Asking to work additional hours can benefit your career and finances, but success depends on more than just willingness. A professional and strategic request is necessary. This involves understanding your rights, building a solid business case, and communicating your needs effectively to management. Successfully navigating this conversation can strengthen your position within the company.
Know Your Eligibility and Company Policy
Before requesting overtime, you should understand your legal standing and your employer’s specific rules. The Fair Labor Standards Act (FLSA) is a federal law that establishes regulations for overtime pay. The FLSA categorizes employees as either “non-exempt” or “exempt.” Non-exempt employees are entitled to overtime pay, calculated at one-and-a-half times their regular hourly rate, for any hours worked beyond a 40-hour workweek.
Exempt employees, often salaried professionals in administrative, executive, or professional roles, are generally not entitled to overtime pay. The specific duties of a role, not the job title, determine this status. It is a common misconception that all salaried employees are automatically exempt. The FLSA has specific tests related to job duties and salary level that determine an employee’s classification.
Beyond federal law, your company’s internal policies are a key source of guidance. Review your employee handbook or any documented policies regarding work hours and overtime. Many companies require formal pre-approval for any hours worked beyond the standard schedule. Following these rules ensures your request is compliant and prevents misunderstandings about compensation.
Prepare Your Case for Overtime
A successful overtime request is built on business needs, not personal financial desires, so you must present the extra hours as a solution to a company challenge. Frame your request around specific, time-sensitive business objectives. This could be an urgent project with a looming deadline, a seasonal increase in workload, or the need to provide coverage for an absent team member.
Start by documenting your current workload and responsibilities. Create a clear record of your ongoing projects, their deadlines, and the time required to complete them within your standard hours. This documentation will help you accurately estimate the amount of overtime needed. Be precise; instead of a vague request for “more hours,” specify the exact number of hours you anticipate needing and what you will accomplish.
This preparation shifts the conversation from a personal plea to a strategic proposal where you are offering a solution to ensure company goals are met. For example, you might identify that a critical report requires an additional five hours of focused work to complete by its Friday deadline, preventing potential delays or penalties. This approach demonstrates foresight and a commitment to the company’s success.
How to Make the Request
When you are ready to ask, your communication should be direct, professional, and solution-oriented. The method you choose—whether in person or via email—depends on your workplace culture and your relationship with your supervisor. A face-to-face conversation allows for immediate dialogue, while an email provides a written record and gives your manager time to consider it.
Regardless of the format, clearly connect the need for overtime to a business outcome. For instance, you might say, “To ensure we meet the client’s deadline for the project launch, I would like to request approval for three hours of overtime this Thursday evening.” It is helpful to present your well-prepared case, briefly outlining the specific tasks you will complete during that time.
Avoid language that centers on personal benefit. Instead of saying, “I could use the extra money,” maintain a professional focus on work-related objectives. Presenting your request as a proactive measure to support the team and the company’s goals positions you as a responsible and dedicated employee, increasing the likelihood of a positive response.
What to Do if Your Request is Denied
Receiving a “no” to an overtime request can be disappointing, but your response is an opportunity to demonstrate professionalism by accepting the decision gracefully. Your manager likely has reasons for the denial, such as budgetary constraints or a desire to prevent employee burnout, which may not be immediately apparent to you.
A professional reaction involves thanking your manager for their time and consideration. You can then shift the conversation toward workload management. This reframes the situation to a shared goal of completing work effectively within the existing schedule.
You might ask a clarifying question, such as, “Thank you for letting me know. Given the upcoming deadline, could you help me prioritize my current tasks to ensure the most critical items are completed within my regular hours?” This approach shows that you are a proactive problem-solver focused on achieving company goals and turns a potential conflict into a collaborative discussion about priorities.