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Home > Payroll > Taxes & Garnishments > Where Can I Find My Overtime Earnings for 2025?
Where Can I Find My Overtime Earnings for 2025?
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Quick Answer

Your 2025 overtime earnings are included in your total wages and are not broken out separately on your W-2. To see your overtime year-to-date total, review the Year-To-Date (YTD) column on your final 2025 pay statement in Dayforce.

 

How to Access Your Pay Statement in Dayforce & Find Your 2025 Overtime Amount

To identify your overtime earnings for the year:

  1. Log in to Dayforce using the Dayforce app or web login.

  2. From your Employee profile, select the Menu (☰ icon) in the top left corner.

  3. Select Earnings from the menu.

  4. Click the Earning Statements page.

  5. Select the last pay statement of 2025.

  6. Look for the Overtime line item.

  7. Review the Year-To-Date (YTD) Amount column associated with the Overtime line item.

The YTD figure reflects the total overtime earnings paid to you during the 2025 calendar year.

 

Why Isn’t Overtime Listed Separately on My W-2?

  • Employers are not required under federal tax law to break out overtime earnings separately on W-2 forms.

  • The W-2 reports total taxable wages, which include:

    • Regular pay

    • Overtime pay

    • Other taxable earnings (such as commissions, bonuses, and more, if applicable)

This is standard payroll and tax reporting practice and applies to 2025 wages.

 

Using This Information for Tax Purposes

If you are exploring tax credits, deductions, or programs related to overtime earnings for 2025:

  • Use the Overtime YTD amount from your final 2025 pay statement as your reference.

  • Keep a copy of that pay statement with your tax records.

  • Share the information with your tax advisor or preparer, who can determine how it applies to your individual tax situation.

    • Important: LWG cannot provide personal tax advice. Eligibility for any tax benefit is determined by tax law and your individual circumstances.

 


 

Disclaimer:
This article provides general information and guidance and may not address every situation or state-specific requirement. It does not create a contract, guarantee, or promise of any specific outcome. Company policies, practices, and legal requirements may vary by state and may change over time. This article does not replace or supersede applicable laws or official Company policies, handbooks, manuals, or training materials.

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