Second Job Pay Calculator
Enter the rate and hours for each job to see combined weekly hours, total gross pay, your blended effective hourly rate, and whether either employer owes you overtime.
Second Job Pay Calculator
Who Employs You
Two unrelated companies. Under the FLSA each employer counts only its own hours.
One company (two roles or two locations), or two related businesses that are joint employers. All hours combine and overtime uses a weighted-average rate.
Your Jobs This Week
A job with zero hours is left out of the totals. Names are optional and only label the breakdown rows.
Overtime Multiplier
Federal law requires 1.5x past 40 hours. Use 2x for a state rule, contract, or policy that pays double time.
Gross pay before taxes. Estimates only, not tax or legal advice. Joint-employment status depends on all the facts, and state law can be stricter (daily overtime, for example).
Per-Job Breakdown
| Job | Hours | Rate | Straight time | Overtime | Gross |
|---|
Each employer pays overtime at its own rate for its own hours past 40.
If Every Week Looks Like This
Monthly is the weekly total times 52 divided by 12, so it accounts for the weeks a calendar month misses.
Two Jobs, Two Sets of Hours
Timeclock44 keeps each job on its own clock, with a separate pay rate, overtime rule, and week start. On payday you are checking the hours you actually worked, not a guess.
Related Tools
Two jobs, two different overtime rules
Say you work 25 hours at Job A and 20 hours at Job B. That is 45 hours, so the obvious question is whether the 5 extra hours pay time and a half. The answer comes down to who signs the checks.
If the two companies are unrelated, neither one owes overtime. Under 29 CFR 791.2, employers acting entirely independently of each other can ignore the work you do for anyone else, so Job A sees 25 hours and Job B sees 20. At $18 and $15 an hour, that is $450 plus $300, or $750 for the week.
If one company employs you for all 45 hours, or the two businesses are joint employers, the hours combine. Straight time is still $750, but the regular rate becomes $750 divided by 45, or $16.6667, and the 5 overtime hours add a half-time premium of $41.67. Same work, same hours, $791.67 instead of $750. Switching the mode chip shows that gap for your own numbers.
How the weighted-average regular rate works
When one employer pays you two different rates in the same workweek, 29 CFR 778.115 sets the regular rate as the weighted average: total straight-time earnings divided by total hours worked.
Work 30 hours at $18 and 20 hours at $15 for the same employer and straight time is $840. Divide by 50 hours and the regular rate is $16.80. The 10 overtime hours already got paid straight time, so overtime adds the extra half: $8.40 times 10, or $84. Gross for the week is $924.
People reach for two shortcuts here, and both are wrong. Averaging the two rates ($16.50) ignores how many hours you spent at each. Using the higher rate ($18) overstates it. Only the hours-weighted figure is the regular rate, and the blended overtime rate walkthrough covers the edge cases.
When separate employers actually count as one
Joint employment is a facts test, not a paperwork test. The usual signals: the two businesses share an owner or a manager, one schedules around the other, one directs work performed for the other, or you move between two locations of the same brand. In opinion letter FLSA 2025-05 the DOL looked at that pattern, added the hours together, and held both entities liable for the overtime.
If any of that sounds like your situation, run the calculator in same-employer mode, because your hours probably do combine. Working two jobs and overtime hours goes through the signals in plain language.
Your blended hourly rate is the number that matters
The blended effective rate is combined gross divided by combined hours, and it is the figure to use when you are deciding anything. If Job B pays $15 while your blended rate is $16.67, an extra shift at Job A wins, and that is before you count the second commute or the second uniform.
The annual projection is worth a look too. A blended $16.67 across 45 hours works out to roughly $39,000 a year, which is the number to hold up against a single full-time offer. Timeclock44 keeps per-job rates and hours separate so the blended rate stays accurate week to week. Estimates only, not tax or legal advice; confirm anything that affects a paycheck with a payroll or employment professional.
Frequently Asked Questions
Common questions about second job pay calculator
Do hours from two jobs count toward overtime?
Only if one employer worked you for all of them, or if the two employers count as joint employers. Two unrelated companies each look at their own hours and nothing else, so 25 hours at one and 20 at the other usually means neither owes you overtime (29 CFR 791.2). More detail in working two jobs and overtime hours.
How do I calculate overtime if I work two jobs for the same employer?
Add all straight-time earnings, divide by all hours worked to get the weighted-average regular rate, then add an extra half of that rate for every hour past 40 (29 CFR 778.115). The regular rate of pay calculator shows the same step for a single job with mixed pay.
What is a blended or weighted-average overtime rate?
It is the one regular rate the FLSA pulls out of your two different rates. Not the higher rate, and not a plain average of the two either: it is weighted by the hours you spent at each, so piling hours onto the lower-paying job drags it down. See blended overtime rate with two pay rates.
My two jobs are with related businesses that share an owner. Do the hours combine?
Probably yes. Where two entities share ownership, management, or operations and employ the same worker in the same workweek, the Department of Labor treats them as joint employers: the hours get added together, and both businesses are jointly and severally liable for the overtime (DOL opinion letter FLSA 2025-05). Use same-employer mode for that.
How much will I make working two part-time jobs?
Multiply each job's rate by its hours, add the results, then look at the blended effective hourly rate. That blended figure is what your time is actually worth per hour once both jobs are in the pot, which makes it the number to use when you are weighing a third job or extra hours at one of the two. The weekly pay estimator covers a single job.
Why does my second job feel like it is taxed more?
It is not taxed at a special rate. Each employer withholds as if its job is your only income, applying the full standard deduction ($16,100 for a single filer in 2026) and the lowest brackets twice, so combined income can land in a higher bracket (the 22% bracket starts at $50,400 for a single filer in 2026) with too little withheld overall. Form W-4 Step 2 exists to correct this. Estimate net pay with the take-home paycheck calculator.
Do I overpay Social Security if I work two jobs?
Only if combined wages exceed the Social Security wage base ($184,500 for 2026). Each employer withholds 6.2% up to that base independently, so any excess is claimed back as a credit when you file. Medicare's 1.45% has no wage cap.
Can my employer pay overtime at the lower job's rate?
Not without an agreement up front. The weighted-average method is the default rule. The alternative, paying 1.5x the rate of whatever work you were doing during the overtime hours under FLSA section 7(g)(2), only applies if you and the employer agreed to it before the work happened (29 CFR 778.419).