W-2 box 12 code TT, rebuilt workweek by workweek
For employers and bookkeepers whose payroll may not work out qualified overtime, or only partly: QuickBooks Desktop payroll in some setups, spreadsheets or after-the-fact payroll. Load your pay lines and get the amount for each employee, with the regular rate and hours behind every week.
- Stays on your computer. The file is read in your browser and never uploaded.
- The IRS method. For each workweek: FLSA hours worked over 40 × ½ × FLSA regular rate (IRS FS-2026-13, Q12).
- Shows its working. Download a week-by-week worksheet to keep with your W-2 records.
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1. Load your pay lines
One row per pay line: Employee, Date, Pay item, Hours, Amount. Optional columns: Pay date, Multiplier, Period start, Period end (for bonuses that cover several weeks). The date is the day worked or any day in the workweek. If a paycheck covers two weeks, split its lines by week using your timesheets.
2. Check the settings
Workweek: your fixed, recurring 7-day period. Tax year: the year the pay was paid (pay date), not worked. Bonus spreading follows 29 CFR 778.209: every workweek of the bonus period must be in your file. Per week assumes equal earnings each week; use per hour when that assumption does not fit (778.209(b)).
Pay items
We guessed a category for each pay item. Check every one; a wrong category gives a wrong amount.
| Pay item | Lines | Category | Multiplier |
|---|
Employees
Untick anyone exempt from FLSA overtime (for example salaried managers who meet the exemption tests). Only overtime-eligible employees have code TT.
3. Results
Show every workweek
How the amount is worked out
- Workweeks. Lines are grouped into your fixed workweek. Each week stands alone; hours are never averaged across weeks (FS-2026-13, Q13).
- Hours worked. Regular and overtime hours count. Holiday, vacation, sick and other paid time off do not, so 36 hours worked plus an 8-hour holiday gives no overtime.
- Regular rate. Pay for the week, divided by hours worked. It includes shift differentials, nondiscretionary bonuses and commissions, and any tip credit. It leaves out overtime premiums for hours over 8 a day, 40 a week or normal hours (at any multiplier), weekend and holiday premiums of 1.5× or more, discretionary bonuses, gifts, reimbursements and pay for time not worked (29 USC 207(e)).
- Code TT for the week. Hours over 40 × ½ × regular rate. If you pay double time, or overtime under a state daily rule, only the half the FLSA requires counts (FS-2026-13, Q16). Code TT is overtime paid: if less premium was paid than required, the week shows what was paid and the rest is listed as owed (FS-2026-13, Q10 and Q21).
- Bonuses for longer periods are spread back over the weeks they cover. The extra half-rate they create for the overtime weeks is owed to the employee; it counts as code TT once it has been paid, so tick the box above only if you paid it.
- Rounding. Rates are kept unrounded; each week is rounded to the cent, and totals add the rounded weeks.
- Incomplete totals. An employee with a skipped line, a bonus that could not be spread, underpaid overtime or a year-end week without a pay date is marked incomplete in the totals and in the download.
What it does not do
- Salaried nonexempt and fluctuating-workweek pay, 207(g)(2) rate-in-effect agreements, the hospital 8-and-80 system, police and fire work periods, and public-sector comp time are not worked out. Rows marked as these leave the employee's total flagged as incomplete.
- It does not decide who is exempt, what counts as hours worked, or whether a bonus is discretionary. Those depend on your facts.
- It is a calculation worksheet, not tax or legal advice. Check the result against the official guidance or with your tax adviser before you file. If a W-2 you already filed is wrong, the IRS says to correct it on Form W-2c (FS-2026-13, Q11).
Step-by-step explanation with worked examples: how to calculate code TT.
Sources: IRS Fact Sheet FS-2026-13 (August 2026), DOL Fact Sheet #56A, regular rate, 29 CFR part 778.