Comp Time Calculator
Convert overtime hours into comp time (time off in lieu) at 1.5, 1 or 2 hours per overtime hour, track your balance in hours and workdays, its cash value and how close you are to a cap.
How it works
comp time earned = overtime hours × rate (1.5 for time and a half) · new balance = old balance + earned · workdays off = balance ÷ hours per day · cash value = balance × regular hourly wage
Compensatory time — comp time, or time off in lieu (TOIL) — gives paid time off instead of overtime pay. Where overtime is paid at time and a half, comp time is normally earned at the same rate: one and a half hours off for each overtime hour. In the US, only public-sector employers may offer comp time instead of overtime pay to non-exempt staff, with a 240-hour cap (480 for public safety); private employers and other countries set their own rules through contracts and agreements.
Worked example
You work 6 overtime hours at time and a half, earning 6 × 1.5 = 9.00 h of comp time. With 4 hours already banked the balance is 13.00 h — 1.63 workdays of 8 hours. At $25/h it is worth $325.00; paid as overtime instead, the 6 hours would have been $225.00. You are 227.00 h under a 240-hour cap.
Sources: US DOL — Compensatory time off (FLSA, public agencies) · US DOL — Overtime pay
Frequently asked questions
How is comp time calculated?
Multiply overtime hours by the comp rate, usually 1.5. Six overtime hours give 9 hours of comp time; at hour-for-hour they give 6.
Is comp time the same as time off in lieu (TOIL)?
Yes, they are two names for the same idea: paid time off instead of overtime pay. Whether it is earned at 1:1 or 1.5:1 depends on the policy or agreement.
Is there a limit on comp time?
Often. US public-sector rules cap it at 240 hours (480 for police, fire and emergency staff), and many employers require it to be used within a set period or paid out.
What happens to unused comp time when I leave?
In many systems it must be paid out at your regular rate when you leave. Check your contract or policy.
Related calculators
Estimates for planning only. Your employment contract, collective agreement and local labor law decide what you are actually owed; check with your employer, payroll team or a qualified adviser before relying on a figure.