You're reading the New York version.Change state →
NY

Overtime Pay in New York

By , Founding Editor

Last verified:

Source: Fair Labor Standards Act (FLSA), 29 U.S.C. § 207 — Enacted 1938, enforced by the U.S. Department of Labor.

About this article

Reviewed by the Commoner Law Editorial Team. Sourced from primary statutes (U.S. Code, CFR, state compiled statutes) and official government agency guidance. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards

My employer isn't paying me overtime in New York?See the focused guide →
New York Law

Primary statute: N.Y. Labor Law § 160

How New York differs from federal law

1. The Rule: New York Overtime Law in 2026

New York overtime law triggers at 40 hours in a workweek — the same threshold as the federal FLSA. There is no daily overtime in New York (unlike California). The key New York distinctions are the much higher exempt salary thresholds, the extended statute of limitations, the higher liquidated damages, and industry-specific rules that cover workers federal law doesn't reach.

The overtime rate is 1.5× the employee's regular rate of pay for all hours over 40 in a workweek.

2. Who It Covers

New York's overtime rules cover all non-exempt employees in the state. Several categories receive broader coverage than federal law:

  • Live-in domestic workers (residential employees): Overtime threshold is 44 hours, not 40. Hours 41–44 in a workweek are paid at straight time; hours 45+ are paid at 1.5×. This is governed by NY Labor Law § 161(2).
  • Agricultural workers: The New York Farm Laborers Fair Labor Practices Act (enacted 2019) provides overtime after 60 hours per week for farm workers, with a schedule of reduction toward 40 hours over time. TODO_VERIFY the current threshold for 2026 as the schedule phases in.
  • Building service workers: Separate wage order under 12 NYCRR Part 141.
  • Public sector employees: Covered by FLSA (NY is not a state OSHA plan state for purposes of FLSA — federal law governs).

3. The Key Difference from Federal Law

Federal overtime law exempts salaried workers earning at least $684/week ($35,568/year) if they also meet a duties test. New York's exempt salary thresholds are nearly double:

  • NYC, Nassau/Suffolk (Long Island), Westchester: $1,275/week ($66,300/year)
  • Rest of New York State: $1,199.10/week ($62,353.20/year)

In practice, this means a salaried employee earning $50,000/year in New York City is entitled to overtime — even though they'd be exempt under federal law. Workers who have been told they're exempt should re-verify against New York's thresholds, not just the federal standard.

A second major difference: New York's statute of limitations for overtime claims is 6 years under NY Labor Law § 198(3). The federal FLSA provides only 2 years (3 years for willful violations). A 6-year lookback can mean 2–4× the recovery window depending on how long the violation persisted.

4. Exemptions and How They're Tested

New York uses the same exemption categories as the FLSA (executive, administrative, professional, computer professional, outside sales) but applies the salary tests at New York's higher thresholds. The duties tests are interpreted strictly:

  • Executive exemption: Primary duty must be managing the enterprise or a department, directing the work of two or more full-time equivalent employees, with authority to hire, fire, or make recommendations that carry genuine weight. The "management" requirement must occupy the primary portion of working time.
  • Administrative exemption: Non-manual work directly related to management policies or general business operations, with customary and regular exercise of discretion on significant matters. Routine clerical or production work cannot qualify even if the employee has a job title like "Coordinator" or "Associate."
  • Professional exemption: Requires advanced knowledge in a recognized field of science or learning acquired through prolonged, specialized formal instruction — doctors, lawyers, engineers, accountants. Creative professionals (artists, writers) qualify if the work requires invention or imagination in a recognized artistic field.
  • Computer professional exemption: Software engineers, programmers, and systems analysts earning at least $684/week (federal threshold — New York does not have a higher computer professional salary threshold) may qualify if primarily engaged in systems analysis, software design, or testing.

Economic realities test for independent contractors: New York courts do not apply California's strict ABC test. Instead, they apply a multi-factor economic realities analysis examining: the degree of control, the worker's investment, the worker's opportunity for profit and loss, the skill and initiative required, and the permanency of the relationship. Workers classified as contractors for delivery, care, and media production have successfully challenged misclassification using this test.

5. How to Calculate Your Overtime Pay

  1. Establish your regular rate of pay (RRP). The regular rate is not just your base hourly rate — it includes non-discretionary bonuses, production bonuses, commissions, and shift differentials divided by total hours worked. If you received a $200 production bonus in a week when you worked 45 hours at $18/hr, your regular rate is (($18 × 45) + $200) ÷ 45 = $22.44/hr. Your overtime rate is $33.67/hr (1.5× RRP).
  2. Count every compensable hour. Pre-shift and post-shift required activities, mandatory meetings, required training, and travel between worksites all count. Purely voluntary pre-shift time does not.
  3. Apply the 40-hour threshold. Hours 1–40 in a workweek are straight time. Hours 41+ are at 1.5× RRP. Unlike California, there is no daily trigger.
  4. Check spread-of-hours (hospitality workers): If you work in the hospitality industry (hotels, restaurants) and your workday spans more than 10 hours from first to last hour (including any unpaid breaks), you're owed an extra hour at the minimum wage rate. This is frequently missed and generates substantial back-pay claims.
  5. Verify your exempt threshold. If your employer tells you you're exempt because you earn a "salary," check: is your salary at least $1,275/week in NYC/LI/Westchester ($66,300/yr)? Or $1,199.10/week upstate ($62,353.20/yr)? If not, you're entitled to overtime regardless of your job title or duties.

6. How to Enforce Your Right — Step by Step

  1. Reconstruct your hours and compute the shortfall. Go back 6 years. Use your own records — calendar entries, work emails with timestamps, chat logs, scheduling apps. For each week you worked over 40 hours, calculate what you should have been paid vs. what you received.
  2. Send a written demand to your employer. A clear email documenting the weeks in question, your RRP, and the shortfall owed creates a record and may produce voluntary payment. Save all responses.
  3. File a complaint with the NY Department of Labor. The DOL investigates for free, contacts the employer, and can recover back wages. Call (888) 469-7365 or file at labor.ny.gov. NYC workers may also file with DCWP.
  4. File a private lawsuit under NY Labor Law § 198 + FLSA § 216(b). Filing both state and federal claims gives you the 6-year NY lookback for state claims and the FLSA liquidated damages structure. Most employment attorneys in New York handle overtime cases on contingency. Under § 198(1-a), prevailing employees recover back wages + 100% liquidated damages + attorney's fees.
  5. FLSA collective action or NY class action: If other employees were similarly underpaid, a collective or class action can be filed. NY Labor Law allows Rule 23 class actions; FLSA allows "opt-in" collective actions. Many large New York overtime cases proceed as both simultaneously.

7. Penalties and Damages

  • Back overtime wages: The unpaid 0.5× or 1× premium for every overtime hour.
  • 100% liquidated damages (NY Labor Law § 198(1-a)): Equal to the back-wage recovery — 2× total. Courts can reduce this for good faith, but willful misclassification rarely succeeds.
  • Attorney's fees and costs: Mandatory for prevailing employees under § 198(1-a).
  • Wage Theft Prevention Act penalties: $50/day per employee for missing or inaccurate wage statements, up to $5,000.
  • NY DOL civil penalties: Up to $2,000 per violation ($3,000 for repeat violations) under NY Labor Law § 218.
  • Statute of limitations: 6 years under NY Labor Law § 198(3). FLSA comparison: 2–3 years. For a worker who was misclassified for 4 years, the NY 6-year SOL captures the full violation; the federal window would miss the first 1–2 years.

8. Employer Tricks to Watch For

  • "You're exempt" using the federal threshold: Employers sometimes apply the federal $35,568/year threshold to New York workers, when the actual NY threshold is $62,353–$66,300/year depending on region. A $45,000/year "manager" in NYC is not exempt from overtime in New York.
  • Misclassifying workers as independent contractors: Delivery, care, construction, and media workers are frequent targets. New York's economic realities test is facts-intensive — workers who work consistent hours, use employer-provided tools, or perform work core to the employer's business frequently succeed in reclassification.
  • Including only the base rate in overtime calculations: Bonus and commission payments must be included in the regular rate. An employer paying a $50/shift bonus but computing overtime only on the base $15/hr rate is underpaying overtime.
  • Spread-of-hours omission in hospitality: Restaurants and hotels routinely fail to pay the spread-of-hours premium for shifts spanning 10+ hours. This is a separate violation from overtime — it applies even if the worker never hits 40 hours in the week.
  • Ignoring the NY salary threshold: Workers earning $45,000–$65,000/year are commonly misclassified as exempt in New York when they don't meet the higher regional salary threshold. This is a large gap in most multi-state employers' payroll compliance.

9. Special Industries

  • Hospitality (12 NYCRR Part 146): Hotels and restaurants must follow specific tip credit rules. For overtime hours, tip credit cannot be used to reduce the overtime base below the regular minimum wage. Overtime on tipped work is calculated on the full minimum wage, not the reduced cash wage.
  • Building services (12 NYCRR Part 141): Cleaning and maintenance workers in commercial buildings have specific wage orders with weekly overtime provisions.
  • Home care and domestic workers: Live-in workers have a 44-hour threshold; non-live-in domestic workers have the standard 40-hour threshold. The Domestic Workers' Bill of Rights (NY Labor Law §§ 161, 190) provides additional protections.
  • Agricultural workers: Farm laborers are now entitled to overtime under the 2019 Farm Laborers Fair Labor Practices Act, phasing toward the 40-hour threshold. Check the current threshold — it was scheduled to reduce incrementally.

10. Resources and Where to File

Additional Steps in New York

File with NY DOL at labor.ny.gov (free; call (888) 469-7365). NY's 6-year statute of limitations lets you go back further than the 2–3 year FLSA window. Verify your exempt salary threshold — NY requires $66,300/yr in NYC vs. $35,568 federal. Prevailing employees recover back wages + 100% liquidated damages + mandatory attorney's fees under NY Labor Law § 198(1-a).

Relevant Law: NY Labor Law § 160 (overtime); § 198(1-a) (liquidated damages + attorney's fees); § 198(3) (6-year SOL); § 218 (civil penalties); 12 NYCRR Part 142-2.2 (salary thresholds — miscellaneous industries); 12 NYCRR Part 146-1.2 (hospitality salary thresholds); 12 NYCRR Part 142-2.4 (spread-of-hours premium)

Federal baseline: Overtime Pay nationwide

What is this right?

The rule is older than your grandparents and it hasn't changed: work more than 40 hours in a single workweek and your employer owes you at least 1.5 times your regular rate for every hour past 40. That's the Fair Labor Standards Act, on the books since 1938.

It covers most hourly workers automatically. If you're salaried but earn less than $684 a week ($35,568 a year), you're owed overtime no matter what your job title says. Above that salary line, your employer can call you "exempt" — but only if your actual day-to-day duties fit one of the narrow categories the DOL spells out (executive, administrative, professional, computer, or outside sales). The label isn't enough; the duties have to match.

One thing worth knowing: the DOL tried to raise the salary threshold to $58,656 in 2024, which would have pulled millions of mid-level salaried workers back into overtime eligibility. A federal judge in Texas vacated the rule in November 2024, so the line is still $35,568 going into 2026.

When does it apply?

You're entitled to overtime if all three of these are true:

  • You worked more than 40 hours in a single workweek (your employer's defined seven-day stretch).
  • You're classified as "non-exempt" — and remember, your employer doesn't get to decide that unilaterally.
  • Your employer is covered by the FLSA. Most are: either the business does $500,000+ in annual sales and touches interstate commerce (enterprise coverage), or you personally handle goods, calls, or work that crosses state lines (individual coverage, which catches almost any modern job).

The exemption test has two parts — your employer has to clear both.

  1. Salary test: You earn at least $684/week ($35,568/year).
  2. Duties test: Your primary duties have to actually fit one of these five buckets:
    • Executive — you run a department or unit and direct at least two full-time employees.
    • Administrative — your work is office or non-manual, tied to running the business, and you exercise real independent judgment on significant matters.
    • Professional — the job requires advanced knowledge in a field of science or learning (doctors, lawyers, engineers, accountants).
    • Computer employee — systems analyst, programmer, or software engineer earning at least $684/week (or $27.63/hr).
    • Outside sales — you regularly make sales or take orders away from the employer's place of business.

Three myths your employer might lean on:

  • "Salaried employees don't get overtime." Wrong — salary alone proves nothing. Both tests have to be met.
  • "HR says you're exempt." Misclassification is one of the most common wage violations the DOL finds. The law decides, not the title on your offer letter.
  • "You signed a contract waiving overtime." That waiver isn't worth the paper it's printed on. You cannot legally sign away FLSA rights.

What to Do If Your Employer Doesn't Pay Overtime

Cases get won on records, not memory. Start there.

Step 1: Keep your own time log. Note when you start, when you stop, and every break. A notebook, a phone app, even photos of the time clock — anything contemporaneous beats your boss's word in front of a DOL investigator.

Step 2: Check the math on your pay stubs. Pull every week you cracked 40 hours. The overtime hours have to be paid at 1.5× your regular rate, and the "regular rate" includes most non-discretionary bonuses and commissions — which is why a lot of overtime claims are even bigger than people first think.

Step 3: Put it in writing. A short email to HR or your manager asking them to correct the underpayment is enough. Save the response (or the silence).

Step 4: File the complaint. The DOL Wage and Hour Division takes complaints at 1-866-487-9243 or online at dol.gov. You can also call an employment attorney — most take overtime cases on contingency, so there's no money up front.

What should you NOT do?

Don't work off the clock. If your boss tells you to clock out but finish the task, that's textbook wage theft. Make a quick note of when it happened and what you were asked to do.

Don't take "you're exempt" at face value. Run the salary and duties tests yourself. If anything's off, you may be owed years of back pay.

Don't sit on it. The FLSA gives you 2 years from each paycheck (3 if the violation was willful). Wait too long and the earliest weeks fall off the back end of your claim.

Don't quit before you file. You can file while you're still on the payroll, and retaliation for filing a wage complaint is itself illegal under FLSA §15(a)(3).

New York pays 1.5× after 40 hours/week and extends overtime to workers federal law excludes — including domestic and residential workers.

Answer a few questions. We generate a personalized letter citing your state's exact statutes, deadlines, and penalties — ready to print and send in minutes.

Lawyers charge $350+. Your letter: $19.

Overtime Pay Demand$19Unpaid Wages$19Workplace Harassment$19Workplace Discrimination$19
See all 12 letter types →

Common Questions

Do bonuses and commissions count toward my "regular rate" for overtime?

Yes, most non-discretionary bonuses (production bonuses, attendance bonuses, commissions) must be included when calculating your regular rate for overtime purposes. Only truly discretionary bonuses (a surprise holiday gift from the employer) can be excluded. This often means your overtime rate is higher than 1.5× your stated hourly rate — a gap that generates most unpaid-overtime lawsuits.

Can my employer offer comp time instead of overtime pay?

Not in private-sector employment. Comp time (paid time off in lieu of overtime pay) is only lawful for state and local government employees under FLSA §207(o). If you work for a private company and your employer insists on comp time for hours over 40, that's a wage violation — the cash overtime is owed regardless.

Does on-call time count as hours worked?

Depends on the restrictions. If you must stay at the workplace or cannot effectively use the time for your own purposes (answering calls frequently, responding within 10 minutes), it counts as hours worked. If you're free to live normally but reachable by phone, it usually doesn't. Border cases (tight response windows, geographic restrictions) regularly produce DOL findings for the employee.

How far back can I recover unpaid overtime?

Two years from the date you file, extended to three years if the violation was "willful" — meaning the employer knew or showed reckless disregard for the law. Most courts find willfulness when employers misclassified workers after a prior DOL warning or where the pay structure was deliberately designed to avoid overtime. Liquidated (double) damages are also available in most cases.

Overtime Pay in other states

Same topic, different jurisdiction. Pick the one that applies to you.

More in Workers' Rights

Minimum Wage (in New York)The federal floor is $7.25 an hour. It's been there since July 24, 2009 — the longest stretch the U.S. has gone without ...Read more →Workplace Safety (OSHA) (in New York)OSHA exists because Americans were dying on the job at horrifying rates — roughly 14,000 a year in the late 1960s, plus ...Read more →Workplace DiscriminationTitle VII of the 1964 Civil Rights Act made it illegal for employers to treat workers differently based on race, color, ...Read more →

Related Topics

Tax RightsIRS Audit Rights (in New York) →Consumer RightsDebt Collection (in New York) →
← Browse all Workers' Rights

Legal Resources

We may earn a commission if you use these services — at no extra cost to you. This supports our mission to make legal information free for everyone.

LegalZoomSend a demand letter or consult an employment attorney online. Fast, affordable, and no office visit required.Get Legal Help →

Last verified:

You came here to know your rights — help someone else know theirs.

Support This Mission