π½ New York Overtime Calculator
2026 NY rules: 1.5x pay and the exempt salary test.
Weekly pay with New York overtime
Estimates for planning only, not financial advice.
New York requires overtime at 1.5 times the regular rate past 40 hours a week, like federal law, but sets its own higher salary thresholds for exempt status. In 2026, executive and administrative employees in New York City, Nassau, Suffolk, and Westchester must earn at least $66,300 a year ($1,275 a week) to be exempt; elsewhere in the state the line is $62,353.20 ($1,199.10 a week). Earn less and the duties test does not matter: overtime applies.
How to Use This Calculator
Enter your hourly rate and weekly hours for the overtime math, then pick your region and enter your annual salary for the 2026 exempt threshold test. The calculator shows weekly gross with overtime and whether the salary clears the exemption line.
Enter hourly rate and hours. Hours over 40 price at 1.5x automatically.
Pick your region and enter salary. The threshold differs between downstate and the rest of the state.
Read the exempt test. Below the line, you are likely overtime-eligible regardless of title. Our general overtime calculator covers the federal baseline.
New York Overtime Rules for 2026
New York's thresholds exceed the federal $684 a week, so the state test governs for executive and administrative exemptions. Professional exemptions follow the federal salary level since New York sets none. Note the salary test is necessary but not sufficient: the job must also meet the duties test for the exemption claimed.
Worked Example
An hourly worker in Queens earns $20 an hour and works 48 hours. Regular pay: 40 x $20 = $800. Overtime: 8 x $30 = $240. Weekly gross: $1,040. Separately, a salaried office manager in the same borough earns $60,000: below the $66,300 downstate threshold, so the administrative exemption fails on salary alone and overtime rules apply no matter what the offer letter says.
Reading Your Result
The salary test is the fastest way to check misclassification: if pay sits below the threshold, no duties argument can make the role exempt. Many workers labeled managers or assistant managers fail this test and are owed back overtime. The duties test only matters once salary clears the line.
My rule: titles are cheap, thresholds are not. If your employer calls you exempt but pays under the threshold, that classification is wrong as a matter of arithmetic, and the fix is back pay, not a debate. Document your hours independently, because exemption fights are won on records. New York's Department of Labor takes misclassification complaints, and the lookback can cover years. For the take-home math on those overtime weeks, our overtime paycheck calculator nets it out.
Estimates for planning only, not financial advice.
Frequently Asked Questions
What is the New York overtime law?
Non-exempt employees must receive 1.5 times their regular rate for hours over 40 in a workweek. New York also sets higher salary thresholds for exempt status than federal law: $66,300 a year downstate and $62,353.20 elsewhere in 2026 for executive and administrative exemptions.
What is the 2026 exempt salary threshold in New York?
$1,275 per week ($66,300 per year) in New York City, Nassau, Suffolk, and Westchester counties, and $1,199.10 per week ($62,353.20 per year) in the rest of the state, for executive and administrative employees. The duties test must also be met.
Am I exempt if my salary is below the threshold?
No. Failing the salary test means the exemption fails regardless of job duties or title. Many misclassified workers discover they were owed overtime for years once they check the threshold against their actual pay. Document your actual duties for six months before challenging classification: titles prove nothing.
What is New York's minimum wage in 2026?
$17.00 per hour in New York City, Nassau, Suffolk, and Westchester counties, with lower rates elsewhere in the state under the scheduled increases. Tipped workers have separate cash-wage and tip-credit rules. The upstate rate trails the city: check the current schedule for your county, not just the headline.
Does New York require daily overtime?
No. Like federal law, New York triggers overtime weekly at 40 hours, not daily. A 10-hour day alone creates no overtime obligation if the weekly total stays at or under 40. Hospitality has special rules: the hospitality wage order adds daily overtime for some resort workers.
What about the professional exemption in NY?
New York sets no separate salary threshold for bona fide professional exemptions, so the federal $684 per week applies, alongside the duties test. Employers sometimes misapply this to roles that do not meet the professional duties standard. Computer professionals need $1,124.35/week salary or $56.92/hour to qualify under the federal exemption.
Can my employer average my hours over two weeks?
No. Each workweek stands alone under both federal and New York law. Hours cannot be shifted or averaged across weeks to avoid overtime. This is federal law too: no private-sector employer in any state can average across weeks, and agreements to do so are void.
What if I am misclassified as exempt?
You may be owed back overtime for the misclassified period, plus potential liquidated damages under New York law, which are often more generous than federal remedies. Keep independent time records and consider consulting an employment attorney. New York's six-year statute of limitations for wage claims is among the longest in the country.
Do interns and trainees get overtime in NY?
If they are employees under the law, yes. True unpaid internships must meet strict criteria benefiting the intern; most for-profit internships that displace regular workers must be paid with overtime rights. Paid interns at for-profits are employees with full overtime rights: the 'intern' label changes nothing.
How do I file an overtime complaint in New York?
Through the New York State Department of Labor, which investigates wage claims including unpaid overtime and misclassification. Federal complaints go to the Wage and Hour Division. Deadlines apply, so do not wait years to act. Retaliation for filing is illegal: document everything from the first complaint forward.