Several hourly rates
Give each rate its own row with the hours worked at it. The calculator adds up straight-time pay across every row before it works out the blended rate for the week.
Free U.S. overtime calculator
Weighted Overtime: find the regular rate for a mixed-rate workweek
When an hourly worker earns more than one rate in a week, or picks up extra pay such as a shift differential, nondiscretionary bonus, commission, or other pay that counts toward the rate, overtime is not simply one base rate times 1.5. Enter one workweek to see the blended regular rate and the extra overtime premium owed for each hour beyond 40 under the basic federal method.
Everything is calculated on this page in your browser. The rates, hours, bonus figures, and other pay amounts you type are not uploaded.
Set up the regular-rate inputs
List each hourly rate with the hours actually worked at that rate, then add any other pay for the same week that you have already decided counts toward the regular rate.
Basic federal weekly regular-rate model
Weighted regular rate—
Pay counted in the regular rate divided by all hours worked in the week, shown after rounding to the cent.
Hours worked—
Hours beyond 40—
Straight-time pay—
Pay counted in the rate—
Extra half-time rate—
Extra overtime premium—
Modeled gross with exclusions—
How the figures were derived
—Notes on this result
Breakdown by hourly rate
Stays on your deviceThe amounts you enter are calculated locally.
Federal starting pointFollows the basic FLSA workweek method — not every state or industry variation.
No status rulingDoes not decide exempt or non-exempt status, or whether pay practices comply with the law.
The basic model this page appliesRegular rate = pay counted in the regular rate ÷ all hours worked in the workweek
Extra overtime premium = regular rate × 0.5 × hours beyond 40
Extra overtime premium = regular rate × 0.5 × hours beyond 40
Why a blended rate can differ from “1.5 × a single hourly rate”
Once a week includes two or more hourly rates, a shift differential that counts toward the rate, or a share of a nondiscretionary bonus or commission, the regular rate may land above or below any one base rate. That is why the federal approach first establishes the week's regular rate instead of picking one rate and multiplying it by 1.5.
This page assumes straight-time pay has already been paid for every hour worked. With that starting point, the amount it adds for overtime is the remaining half of the regular rate for each hour beyond 40.
Deciding what counts
Extra pay can move the overtime figure
The Fair Labor Standards Act generally begins with everything paid for employment and then removes items the statute excludes. What a payment is called does not settle whether a bonus, premium, reimbursement, benefit, or other amount belongs in the regular rate. Decide how a payment should be treated for the week first, and only then enter it below.
Shift differentials and incentive pay
Pay earned for work performed — including many shift differentials, nondiscretionary bonuses, commissions, and incentive payments — can change the regular rate. How a specific payment is handled depends on the facts and the law that applies.
Payments that may be excluded
Some payments can be left out of the regular-rate numerator when the statute's conditions are met. The calculator makes no judgment about whether a payment qualifies; the optional excluded-payments field is only for cases where that conclusion has already been reached.
This does not decide exempt status or legal compliance
The calculator cannot tell you whether an employee is covered by the FLSA, exempt from overtime, paid under a special overtime method, or owed daily overtime under state or local rules. It leaves out fluctuating-workweek pay plans, piece-rate methods, public-sector comp time, special hospital and fire-protection rules, collectively bargained formulas, and the full range of premium credits the law allows. Treat it as an open arithmetic model of the basic federal weekly calculation, then apply whichever legal and payroll rules actually govern the worker.
When it helps
Situations where a blended-rate check pays off
The calculator earns its keep whenever gross pay is more than one rate times the hours worked. The same situations often explain why an earnings statement that looks odd can still add up correctly.
Different roles or pay rates in the same week
A worker may spend part of a week on duties paid at one rate and the rest at another. The regular rate may then have to blend both rates and their hours, rather than use only the rate that applied during the overtime hours.
Bonus true-up for overtime
A promised production, attendance, safety, or similar bonus may have to be counted in the regular rate. When it covers more than one workweek, it may first need to be spread across those weeks before the overtime adjustment is figured.
Overtime with a shift differential
An evening, overnight, weekend, hazard, or comparable differential that counts toward the regular rate can push the blended rate — and the overtime premium — higher. Enter the portion assigned to the week you are modeling.
How the federal method works, with official sources
This page applies the basic regular-rate approach set out by the U.S. Department of Labor's Wage and Hour Division: all workweek pay that must be counted in the regular rate, divided by every hour worked, with overtime generally owed at no less than one and one-half times that regular rate for hours beyond 40. Showing only the half-time premium assumes straight-time pay already covers every hour worked.
Sources last reviewed: August 30, 2026. Check official guidance again whenever payroll rules or regulations change.
Common questions
Weighted overtime and regular rate: questions answered
Plain answers about how the model works and what it can and cannot confirm.
What does “weighted regular rate” mean?
When a week includes several rates or other pay that counts toward the rate, the regular rate is generally all of that counted pay divided by all hours actually worked. The resulting blended weekly rate is what the federal overtime calculation uses, subject to the FLSA and any exception that applies.
Why is only a half-time premium added?
Each rate row already includes straight-time pay for every hour worked, overtime hours included. Since that straight-time portion is already in the week's pay, the basic federal model adds the remaining half of the regular rate for each hour beyond 40, which brings those hours to time-and-a-half in total.
Can a nondiscretionary bonus change overtime?
Often, yes. According to the U.S. Department of Labor, nondiscretionary bonuses are generally counted in the regular rate unless a separate exclusion applies. If a bonus spans several workweeks, it may have to be assigned to the weeks in which it was earned before any overtime adjustment is calculated.
Are discretionary bonuses left out?
A bonus that is truly discretionary may be excludable when the statute's conditions are satisfied, but labeling a payment “discretionary” does not decide the matter. For that reason the calculator never classifies a bonus; you enter an amount as counted toward the rate only after you have settled how it should be treated.
Will it calculate California daily overtime?
No. The model covers only the basic federal rule for hours beyond 40 in a workweek. State daily overtime, double time, seventh-day rules, local ordinances, and special industry formulas are outside its scope.
Does it work if the employee earns just one rate?
Yes. Enter the single rate and the hours worked. With no other pay counted toward the rate, the weighted regular rate will usually match that hourly rate in this simplified model. The calculator becomes more informative once extra rates or other counted pay are involved.
Does the result show that payroll was handled correctly?
No. It shows one calculated scenario, not a legal conclusion. Coverage, exemption status, excluded payments, special overtime methods, state and local law, employment contracts, and payroll rounding practices can all change what is actually owed.
Are the rates, hours, and bonus amounts I enter saved?
No figures leave your browser — the calculation runs on this page, and the pay rates and hours are not sent to a PayStubCheck server for calculation. Any usage analytics are limited to non-sensitive details, such as how many rate rows were used and whether optional pay categories were filled in.