45 |
| 2025+ | 8/40 ✅ | 8/40 ✅ |
"8/40" means overtime starts after 8 hours per day or 40 hours per week. The double-time-after-12-hours rule reached large employers on January 1, 2022 and small employers on January 1, 2025 — the same dates each group reached the 8/40 threshold.
📌 Why This Matters: For a worker earning $16.90/hour doing 10-hour days, 5 days a week, the difference between the small-employer 2022 threshold (9.5/55) and the current 8/40 threshold is about $63 more per week in gross pay. Over a 20-week harvest season, that adds up to roughly $1,270 more per worker.
Calculating agricultural overtime pay in California requires following a specific order. You cannot simply add all hours and multiply. The daily rule, weekly rule, and double-time rule all interact. Here is the step-by-step method.
The regular rate is the worker's standard hourly wage. For hourly workers, this is straightforward — it's the hourly rate. For piece rate workers, you must calculate an effective hourly rate:
Example: A worker picks 100 boxes at $10/box, earning $1,000 over 50 hours. The effective hourly rate is $1,000 ÷ 50 = $20.00/hour. This rate is used for all overtime calculations. (If the effective rate ever falls below the applicable minimum wage, the employer must pay the difference so every hour is compensated at least at minimum wage.)
⚠️ Important: Rest breaks for piece rate workers must be paid separately. California requires paid rest breaks of at least 10 minutes per 4 hours worked. These are paid at the effective hourly rate and must be tracked separately from production hours.
For each day worked, calculate:
Example: A worker earns $20.00/hour (effective rate) and works 10 hours in a day.
Double time applies when a worker exceeds 12 hours in a single day (and the double-time rule is already in effect for the employer's size and year — see the phase-in table above):
Example: A worker earning $20.00/hour works a 14-hour shift.
After calculating daily overtime and double time for every day (including any 7th-day premium), check the weekly threshold:
The key rule: only hours that were still sitting in the "regular" pool need to be re-priced when the weekly threshold is crossed. Hours already paid at 1.5x or 2x under the daily or 7th-day rule are not re-priced a second time — but they still count toward the total hours worked in the week.
Example: A worker does 10 hours/day for 5 days (50 hours total, weekly threshold 40).
Different example: A worker does 8 hours/day for 6 days (48 hours total, weekly threshold 40).
If the worker has worked 7 consecutive days, the 7th day has special rules and is treated entirely as premium time (it contributes nothing to the "regular pool" in Step 4):
Example: A worker earns $20.00/hour and works 10 hours on the 7th day.
Total Gross Pay = Final Regular Pay + Final Overtime Pay + Final Double-Time Pay (+ paid rest-break pay for piece-rate workers)
Use the calculator above to avoid manual errors. Simply input the worker's hourly rate, hours per day, days per week, employer size, and whether the 7th day applies. The calculator handles all the complex interactions automatically.
🔑 Key Reminder: The biggest mistake employers make is double-counting overtime hours — for example, paying a hard 1.5x on every hour classified as "regular" under the daily rule and then also adding a full 1.5x weekly-overtime premium on top of those same hours. Each hour is entitled to only one rate: the highest one that applies. The calculator above does this automatically.
Agricultural overtime in California has several unique rules that do not apply to other industries. Understanding these rules is essential for accurate payroll calculation and legal compliance.
California law requires premium pay for workers who work 7 consecutive days in a single workweek. As of 2026, this rule applies to all agricultural employees regardless of employer size.
The 7th day rule works like this:
Example: A farmworker earning $16.90/hour works 10 hours on the 7th consecutive day.
This applies only if the worker has worked the previous 6 days. If the worker has had even one day off in the previous 7 days, the 7th day rule does not apply.
⚠️ Common Mistake: Some employers mistakenly apply the 7th day rule to any 7th day worked in a month. The rule only applies to consecutive days within a single workweek. A worker who works Monday-Sunday (7 days straight) qualifies. A worker who works Monday-Friday, takes Saturday off, and works Sunday does not qualify for the 7th day premium on Sunday.
Many agricultural workers are paid by piece rate rather than by the hour. Common examples include:
For piece rate workers, overtime is calculated based on the effective hourly rate, not the piece rate itself.
Step-by-step calculation for piece rate workers:
Example: A worker picks 100 boxes at $10/box, earning $1,000. The work takes 50 hours.
💡 Tip: Piece rate workers must receive at least minimum wage for all hours worked. If the effective hourly rate falls below $16.90/hour, the employer must make up the difference. The calculator above includes a piece rate mode that adds rest-break pay automatically.
Agricultural work often involves night harvests and seasonal peaks. These scenarios do not change the overtime rules, but they create practical challenges for tracking hours.
Night harvest: Workers who start before sunrise or work after sunset are still subject to the same 8/40 overtime rules. The time of day does not affect overtime calculations.
Seasonal peaks: During harvest season, workers may exceed 40 hours per week regularly. Employers must plan for overtime costs. The calculator above helps estimate these costs before the season begins.
Crossing midnight: If a shift crosses midnight, the hours are counted on the day the shift started. For example, a shift from 10 PM to 6 AM counts as 8 hours on the starting date, not 4 hours on each date.
For overtime purposes, "hours worked" includes:
"Hours worked" does not include:
Agricultural employers must keep accurate records of all hours worked. Under California law, employers must maintain records for at least 3 years.
📋 Quick Reference: Standard CA Overtime vs Agricultural Overtime (2026)
| Rule | Standard CA | Agricultural CA (2026) |
|---|---|---|
| Daily OT threshold | 8 hours | 8 hours (same) |
| Weekly OT threshold | 40 hours | 40 hours (same) |
| Double time threshold | 12 hours/day | 12 hours/day (same) |
| 7th day rule | Yes | Yes (same) |
| Phase-in period | N/A | 2019-2025 (now fully phased in) |
As of 2025, agricultural overtime rules are identical to standard California overtime rules.
For many years, agricultural overtime rules in California depended on employer size. This was the source of much confusion. As of 2026, employer size no longer matters.
All agricultural employers — regardless of how many people they employ — must follow the same 8/40 overtime threshold. The phase-in is complete.
When AB 1066 was passed in 2016, it phased in overtime for agricultural workers over several years. The law recognized that smaller farms might need more time to adjust to the new requirements.
The phase-in schedule was designed so that:
This two-track system created confusion. Many employers were unsure which rules applied to them. Many workers were unsure if they were being paid correctly.
The confusion ended in 2025 when both tracks converged at the 8/40 threshold.
As of 2026, small employers (25 or fewer employees) must pay overtime after 8 hours per day and 40 hours per week. There are no exceptions or special rules based on employer size.
Key points for small employers:
Large employers have been following the 8/40 threshold since January 1, 2022. The rules for large employers in 2026 are identical to small employers.
Key points for large employers:
📌 Bottom Line: In 2026, employer size is irrelevant for agricultural overtime calculations. The only thing that matters is whether the worker has exceeded 8 hours in a day or 40 hours in a week.
For historical reference, here is the complete phase-in schedule:
| Year | 26+ Employees | 25 or Fewer |
|---|---|---|
| 2019 | 9.5/55 | 10/60 (pre-AB 1066) |
| 2020 | 9/50 | 10/60 (pre-AB 1066) |
| 2021 | 8.5/45 | 10/60 (pre-AB 1066) |
| 2022 | 8/40 ✅ | 9.5/55 |
| 2023 | 8/40 ✅ | 9/50 |
| 2024 | 8/40 ✅ | 8.5/45 |
| 2025+ | 8/40 ✅ | 8/40 ✅ |
The phase-in ended in 2025. All employers now follow the 8/40 threshold, and the double-time-after-12-hours rule now applies to everyone as well.
✅ Employer Checklist for 2026:
Seeing the numbers in action is the best way to understand agricultural overtime calculations. Below are five real-world scenarios with complete step-by-step math, all cross-checked against the calculator above.
The situation: A farmworker earning $16.90/hour works 10 hours per day, 5 days per week (50 hours total). The employer has 50 employees.
Step 1: Calculate regular pay
40 hours × $16.90 = $676.00
Step 2: Calculate daily overtime
Each day: 10 − 8 = 2 overtime hours
2 hours × $16.90 × 1.5 = $50.70 per day
5 days × $50.70 = $253.50
Step 3: Calculate weekly overtime
Regular-pool hours: 8 × 5 = 40 hours, exactly at the weekly threshold
No additional weekly overtime pay
Step 4: Calculate double time
No double time (no day exceeded 12 hours)
Step 5: Total gross pay
$676.00 + $253.50 = $929.50
The situation: A farmworker earning $16.90/hour works 12 hours per day, 6 days per week (72 hours total).
Step 1: Calculate regular pay
40 hours (capped at the weekly threshold) × $16.90 = $676.00
Step 2: Calculate daily overtime
Each day: 12 − 8 = 4 overtime hours
4 hours × 6 days = 24 hours from the daily rule
Step 3: Calculate double time
Each day: 12 − 12 = 0 double time hours (no day exceeded 12 hours)
$0.00
Step 4: Calculate weekly overtime
Regular-pool hours before the weekly rule: 8 × 6 = 48 hours
Hours over the 40-hour weekly threshold: 48 − 40 = 8 hours move from regular to overtime
Total overtime hours: 24 (daily) + 8 (weekly) = 32 hours
32 hours × $16.90 × 1.5 = $811.20
Step 5: Total gross pay
$676.00 + $811.20 = $1,487.20
The situation: A worker earning $16.90/hour works 10 hours per day for 6 consecutive days (Mon-Sat), then works 10 hours on Sunday — the 7th consecutive day.
Step 1: Regular pay (capped at the weekly threshold)
40 hours × $16.90 = $676.00
Step 2: Daily overtime for Mon-Sat
2 hours/day × 6 days = 12 hours from the daily rule
Step 3: 7th day premium (Sunday)
First 8 hours: 8 × $16.90 × 1.5 = $202.80
Hours over 8: 2 × $16.90 × 2 = $67.60
7th day total: $270.40
Step 4: Weekly overtime
Regular-pool hours before the weekly rule (Mon-Sat only, since the 7th day is entirely premium): 8 × 6 =
48 hours
Hours over the 40-hour weekly threshold: 48 − 40 = 8 hours move from regular to overtime
Total overtime hours: 12 (daily) + 8 (7th-day 1.5x portion) + 8 (weekly) = 28 hours
28 hours × $16.90 × 1.5 = $709.80
Step 5: Double time
From the 7th day only: 2 hours × $16.90 × 2 = $67.60
Step 6: Total gross pay
$676.00 + $709.80 + $67.60 = $1,453.40
The situation: A worker picks 100 boxes at $10/box, earning $1,000. The work takes 50 hours over 5 days (10 hours/day).
Step 1: Calculate effective hourly rate
$1,000 ÷ 50 hours = $20.00/hour
Step 2: Calculate regular pay
40 hours × $20.00 = $800.00
Step 3: Calculate daily + weekly overtime
Daily rule: 2 hours/day × 5 days = 10 hours in the overtime pool
Regular pool (8×5=40) is exactly at the 40-hour weekly threshold, so no additional hours are
reclassified
10 hours × $20.00 × 1.5 = $300.00
Step 4: Calculate rest break pay
50 hours ÷ 4 = 12.5 rest periods × 10 minutes = 125 minutes = 2.08 hours
2.08 hours × $20.00 = $41.67
Step 5: Total gross pay
$800.00 + $300.00 + $41.67 = $1,141.67
The situation: A worker on a farm with 15 employees works 10 hours/day, 5 days/week (50 hours total), earning $16.90/hour.
2024 (under small-employer rules — 8.5/45 threshold, double time not yet in effect for small employers):
2026 (same employer — 8/40 threshold, now applies equally to all employer sizes):
Difference: The worker earns $21.12 more per week in 2026 than in 2024, because the lower 8-hour daily threshold converts more of the worker's hours into overtime-priced hours.
🔑 Key Insight: As the daily and weekly thresholds have dropped through the AB 1066 phase-in, more of each workweek's hours have shifted from the 1.0x "regular" pool into the 1.5x "overtime" pool. That's why, hour for hour, workers on the same schedule generally earn more gross pay each phase-in year than they did the year before.
California agricultural workers have specific rights under state law. Understanding these rights helps workers ensure they are paid correctly and helps employers maintain compliance.
All agricultural workers in California are entitled to overtime pay under the 8/40 rule as of 2026. This applies regardless of employer size, immigration status, or type of work performed.
Key rights:
California law requires employers to provide itemized pay stubs with every paycheck. Pay stubs must show:
If a pay stub does not show overtime hours separately, the worker may not be receiving proper overtime pay.
Agricultural workers are entitled to:
Rest breaks must be paid at the regular rate of pay. Meal breaks are unpaid but must be provided.
Workers have the right to:
Employers must keep accurate records for at least 3 years. Workers can request these records at any time.
If a worker believes they have not been paid correctly — for example, if overtime was underpaid or a raise was missed — use the California Retro Pay Overtime Calculator to determine exactly what is owed before filing a wage claim with the California Division of Labor Standards Enforcement (DLSE), also known as the Labor Commissioner's Office.
Steps to file a wage claim:
Claims for unpaid wages generally must be filed within 3 years of the violation.
📞 Contact Information — California DIR (Department of Industrial Relations)
Website: www.dir.ca.gov
Labor Commissioner's Office: (833) 526-4636
Wage Claim Information: DIR.ca.gov/dlse/HowToFileWageClaim.htm
California law prohibits employers from retaliating against workers who:
Retaliation includes termination, demotion, reduction in hours, harassment, or any adverse action. Workers who experience retaliation can file a separate claim for retaliation with the DLSE.
✅ Quick Checklist — Are Your Rights Being Protected?
If any of these are missing, contact the Labor Commissioner's Office.
For agricultural employers in California, overtime compliance is not optional. The state enforces these rules aggressively, and mistakes can be costly. This section covers what employers need to do to stay compliant.
California law requires agricultural employers to maintain accurate payroll records for at least 3 years. These records must include:
Records must be available for inspection by the DLSE upon request. Failure to maintain accurate records can result in penalties, even if no overtime violation occurred.
⚠️ Critical: The burden of proof is on the employer. If a worker claims they were not paid overtime, the employer must produce records showing they were. Without records, the DLSE may side with the worker's estimates.
Agricultural employers frequently make these overtime errors. Avoid them:
Stay compliant with these best practices:
✅ Employer Checklist — 2026 Agricultural Overtime Compliance
Failing to pay overtime correctly can result in serious consequences for agricultural employers:
The cost of non-compliance far exceeds the cost of compliance. Use the calculator above to ensure accuracy and avoid these penalties.
AB 1066, the Agricultural Overtime Law, has reshaped the economics of farming in California. Understanding the law's impact helps employers plan and workers understand their rights.
Before AB 1066, agricultural workers in California were exempt from standard overtime pay — a holdover from federal law that treated farm work differently and, under the state's own Wage Order 14, only guaranteed overtime beyond 10 hours a day or 60 hours a week. AB 1066 was signed into law in 2016 to address this inequity. The law phased in overtime over several years (2019-2022 for large employers, 2022-2025 for small employers), giving employers time to adapt. The goals were:
As overtime thresholds lowered each year, many farms adjusted their operations to control costs:
📊 By the Numbers — AB 1066 Context:
Figures are general context, not a substitute for a specific economic study; see the DIR and academic sources linked in the Methodology section.
As of 2026, the transition is complete. All agricultural employers follow the same 8/40 rules as other California industries. The landscape today looks different than it did in 2019:
For workers, 2026 means consistent overtime pay regardless of employer size. For employers, 2026 means a single, clear standard — no more dual-track confusion.
Several issues may shape the future of agricultural overtime in California:
📌 The Bottom Line on AB 1066:
AB 1066 has fundamentally changed California agriculture. Farmworkers now have the same overtime rights as other workers. Employers have adapted to higher labor costs. The phase-in is complete, and the rules are now stable. Use the calculator above to stay current and compliant.
Many web searches for "California agricultural overtime calculator" return law firm blogs and generic state overtime tools that don't model the agriculture-specific rules at all.
We built this calculator to fix that gap. Here is what makes it different from a generic calculator or a static legal-guide page.
✅ Employer Size Toggle
Switch between 26+ employees and 25 or fewer. The calculator adjusts thresholds — and whether double time and the 7th-day rule are even in effect yet — automatically.
✅ Phase-In Year Selector
Select any year from 2019 to 2025+. The calculator uses the correct historical thresholds for that year and employer size. Useful for audits and historical back-pay calculations.
✅ Piece Rate Support
Enter pieces produced and rate per piece. The calculator computes the effective hourly rate and applies overtime correctly. Rest breaks are included automatically.
✅ 7th Consecutive Day Calculation
Toggle the 7th day on and enter the hours. The calculator applies 1.5x for the first 8 hours and 2x for hours over 8, correctly interacting with the weekly threshold. No manual math required.
✅ Spanish Language Support
Toggle between English and Spanish. Many farmworkers and employers prefer Spanish. Full Spanish support is built directly into the calculator.
✅ Mobile-First Design
Farmworkers use phones in the field. Employers check payroll on tablets. This calculator works on any device.
✅ Real-World Scenarios Built In
The examples section above includes standard 10-hour days, 12-hour days, 7th day rules, and piece rate workers. We show the math so you can verify your own calculations against the calculator's output.
This calculator is built on the AB 1066 phase-in schedule as published by the California Department of Industrial Relations, the 2026 minimum wage ($16.90/hour), and the overtime, double-time, and 7th-day-rule definitions in California Labor Code Sections 510, 861, and 862.
Every number in the calculator and every example on this page has been:
📌 Our Promise: This calculator is free and is actively maintained for accuracy. If you find an error, please let us know so we can review and correct it.
We built this calculator for four specific audiences:
👨🌾 Farm Employers
Calculate payroll accurately. Avoid lawsuits. Budget for labor costs.
🧑🌾 Agricultural Workers
Verify your paycheck. Know your rights. Make sure you're paid correctly.
📋 Farm Labor Contractors
Calculate overtime for seasonal workers. Stay compliant with DLSE rules.
⚖️ Legal Professionals
Quickly estimate back wages. Sanity-check client claims. Use in settlement discussions (verify final figures independently).
No matter who you are, this calculator gives you a transparent, checkable starting point for California agricultural overtime numbers.
🚀 The Bottom Line: This is a dedicated, actively-maintained California agricultural overtime calculator. Use it. Bookmark it. Share it with anyone who needs to work through agricultural overtime numbers in California — and always verify unusual or high-stakes calculations with a payroll professional or employment attorney.
This calculator is built on the actual legal framework of California agricultural overtime law. Every number, formula, and threshold traces back to an official source.
The calculator follows this step-by-step logic:
Every calculation in this tool has been checked against the phase-in schedule published by the California DIR and cross-verified against multiple independent worked examples on this page (see the "Examples" section above). The underlying logic was re-audited in July 2026 specifically to eliminate a class of errors where hours could be counted toward both the daily and weekly overtime premiums at once.
If you find a discrepancy, please let us know so it can be reviewed and corrected.
Disclaimer: This calculator provides estimates based on current California labor laws and is for informational purposes only. It does not constitute legal or accounting advice. Actual wages may vary based on specific employment agreements, collective bargaining agreements, local wage ordinances, and individual circumstances. Employers and workers should consult with qualified legal counsel or the Labor Commissioner's Office for definitive guidance on wage and hour compliance. Last reviewed: July 23, 2026.
References: DIR.ca.gov | DIR — Overtime for Agricultural Workers | Labor Code §510 | Labor Code §862 | DLSE Wage Claims
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