Multiple hourly rates
Enter each hourly rate and the hours worked at that rate. The calculator first totals straight-time wages across all rate rows before determining the weighted average for the workweek.
Free U.S. payroll calculation tool
Calculate weighted overtime and the regular rate
Model the basic federal workweek calculation when an hourly employee works at multiple rates or receives compensation such as shift differentials, nondiscretionary bonuses, commissions, or other includable pay. The tool calculates the weighted regular rate and the additional overtime premium for hours over 40.
Browser-only calculation. Wage rates, hours, bonuses, and other payroll amounts stay in this page while you use the tool.
Build the regular-rate calculation
Enter the hourly rates and hours actually worked at each rate. Then add weekly compensation that should be included in the regular-rate calculation for the scenario you are reviewing.
Federal weekly regular-rate model
Weighted regular rate—
Includable workweek compensation divided by total hours worked, displayed using a cent-rounded calculation convention.
Total hours—
Hours over 40—
Straight-time wages—
Includable compensation—
Additional half-time rate—
Additional OT premium—
Modeled gross incl. exclusions—
Calculation trace
—Calculation context
Hourly-rate breakdown
Browser-onlyEntered payroll amounts stay local to the calculator.
Federal baselineModels the basic FLSA workweek rule, not every state or industry rule.
No classification decisionDoes not determine exempt/non-exempt status or legal compliance.
Basic model used by this calculatorRegular rate = includable workweek compensation ÷ total hours worked
Additional OT premium = regular rate × 0.5 × hours over 40
Additional OT premium = regular rate × 0.5 × hours over 40
Why weighted overtime can differ from “1.5 × one hourly rate”
If an employee works at two or more hourly rates, receives an includable shift differential, or earns a nondiscretionary bonus or commission allocated to the workweek, the regular rate can be higher or lower than any single base rate. The federal overtime calculation therefore begins by determining the regular rate for the workweek rather than automatically multiplying one chosen rate by 1.5.
This calculator assumes straight-time wages have already been paid for every hour worked. Under that setup, the overtime amount added is the extra one-half regular-rate premium for hours over 40.
What belongs in the regular rate?
Compensation can change the overtime calculation
The Fair Labor Standards Act generally starts from all remuneration for employment, subject to statutory exclusions. Labels alone do not decide whether a bonus, premium, reimbursement, benefit, or other payment belongs in the regular rate. Use the fields below only after determining how the payment should be treated for the workweek you are reviewing.
Shift differentials and incentives
Compensation paid for work performed—such as many shift differentials, nondiscretionary bonuses, commissions, and incentive payments—can affect the regular rate. The exact treatment depends on the facts and applicable law.
Excludable payments
Certain payments can be excluded from the regular-rate numerator if the statutory requirements are met. This tool does not decide whether a payment qualifies for an exclusion; the optional excluded-payments field is for scenarios where that determination has already been made.
This is not an exempt-status or legal-compliance classifier
The calculator does not determine whether an employee is covered by the FLSA, exempt from overtime, subject to a special overtime method, or entitled to daily overtime under state or local law. It does not model fluctuating-workweek arrangements, piece-rate rules, public-sector compensatory time, special hospital or fire-protection rules, union-contract formulas, or every permissible premium credit. Use it as a transparent arithmetic model for the basic federal weekly calculation, then apply the legal and payroll rules that actually govern the employee.
Common payroll scenarios
Where a weighted regular-rate check is useful
The tool is particularly useful when the gross-pay calculation is more complicated than one hourly rate multiplied by hours worked. Those same scenarios can also explain why a pay stub that looks unusual may still reconcile correctly.
Two jobs or rates in one week
An employee may work different duties at different hourly rates during the same workweek. The regular-rate calculation can require combining the compensation and hours rather than selecting only the rate in effect during overtime hours.
Nondiscretionary bonus true-up
A production, attendance, safety, or other promised bonus may need to be included in the regular rate. If a bonus covers more than one workweek, allocation across the covered period can be necessary before calculating the overtime adjustment.
Shift differential overtime
An evening, night, weekend, hazard, or similar differential that belongs in the regular rate can raise the weighted rate used to calculate the overtime premium. Enter the workweek amount allocated to the period being modeled.
Federal methodology and official sources
This calculator follows the basic regular-rate framework described by the U.S. Department of Labor Wage and Hour Division: total workweek compensation required to be included in the regular rate divided by total hours worked, with overtime generally due at not less than one and one-half times the regular rate for hours over 40. The calculator's half-time-premium presentation assumes straight-time compensation is already included for all hours worked.
Source review: August 30, 2026. Official guidance should be rechecked when payroll rules or regulations change.
Frequently asked questions
Weighted overtime and regular-rate FAQ
These answers explain the calculation model and the limits of what the tool can establish.
What is a weighted regular rate?
For a workweek with multiple rates or other includable compensation, the regular rate is generally based on total includable compensation divided by total hours actually worked. That weighted workweek rate is then used for the federal overtime calculation, subject to the FLSA and any applicable exceptions.
Why does the calculator add only a half-time premium?
The rate rows are designed to include straight-time pay for every hour worked, including overtime hours. Because that straight-time component is already part of the weekly compensation, the basic federal model adds another one-half of the regular rate for each hour over 40 to reach time-and-one-half overall.
Do nondiscretionary bonuses affect overtime?
They often can. The U.S. Department of Labor explains that nondiscretionary bonuses generally are included in the regular rate unless another exclusion applies. If a bonus covers multiple workweeks, the amount may need to be allocated to the workweeks in which it was earned before calculating any overtime adjustment.
Are discretionary bonuses excluded?
A genuinely discretionary bonus can be excludable if the statutory requirements are met. Calling a payment “discretionary” does not by itself settle the question. The calculator therefore does not classify bonuses; it lets you enter an amount as includable only after you have determined the appropriate treatment.
Does this calculate California daily overtime?
No. This tool models the basic federal workweek rule for hours over 40. It does not calculate state daily overtime, double time, seventh-day rules, local rules, or special industry formulas.
Can I use it when an employee works at only one rate?
Yes. Enter one hourly rate and the hours worked. If there are no additional includable earnings, the weighted regular rate will ordinarily equal that hourly rate under this simplified setup. The tool becomes more useful when additional rates or includable compensation are present.
Does the result prove payroll compliance?
No. It is a calculation scenario, not a legal determination. Coverage, exemption status, payment exclusions, special overtime methods, state law, local law, contracts, and payroll rounding practices can change the amount actually required.
Are my wage rates, hours, and bonus amounts stored?
The calculation runs locally in the browser. Those monetary and hour values are not sent to a PayStubCheck calculation endpoint. Analytics events are limited to safe product-use fields such as the number of rate rows and whether optional compensation categories were used.