Employment

Find out whether your paycheck reflects the hours and protections the law already guarantees you.

Wage and leave rights are often misunderstood — by workers and employers alike. We help you check your pay against federal overtime and minimum-wage standards and confirm whether you qualify for protected leave. If something looks off, you’ll know what questions to ask.

Try the 3 tools ↓ Get them on your site

Who it’s for

Hourly and salaried workers who suspect unpaid overtime or underpayment, or who need job-protected time away from work.

Why it works

When a worker can see a concrete gap between what they were paid and what the law requires, a vague sense of unfairness becomes a claim worth pursuing.

The employment toolkit

3 calculators, one practice area.

Each runs in the visitor’s browser, shows a real answer instantly, then routes a lead to the firm. No sign-up, nothing stored.

Unpaid Overtime (FLSA) Estimator

employment

Estimates unpaid overtime by comparing the hours you worked beyond 40 in a week to the time-and-a-half standard set by the Fair Labor Standards Act.

What you enter: Your hourly rate (or salary and schedule) and the hours you actually worked, including time off the clock.
What you get: An illustrative estimate of overtime that may be owed and whether your role is likely covered by the FLSA.

Minimum-Wage Shortfall

employment

Checks your effective hourly pay against the federal minimum wage to flag a possible shortfall under the Fair Labor Standards Act.

What you enter: Your total pay for a period and the hours worked, including any tip credits or deductions.
What you get: A qualitative read on whether your effective rate may fall below the federal floor.

FMLA Eligibility Screener

employment

Helps you gauge whether you meet the basic eligibility criteria for job-protected leave under the Family and Medical Leave Act, such as tenure, hours worked, and employer size.

What you enter: Your length of employment, hours worked over the past year, and the size of your employer’s workforce.
What you get: An illustrative sense of whether you likely qualify for FMLA leave and what to confirm with counsel.

Try it now — live

See your estimate for yourself.

This is the real tool your visitors would use, recolored to your firm.

yourfirm.com/tools

Your regular hourly rate

Overtime hours worked per week (over 40)

Number of weeks

Were those hours paid at straight time (not unpaid)?

Estimated unpaid overtime

Liquidated (double) damages may apply, and the look-back is generally 2 years (3 if willful).

Owed per OT hour$0

OT hours × weeks0 × 0

Estimated back wages$0

Illustrative FLSA estimate. The 'regular rate' may include bonuses; exemptions, state daily-OT rules, and the 2/3-year limitations period affect recovery. Not legal advice. This is an illustrative estimate for general informational purposes only. It is not legal, tax, or financial advice, it does not create an attorney–client relationship, and it is not a quote, promise, prediction, or guarantee of any benefit, amount, eligibility, deadline, or outcome. Figures are based on published government sources as of the date shown and change over time; results may not reflect current law or the facts of your situation. Do not rely on this tool — consult a licensed attorney before taking or refraining from any action.

How it works

From curious to qualified, in three steps.

Review

Lay out your hours, pay, and job duties to see how they map to federal standards.

Check

Compare your pay to overtime and minimum-wage requirements under the FLSA.

Act

If a shortfall or leave-eligibility question appears, discuss next steps with counsel.

The key numbers

The verified figures behind the math.

Every calculator draws on published government sources, dated and monitored. These are the current ones for employment.

1.5

FLSA overtime premium

As of 2026 · 29 U.S.C. §207(a) — time-and-one-half for hours over 40 in a workweek

7.25

Federal minimum wage

As of 2026 · 29 U.S.C. §206(a)(1) — federal minimum wage

Common questions

Employment — answered.

Am I owed overtime even though I’m on a salary?

Salary alone doesn’t decide it — overtime eligibility under the FLSA turns on your actual duties and how you’re paid, not just your title. Many salaried roles are still entitled to overtime.

My employer says I’m an independent contractor. Does that end the question?

Not necessarily; the FLSA looks at the economic reality of the working relationship rather than the label on your paperwork. Misclassification can mean overtime and minimum-wage protections still apply.

Does unpaid “off the clock” work count?

Time you’re required or permitted to work generally counts, even if it happens before clocking in, after clocking out, or during a working lunch, under the FLSA. Those minutes can add up to real unpaid wages.

Who is eligible for FMLA leave?

Eligibility generally depends on how long you’ve worked for the employer, the hours you’ve logged, and whether the employer is large enough to be covered under the Family and Medical Leave Act. Meeting all three is what unlocks job-protected leave.

Can my employer retaliate if I raise a wage complaint?

The FLSA prohibits retaliation against workers who assert their wage rights, so an employer generally can’t lawfully punish you for raising a good-faith concern. If retaliation happens, it can become its own claim.

Why it’s built this way

Numbers you can stand behind.

Official sources only

Every figure traces to a federal or state primary source — VA, SSA, IRS, USCIS, the U.S. Trustee — with its effective date shown.

Attorney-reviewed

Tools are reviewed by a licensed attorney and ship as illustrative information, never as advice or a guarantee.

Always current

Monitored on each source’s own cadence — annual COLA, quarterly IRS interest, and so on — so a stale number can’t linger.

Zero retention

The math runs in the visitor’s browser. No claimant data is stored unless they choose to send it to the firm.

Related practice areas

Put the employment toolkit on your firm’s site.

One line of code, or let us build the whole site. It runs itself — no agency, no retainers.

Start free See all practice areas

This is an illustrative estimate for general informational purposes only. It is not legal, tax, or financial advice, it does not create an attorney–client relationship, and it is not a quote, promise, prediction, or guarantee of any benefit, amount, eligibility, deadline, or outcome. Figures are based on published government sources as of the date shown and change over time; results may not reflect current law or the facts of your situation. Do not rely on this tool — consult a licensed attorney before taking or refraining from any action.