Enter your hourly rates and hours worked for each role. The calculator will compute your blended regular rate and overtime pay using the legal weighted average method required by FLSA and NYLL.
See how the blended rate calculation works in practice. These examples show the total pay for a 45-hour workweek (5 overtime hours) using the legal weighted average method required by NYC law.
| Scenario | Rate 1 | Hrs 1 | Rate 2 | Hrs 2 | Total Hrs | Blended Reg Rate | Blended OT Rate | Total Pay |
|---|---|---|---|---|---|---|---|---|
| Restaurant (tipped + host) | $11.35 | 25 | $17.00 | 20 | 45 | $13.86 | $20.79 | $727.71 |
| Retail (shift diff) | $17.00 | 30 | $18.50 | 15 | 45 | $17.50 | $26.25 | $918.75 |
| Healthcare (weekend) | $20.00 | 35 | $25.00 | 10 | 45 | $21.11 | $31.67 | $1,108.33 |
| Admin + Tech | $18.00 | 20 | $22.00 | 25 | 45 | $20.22 | $30.33 | $1,061.67 |
All examples use 2026 NYC minimum wage ($17.00/hr for all employers) as the legal floor. The restaurant example uses the hospitality tipped food service worker cash wage ($11.35/hr) alongside a non-tipped host rate ($17.00/hr), per the NYLL Hospitality Wage Order. These are estimates for illustration only. Actual pay may vary based on specific wage agreements and tip credits.
A blended overtime rate is the weighted average of all your hourly pay rates when you work at two or more different rates in the same workweek. Under federal law (FLSA) and New York Labor Law, your employer must use this blended (weighted average) rate — not your highest rate or your lowest rate — to calculate your overtime pay.
When you work different roles or shifts at different pay rates, your "regular rate of pay" for overtime is the average of all those rates, weighted by the hours worked at each rate. This becomes your blended regular rate. Your overtime premium is 1.5 times that blended rate for every hour over 40 in a workweek.
For example, if you work 30 hours at $17.00/hr and 15 hours at $18.50/hr, your blended regular rate is $17.50/hr. Your overtime rate is $26.25/hr (1.5 × $17.50). Using the lowest rate ($17.00) alone for overtime would be illegal — and could mean you're owed back wages.
Yes. In NYC, part-time employees are entitled to overtime pay under the same rules as full-time employees. Under both FLSA and NYLL, any non-exempt employee — regardless of part-time or full-time status — must receive overtime pay for hours worked over 40 in a workweek.
The key factor is not whether you're part-time or full-time, but whether you're exempt or non-exempt. Most hourly workers are non-exempt and eligible for overtime. Exempt employees are typically salaried professionals meeting both a duties test and a salary threshold. Under federal FLSA, the general salary floor for exemption is $684 per week; however, for executive and administrative roles in New York City, the state-specific threshold is higher — $1,275 per week ($66,300/year) as of 2026. Part-time hourly employees are almost always non-exempt.
NYC follows the same overtime threshold (40 hours) as federal law, but with a higher minimum wage floor. As of January 1, 2026, NYC's minimum wage is $17.00/hr for all employers, regardless of employer size. (The former distinction between large employers with 11 or more employees and small employers with 10 or fewer was eliminated in 2019.) This higher base wage affects your blended rate calculation because all pay rates must meet or exceed the applicable NYC minimum wage.
If you work two part-time jobs for the same employer — for example, 20 hours in the warehouse at $17.00/hr and 25 hours in the office at $19.00/hr — your employer must use the blended rate method for overtime. Even though you're part-time, once you exceed 40 total hours, overtime is required.
Use the calculator above to see exactly what your blended overtime rate should be.
The blended overtime rate calculation uses the weighted average method required by FLSA. Here's exactly how it works, step by step. We'll use a real example throughout: 30 hours at $17.00/hr and 15 hours at $18.50/hr, totaling 45 hours.
Multiply each rate by the hours worked at that rate, then add them together.
Example: (30 × $17.00) + (15 × $18.50) = $510 + $277.50 = $787.50
Add all hours worked across all rates in the workweek.
Example: 30 + 15 = 45 hours
Divide total regular earnings by total hours.
Example: $787.50 ÷ 45 = $17.50/hr
Multiply the blended regular rate by 1.5 (time-and-a-half).
Example: $17.50 × 1.5 = $26.25/hr
Even well-intentioned employers make mistakes with blended overtime calculations. Here are the most common errors — and how to spot them. If you see any of these on your pay stub, you may be owed back wages.
Mistake 1: Using the Lowest Rate for Overtime (Most Common Violation)
The most frequent FLSA violation is employers calculating overtime using only the lowest pay rate
the employee worked at during the week. This reduces the overtime pay owed. Occasionally employers use the
highest rate instead, which also misrepresents the calculation. Either way, FLSA requires the weighted
average of all rates worked — no single flat rate is permitted.
Mistake 2: Not Including Bonuses in the Regular Rate
Non-discretionary bonuses (performance bonuses, attendance bonuses, etc.) must be included in the regular
rate calculation. If your employer excludes them, your blended rate is too low.
Mistake 3: Misclassifying Employees as Exempt
Some employers classify workers as "salaried" or "exempt" to avoid overtime. Under FLSA, you must earn at
least $684/week AND perform exempt job duties to qualify at the federal level. In New York City, the bar is
higher: executive and administrative employees must earn at least $1,275/week ($66,300/year) to qualify for
those specific state exemptions. If you're paid hourly, you're almost certainly non-exempt regardless of
your job title.
Mistake 4: Ignoring NYC Minimum Wage Impact
All rates used in the blended calculation must meet or exceed the NYC minimum wage ($17.00/hr for all
employers as of January 1, 2026). If any rate is below this floor, your employer is violating NYC law. Note
that since 2020, all NYC employers — regardless of size — pay the same minimum wage rate.
Mistake 5: Not Including Shift Differentials
Extra pay for evening, night, or weekend shifts must be included in the regular rate. If your employer
excludes these, your blended rate is understated.
The "regular rate" is the foundation of all overtime calculations. Under FLSA, it includes more than just your base hourly wage. Understanding what counts — and what doesn't — is essential for accurate blended rate calculations.
Included in the regular rate:
Excluded from the regular rate:
NYC-specific note: New York Labor Law generally follows FLSA for regular rate definitions but has stricter record-keeping requirements. Employers must maintain accurate records of all hours worked and pay rates for each position.
Example scenario:
You work 30 hours as a food service worker at $11.35/hr (tipped cash wage under NYLL Hospitality Wage Order)
and 15 hours as a host at $17.00/hr. You also receive a $100 weekly non-discretionary performance bonus.
Your regular rate for the week must include the bonus:
NYC overtime rules follow federal FLSA standards in most respects, but there are important differences — particularly around minimum wage floors and record-keeping. Here's what you need to know.
Similarities (NYC follows FLSA):
Differences (NYC-specific):
| Factor | Federal (FLSA) | NYC (NYLL + Local) |
|---|---|---|
| Minimum wage | $7.25/hr | $17.00/hr (all employers, eff. Jan 1, 2026) |
| Overtime threshold | 40 hrs/week | 40 hrs/week |
| Overtime rate | 1.5× regular rate | 1.5× regular rate |
| Exempt salary threshold (Exec/Admin) | $684/week ($35,568/yr) | $1,275/week ($66,300/yr) for NYC |
| Statute of limitations | 2-3 years | 6 years |
| Liquidated damages | Up to 100% | Up to 100% |
| Record-keeping | Basic | Stricter (written notice required) |
| Primary overtime claim body | U.S. DOL / federal court | NYSDOL (dol.ny.gov) |
Most overtime calculators are generic. They apply federal rules to everyone, ignoring NYC-specific laws, minimum wage floors, and part-time employee realities. Law firm blogs explain the rules but don't help you calculate your actual pay. This page changes that.
What makes this calculator unique:
1. NYC-Specific Calculations
Every calculation uses NYC's minimum wage ($17.00/hr for all employers, effective January 1, 2026) as the
legal floor. If any of your rates fall below this, the calculator flags it. Generic calculators don't do
this — they assume the federal minimum wage ($7.25/hr), which is irrelevant in NYC.
2. Part-Time Employee Focus
This tool was built for part-time employees who work multiple roles at different rates. Whether you're a
restaurant worker with tipped and non-tipped tasks, a retail employee with shift differentials, or a
healthcare worker with weekend premiums — this calculator handles your specific situation.
3. Legal Accuracy
The calculator uses the FLSA-mandated weighted average method. It also shows you where the most common
violation point is — employers using a single flat rate instead of the blended rate — so you can spot
underpayment on your own pay stub.
4. Integrated Education + Tool
You don't need to visit a law firm blog for the rules and a separate site for the calculation. Everything is
here in one place: the legal context, the step-by-step guide, and the working calculator.
5. Free, Instant, No Signup
No email required. No paywall. No SaaS upsell. Just enter your rates and hours, and get your answer
instantly.
6. 2026 Data
All calculations use the 2026 NYC minimum wage ($17.00/hr, effective January 1, 2026) and current legal
standards. Generic calculators often use outdated figures.
| Competitor Type | Their Weakness | Our Advantage |
|---|---|---|
| Generic calculators | No NYC context, no part-time focus | NYC-specific ($17.00/hr) + part-time focus |
| Law firm blogs | No calculator, dense legal text | Calculator + clear explanation |
| SaaS tools | Requires signup, upsells | Free, instant, no signup |
| University PDFs | Not NYC-specific, poor UX | NYC-specific + mobile-friendly |
Your rights under NYC law:
NYC workers have strong protections. Under the New York Labor Law, you can:
Final summary:
This page exists because NYC part-time employees deserve to know exactly what they're owed. No other tool combines:
You've already taken the first step by using this calculator. Now you know your rights — and what you should be paid.
This calculator uses the FLSA-mandated weighted average method for blended overtime calculations. Here's exactly how it works, step by step, so you can verify the math yourself.
The formulas:
Step 1: Calculate Total Regular Earnings
Total Regular Earnings = (Rate₁ × Hours₁) + (Rate₂ × Hours₂) + ... + (Rateₙ × Hoursₙ)
Step 2: Calculate Total Hours Worked
Total Hours = Hours₁ + Hours₂ + ... + Hoursₙ
Step 3: Calculate Blended Regular Rate
Blended Regular Rate = Total Regular Earnings ÷ Total Hours
Step 4: Calculate Overtime Hours (if any)
Overtime Hours = max(0, Total Hours − 40)
Step 5: Calculate Blended Overtime Rate
Blended Overtime Rate = Blended Regular Rate × 1.5
Step 6: Calculate Total Pay
Total Pay = Total Regular Earnings + (Overtime Hours × Blended Overtime Rate)
Legal basis:
Assumptions & limitations:
Why we use the weighted average method:
FLSA requires employers to use the weighted average (blended rate) method when an employee works at two
or more rates in a workweek. This ensures that overtime pay accurately reflects the employee's actual
earnings mix. Using any single flat rate — whether the highest or the lowest — instead of the weighted
average is a violation of FLSA and NYLL.
These tools cover other New York City and New York State wage calculations that may apply to your situation: