PTO Accrual Calculator
Calculate how much paid time off you accrue per pay period based on your annual PTO hours and pay schedule. Plan your vacation time accurately.
Comp Time Accrual Calculator
Calculate compensatory time off earned from overtime hours at the 1.5x rate. Track your comp time balance, usage, and remaining hours for public-sector employees.
hrs
hrs
Balance from prior period
hrs
$/hr
Comp Time Earned⧉
90.00 hrs
60.00 OT hrs x 1.5 rate
Available Balance⧉
114.00 hrs
Equivalent to 14.3 workdays
Cap Utilization⧉
47.5%
114.00 of 240.00 hrs used
Forfeited Hours⧉
0.00 hrs
No hours forfeited
Cash Value⧉
$3,990.00
114.00 hrs x $35.00/hr
Payout at Separation⧉
$3,990.00
Policy: Full Payout at Separation
OT Cash Cost Saved⧉
$3,150.00
Cost avoided by granting comp time vs OT pay
Earn-to-Use Ratio⧉
5.63:1
Risk: accumulating faster than using
Cap Utilization
114.00 / 240.00 hrs (47.5%)
FLSA Comp Time Reference
| Employee Type | Accrual Rate | Max Cap | Payout Required |
|---|---|---|---|
| Non-Exempt (Public Sector) | 1.5x | 240 hrs | Yes, at separation |
| Public Safety / Emergency | 1.5x | 480 hrs | Yes, at separation |
| State/Local Government | 1.5x | Varies by state | Varies |
| Private Sector (Agreement) | 1.0x-1.5x | Per agreement | Per agreement |
| Exempt Employees | Not eligible | N/A | N/A |
Planning notes, formulas, and examples
About the Comp Time Accrual Calculator
Compensatory time (comp time) allows public-sector employees to receive paid time off instead of overtime pay. Under the FLSA, comp time accrues at 1.5 hours for every overtime hour worked — the same multiplier as overtime pay. This means 10 overtime hours become 15 hours of comp time.
This calculator tracks your comp time balance by computing accruals from overtime hours, subtracting time you've already used, and showing your remaining balance. It also checks against the FLSA's 240-hour cap (480 hours for public safety and emergency personnel).
Whether you're a government employee tracking your own comp time or a supervisor managing team balances, this output gives you a clear, accurate picture.
When This Page Helps
Comp time math is simple but tracking it across months of varying overtime is tedious. This calculator shows your current balance quickly and flags when you're approaching the FLSA cap, preventing compliance issues.
How to Use the Inputs
- Enter the total overtime hours you've worked.
- The calculator automatically applies the 1.5x multiplier.
- Enter any comp time hours you've already used.
- Enter the applicable cap (240 or 480 hours).
- Review your earned comp time, used, and available balance.
Formula used
Comp Time Earned = Overtime Hours × 1.5
Available Balance = Comp Time Earned − Hours Used
Capped Balance = Min(Available Balance, Cap)Example Calculation
Result: 60 hrs earned, 48 hrs available
40 overtime hours × 1.5 = 60 comp time hours earned. After using 12 hours, the available balance is 60 − 12 = 48 hours. This is well below the 240-hour cap.
Tips & Best Practices
- Comp time is generally only available to public-sector (government) employees under FLSA.
- Private-sector employers typically must pay overtime in wages, not comp time.
- The FLSA cap is 240 hours for most employees and 480 hours for public safety workers.
- Unused comp time must be paid out at the employee's regular rate upon separation.
- Some collective bargaining agreements modify comp time rules — check your CBA.
- Track overtime and comp time usage per pay period for accurate record-keeping.
Comp Time Under the FLSA
The Fair Labor Standards Act permits state and local government employers to offer comp time instead of overtime pay. The arrangement must be established through a collective bargaining agreement, or the employee must agree to it before performing the overtime work.
Tracking Comp Time Balances
Accurate record-keeping is essential. Employers must track overtime hours, the 1.5x conversion, usage, and running balances per employee. Many government payroll systems handle this automatically, but periodic audits help ensure accuracy.
Financial Impact for Agencies
Comp time shifts costs from the current budget period to a future one. While it saves immediate cash outlay, it creates a growing liability. When employees separate, all unused comp time must be paid out, often at a rate higher than when it was earned.
Sources & Methodology
Last updated:
Frequently Asked Questions
Compensatory time (comp time) is paid time off granted to employees in lieu of overtime pay. Under the FLSA, it accrues at 1.5 hours for each overtime hour worked, matching the overtime premium rate.
Generally no. The FLSA requires private-sector employers to pay overtime wages. Comp time is primarily allowed for state and local government employees. Some private employers offer informal flex time, but it doesn't have the same legal framework.
The FLSA caps comp time at 240 hours for most government employees and 480 hours for those in public safety, emergency response, or seasonal activities. Once you hit the cap, overtime must be paid in wages.
Yes. Under the FLSA, unused comp time must be paid at the employee's regular rate of pay (or the average regular rate over the last 3 years, whichever is higher) when the employee separates from service.
Employers can require employees to use accrued comp time, provided they give reasonable notice. However, employees also have the right to use comp time within a reasonable period after requesting it.
The FLSA does not impose an expiration date on comp time. However, some agencies have internal policies requiring usage within a certain period. Unused comp time remains a liability until used or paid out.
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