Double-Time

What Is Double-Time?

Double-time is California's requirement that employers pay non-exempt employees twice their regular rate of pay for hours worked in specific circumstances. This premium goes beyond the standard time-and-a-half overtime rate and represents one of California's strongest worker protections.

California is one of the few states requiring double-time pay, making compliance particularly important for employers operating in the state.

When Double-Time Applies

Hours Over 12 in a Workday

Any hours worked beyond 12 in a single workday must be paid at 2× the regular rate:

Daily Hours	Pay Rate
Hours 1-8	Regular rate
Hours 8.01-12	1.5× (time-and-a-half)
Hours 12.01+	2× (double-time)

Seventh Consecutive Day - Hours Over 8

When an employee works all seven days of a workweek:

7th Day Hours	Pay Rate
Hours 1-8	1.5× (time-and-a-half)
Hours 8.01+	2× (double-time)

Calculating Double-Time Pay

Daily Double-Time Example

Employee earning $22/hour works a 15-hour shift:

Hours	Rate Multiplier	Hourly Rate	Total
8 regular	1×	$22.00	$176.00
4 OT (hours 9-12)	1.5×	$33.00	$132.00
3 DT (hours 13-15)	2×	$44.00	$132.00
Total			$440.00

Without California protections (federal rules only): 15 × $22 = $330.00

Seventh Day Double-Time Example

Employee works all 7 days, with a 10-hour shift on the 7th day:

7th Day Hours	Rate Multiplier	Hourly Rate	Total
8 hours	1.5×	$33.00	$264.00
2 hours	2×	$44.00	$88.00
Total			$352.00

Regular Rate for Double-Time

Like all overtime calculations, double-time must be based on the regular rate of pay, which includes:

Base hourly rate
Shift differentials
Non-discretionary bonuses
Piece-rate earnings
Commissions

Example with Shift Differential

Employee earns $20/hour base + $3/hour night differential, works a 14-hour night shift:

Regular rate = $20 + $3 = $23/hour
Time-and-a-half = $34.50/hour
Double-time = $46.00/hour

Hours	Rate	Total
8 regular	$23.00	$184.00
4 OT (1.5×)	$34.50	$138.00
2 DT (2×)	$46.00	$92.00
Total		$414.00

Double-Time Scenarios

Extended Shifts

Common in industries requiring continuous coverage:

Healthcare: 16-hour shifts during emergencies
Manufacturing: Extended production runs
Security: Coverage gaps requiring extended hours
IT: System outages requiring extended support

Seven-Day Workweeks

Triggering seventh-day double-time:

Retail: Holiday shopping seasons
Hospitality: Peak event periods
Agriculture: Harvest seasons
Entertainment: Production schedules

Combined Daily and Seventh-Day

If the seventh day includes hours over 12:

Example: 14-hour shift on the seventh consecutive day

Hours	Rate
Hours 1-8	1.5× (seventh day rule)
Hours 9-12	1.5× (daily OT would be 1.5×, but seventh day rule already applies)
Hours 13-14	2× (daily double-time and seventh day 8+ both require 2×)

Alternative Workweek Schedules and Double-Time

Under an alternative workweek schedule:

4/10 Schedule

Regular time: Up to 10 hours
Time-and-a-half: Hours 10-12
Double-time: Hours over 12

3/12 Schedule (Healthcare)

Regular time: Up to 12 hours
Time-and-a-half: Not applicable under this schedule
Double-time: Hours over 12

Even with alternative schedules, daily double-time applies for hours exceeding the schedule's extended threshold.

Tracking Double-Time Compliance

Required Records

Employers must maintain records showing:

Daily start and end times
Total hours worked each day
Consecutive days worked within each workweek
Double-time hours and amounts paid

Time Tracking Systems

Modern time and attendance systems should:

Automatically identify double-time triggers
Track consecutive days worked within the workweek
Calculate correct rates based on regular rate
Generate alerts when approaching double-time thresholds
Maintain audit-ready records

Common Double-Time Mistakes

Missing Daily Double-Time

Wrong: Paying only time-and-a-half for all overtime hours regardless of daily length.

Right: Hours over 12 in a day must be paid at double-time.

Incorrect Seventh-Day Tracking

Wrong: Counting consecutive calendar days instead of workweek days.

Right: The seventh day must be the seventh day within the defined workweek.

Using Base Rate Only

Wrong: Calculating double-time on base hourly rate.

Right: Double-time applies to the regular rate including all compensation.

Resetting Consecutive Days

Wrong: Assuming a day off in one workweek resets the count for the next workweek.

Right: Each workweek's consecutive days are counted independently.

Managing Double-Time Costs

Scheduling Strategies

Limit daily hours: Cap shifts at 12 hours when possible
Ensure rest days: Schedule at least one day off per workweek
Rotate long shifts: Don't assign the same employees to extended hours repeatedly
Staff adequately: Maintain headcount to avoid requiring excessive hours
Plan for peaks: Hire temporary staff during high-demand periods

Cost Analysis

When evaluating shift coverage options:

Scenario	Cost for 4 Hours of Work
New shift (regular time)	4 × $20 = $80
Hours 9-12 (1.5×)	4 × $30 = $120
Hours 13-16 (2×)	4 × $40 = $160

Double-time makes extended shifts significantly more expensive than alternative coverage arrangements.

When Double-Time Makes Sense

Despite the cost, double-time may be appropriate when:

Emergencies require immediate extended coverage
Training a replacement would exceed double-time cost
Specialized skills aren't available on short notice
Legal or safety requirements mandate continuous coverage

Double-Time Exemptions

Exempt Employees

Exempt employees who meet salary and duties tests are not entitled to overtime or double-time.

Certain Alternative Workweek Arrangements

Some properly adopted alternative workweek schedules modify when double-time begins, but never eliminate it entirely for hours over 12.

Penalties for Violations

Failing to pay double-time when required results in:

All unpaid wages plus interest
Liquidated damages (equal to unpaid wages)
PAGA penalties
Waiting time penalties at termination
Potential class action liability

California's strong enforcement of double-time requirements makes compliance a priority for all employers with non-exempt workers.