California Split Shift Premium Calculator
See if your California split shift qualifies for premium pay and exactly how much your employer owes after the minimum-wage offset.
Applicable Minimum Wage
Use the highest of state, local, or industry-specific minimum wage that applies to your job.
Your Hourly Wage
Total Hours Worked That Day
Sum of both work periods, not the gap between them.
Unpaid Gap Between Shifts
Time between the end of your first shift and the start of your second. Meal and rest breaks don't count, and gaps of 60 minutes or less are treated as meal periods.
Track Your Split Shifts Automatically
The app logs your shifts, gaps, and pay so you have an audit-proof record if you ever need to claim back wages.
How the California Split Shift Premium Works
A split shift in California is a workday broken into two work periods by an unpaid, off-duty gap that the employer schedules (not a meal or rest break). Per California DLSE and IWC Wage Order §4(C), qualifying workers receive one extra hour at the applicable minimum wage on top of their regular pay for that day.
The catch: the premium is offset, dollar-for-dollar, by anything you earn above the minimum wage that day. Workers paid well above minimum often receive $0 because the offset wipes out the premium.
The Formula
Premium = 1 hour × applicable minimum wage
Offset = max(0, hourly rate − minimum wage) × daily hours
Net premium owed = max(0, premium − offset)
Premium Owed at Common Minimum Wage Rates
If you earn exactly the applicable minimum wage, the premium equals one hour at that rate (no offset).
| Applicable Minimum Wage | Premium Owed |
|---|---|
| $16.50 (CA state) | $16.50 |
| $17.27 | $17.27 |
| $17.87 (Los Angeles) | $17.87 |
| $17.95 (San Jose) | $17.95 |
| $19.18 (San Francisco) | $19.18 |
| $19.65 (West Hollywood) | $19.65 |
| $20.00 (CA fast food, AB 1228) | $20.00 |
| $23.00 (CA healthcare, SB 525) | $23.00 |
Net Premium After Offset (8-Hour Day, $16.50 Minimum)
This shows how quickly the offset eats into the premium as your hourly rate climbs above the minimum wage.
| Hourly Rate | Above-Min Earnings | Offset (× 8 hrs) | Net Premium |
|---|---|---|---|
| $16.50 | $0.00 | $0.00 | $16.50 |
| $17.00 | $0.50 | $4.00 | $12.50 |
| $18.00 | $1.50 | $12.00 | $4.50 |
| $18.50 | $2.00 | $16.00 | $0.50 |
| $19.00 | $2.50 | $20.00 | $0.00 |
| $20.00 | $3.50 | $28.00 | $0.00 |
| $22.00 | $5.50 | $44.00 | $0.00 |
| $25.00 | $8.50 | $68.00 | $0.00 |
Break-Even Hourly Rate by Daily Hours
Once your hourly rate hits the break-even point, your above-minimum earnings fully offset the premium and you're owed $0. Formula: break-even = min wage + (min wage ÷ hours).
| Hours Worked | Break-Even Rate ($16.50 Min) | Break-Even Rate ($20.00 Fast-Food Min) |
|---|---|---|
| 4 | $20.63 | $25.00 |
| 6 | $19.25 | $23.33 |
| 8 | $18.56 | $22.50 |
| 10 | $18.15 | $22.00 |
| 12 | $17.88 | $21.67 |
When You Don't Qualify
- Gap of 60 minutes or less: treated as a meal period, no premium.
- Bona fide meal or rest break: never counts as a split shift.
- You live at the worksite: residential employees are exempt.
- You requested the long break: DLSE requires the gap to be employer-scheduled.
- You're salaried/exempt: premium applies only to non-exempt workers.
- You work outside California: most states have no equivalent. New York's "spread of hours" rule is the closest analogue for workdays spanning more than 10 hours.
If You Think You're Owed Back Pay
Keep dated records of every split shift: start time, gap length, end time, and the applicable minimum wage. You can file a wage claim with the California Division of Labor Standards Enforcement. The statute of limitations is three years for unpaid wages, or four years if combined with an unfair-competition claim.
Frequently Asked Questions
Common questions about california split shift premium calculator
What is a split shift in California?
A non-paid, non-working interruption (longer than a bona fide meal period and set by the employer) that breaks one workday into two work periods.
When does California require a split shift premium?
When the unpaid gap exceeds a bona fide meal period (typically more than 60 minutes off-duty), the employer scheduled it, the employee doesn't live at the worksite, and total daily pay is less than the minimum wage times hours worked plus one extra hour at minimum wage.
Do meal or rest breaks count toward a split shift?
No. A bona fide meal break (typically 30 minutes, unpaid) and rest breaks (paid) are excluded from the split shift definition under IWC Wage Orders.
What is the offset and how does it reduce my premium?
Every dollar you earn above the applicable minimum wage on that day reduces the one-hour premium dollar-for-dollar. If (your rate − minimum wage) × hours worked is at least one hour at minimum wage, no premium is owed.
Do other states have a split shift premium?
Not really. California is the most prominent. New York has a "spread of hours" rule (an extra hour at minimum wage when the workday spans more than 10 hours). Washington D.C. has a similar split-shift rule for some workers. Most states have no equivalent.
Is the split shift premium taxable?
Yes. It's wages, subject to federal income tax, FICA (Social Security and Medicare), and state income tax just like regular pay.
What about salaried or exempt workers?
The premium applies only to non-exempt (overtime-eligible) employees. FLSA-exempt salaried workers do not qualify.
What if I asked for the long break myself?
Per DLSE guidance, employee-requested gaps generally do not trigger the premium. The rule covers employer-imposed schedules, not voluntary breaks an employee requests.