Nyc Prevailing Wage Calculator
Calculate total prevailing wage costs for NYC public works and government-funded construction projects, including base hourly wage, supplemental benefits, and overtime premiums per NYC Administrative Code §6-109 and NYS Labor Law Article 8.
Formulas Used
Straight-Time Wage Cost = Workers × ST Hours/Week × Weeks × Base Rate
Overtime Wage Cost (1.5×) = Workers × OT Hours/Week × Weeks × (Base Rate × 1.5)
Double-Time Wage Cost (2×) = Workers × DT Hours/Week × Weeks × (Base Rate × 2.0)
Total Base Wage Cost = ST Wage + OT Wage + DT Wage
Total Hours = Workers × (ST + OT + DT Hours/Week) × Weeks
Supplemental Benefits = Total Hours × Benefits Rate (paid on all hours at flat rate)
Payroll Burden = Total Base Wage Cost × Burden %
Grand Total = Total Base Wage + Supplemental Benefits + Payroll Burden
Effective All-In Rate = Grand Total ÷ Total Hours
Assumptions & References
- Base wage rates sourced from the NYC Comptroller's Office Schedule of Prevailing Wage Rates (Fiscal Year 2024) for New York City.
- Supplemental benefits (fringe benefits) are paid at a flat hourly rate on all hours worked, including overtime and double-time, per NYC Comptroller guidance.
- Overtime is defined as hours worked beyond 40 per week and is compensated at 1.5× the base rate per NYS Labor Law Article 8 §220.
- Double-time (2× base rate) applies to Sundays and designated holidays per applicable collective bargaining agreements.
- Payroll burden (FICA 7.65%, FUTA ~0.6%, SUTA ~3.4%, Workers' Comp, General Liability) is applied to wages only; fringe benefits are pre-tax and excluded from burden calculation.
- Default payroll burden of 22.5% is a typical NYC contractor estimate; adjust based on your actual insurance and tax rates.
- Prevailing wage requirements apply to NYC public works contracts and contracts with City financial assistance under NYC Administrative Code §6-109 and NYS Labor Law Article 8.
- Contractors must post prevailing wage schedules at the job site and maintain certified payroll records for at least 6 years.
- Rates shown are estimates; always verify current rates at comptroller.nyc.gov before bidding.
- This calculator does not account for shift differentials, apprentice ratios, or trade-specific holiday schedules.
New York City's prevailing wage system governs compensation on public works and publicly funded construction contracts, covering trade classifications from ironworkers to electricians across five boroughs. Employers who misclassify workers or underpay by even a fraction of the applicable wage rate face back-pay liability, civil penalties, and potential debarment from future public contracts (according to NYC Department of Consumer and Worker Protection). Understanding how to calculate prevailing wage obligations accurately is the prerequisite for bidding, budgeting, and payroll compliance on any covered project.
What Is Prevailing Wage?
Prevailing wage is the minimum hourly rate — including both the base wage and a supplemental benefit rate — that contractors must pay workers on qualifying public projects. In New York State, Labor Law Article 8 establishes the framework for public works prevailing wage, defining covered work, responsible parties, and the mechanism by which the New York State Department of Labor publishes and updates wage schedules.
At the federal level, the Davis-Bacon Act applies to federally funded or federally assisted construction contracts exceeding $2,000, requiring contractors to pay locally prevailing wages as determined by the U.S. Department of Labor's Wage and Hour Division. For NYC projects that receive any federal funding, both state and federal schedules may apply simultaneously, and the higher rate governs.
The NYC Comptroller's Office publishes prevailing wage schedules specific to New York City, broken down by trade classification and updated periodically. These schedules include distinct columns for the straight-time hourly rate, the overtime rate, and the supplemental benefit rate (sometimes called the "fringe" rate).
Key Inputs for the NYC Prevailing Wage Calculator
Accurate calculation requires five specific data points:
- Trade Classification — The worker's job title as listed in the NYC Comptroller's schedule (e.g., Carpenter, Laborer, Operating Engineer). Misclassification is among the most cited violations.
- Straight-Time Hourly Wage — The base rate from the applicable schedule for the trade and fiscal year period.
- Supplemental Benefit Rate — Listed separately from the base wage; includes employer contributions to health, pension, vacation, and annuity funds.
- Hours Worked per Week — Prevailing wage law distinguishes straight-time hours (typically the first 8 hours in a workday or first 40 hours in a week) from overtime hours.
- Contract Type and Funding Source — Whether the project is purely NYC-funded, state-funded, or federally assisted determines which schedule and threshold apply.
The Calculation Formula
Total Prevailing Wage Cost per Worker per Week:
Total Weekly Cost = (Straight-Time Hours × Straight-Time Rate)
+ (Overtime Hours × Overtime Rate)
+ (Total Hours × Supplemental Benefit Rate)
The overtime rate is typically 1.5× the straight-time hourly wage, though some trades negotiate double-time provisions for Sundays and holidays (according to New York State Department of Labor). The supplemental benefit rate is almost always applied uniformly across all hours worked — both straight-time and overtime — because it represents benefit fund contributions, not a wage multiplier.
Example Calculation
A journeyman carpenter working on an NYC public works project logs 48 hours in one week. Using a hypothetical schedule with a straight-time rate of $62.00/hr, a supplemental benefit rate of $38.50/hr, and an overtime rate of $93.00/hr:
- Straight-time pay: 40 hrs × $62.00 = $2,480.00
- Overtime pay: 8 hrs × $93.00 = $744.00
- Supplemental benefits: 48 hrs × $38.50 = $1,848.00
- Total weekly prevailing wage cost: $5,072.00
This total reflects the contractor's minimum lawful obligation for that worker for that week. The ratio of benefits to base wages in New York City trades frequently exceeds 50%, which means ignoring the supplemental column systematically understates project labor costs.
Federal Davis-Bacon Layer
When federal funds flow into a project — through HUD grants, FHWA highway funds, or similar programs — contractors must additionally comply with Davis-Bacon wage determinations issued under eCFR Title 29, Part 5. The determination references the county or metropolitan area where work is performed and specifies wage rates by trade. If the Davis-Bacon rate for a given classification exceeds the NYC Comptroller's schedule rate, the Davis-Bacon rate controls.
The U.S. Department of Labor's Wage and Hour Division maintains the System for Award Management (SAM.gov) wage determination database. Contractors on federally assisted projects must post the applicable wage determination at the job site and include it in subcontracts.
Covered vs. Non-Covered Work
Not every construction activity on a public site triggers prevailing wage obligations. Labor Law Article 8 defines "public work" to include construction, reconstruction, maintenance, and repair — but purely incidental or de minimis work may fall outside coverage. Distinctions matter for:
- Maintenance vs. capital improvement — Routine maintenance may be excluded; capital repairs typically are covered.
- Contract value thresholds — Federal Davis-Bacon applies at $2,000; New York State thresholds vary by agency and project type.
- Private projects with public subsidies — NYC's Living Wage Law and Comptroller's prevailing wage coverage extend to projects receiving city financial assistance above defined dollar thresholds (according to NYC Comptroller's Office).
Certified Payroll and Record-Keeping
Contractors on prevailing wage projects must maintain certified payroll records documenting each worker's name, trade classification, hours worked, hourly rates paid, and benefit contributions. New York State requires these records to be submitted to the contracting agency and retained for at least 3 years (according to New York State Department of Labor). Federal contracts under Davis-Bacon require weekly certified payroll submissions using DOL Form WH-347 (according to U.S. Department of Labor Wage and Hour Division).
FAQ
What is the difference between the base wage and the supplemental benefit rate?
The base wage is the cash amount paid directly to the worker per hour. The supplemental benefit rate represents employer contributions to trade benefit funds — health insurance, pension, vacation, and annuity funds — and is paid to those funds, not directly to the worker. Both are mandatory components of prevailing wage compliance.
How often do NYC prevailing wage rates change?
The NYC Comptroller's Office typically updates prevailing wage schedules on a fiscal-year cycle, with new rates published annually. Contractors must verify the applicable schedule for each contract's period of performance.
Does prevailing wage apply to subcontractors?
Yes. Prime contractors are responsible for ensuring that all subcontractors at every tier pay prevailing wages. A prime contractor can be held liable for a subcontractor's underpayment (according to New York State Legislature — Labor Law Article 8).
What happens if a contractor underpays prevailing wages?
Underpayment triggers back-wage liability for the full deficiency, plus interest. Repeated violations can result in debarment — the prohibition from bidding on public contracts for up to 5 years — under New York State law (according to New York State Department of Labor).