Time Card Hours Calculator

Enter the hours worked on each of five days, as decimal hours, and your hourly rate. The calculator totals the week, splits it into regular hours (up to 40) and overtime hours (over 40), and estimates gross pay with overtime at time-and-a-half.

Use it to check a paycheck against your own records, fill in a paper timesheet, or plan how many extra shifts it takes to reach a pay target. Days off can be entered as 0. If you work a sixth or seventh day, add those hours to day 5 so the weekly total is right.

Gross pay here is before income tax, Social Security, Medicare and any deductions; the paycheck calculator estimates take-home pay. For overtime rules that go beyond a 40-hour week, such as double time or daily overtime, the overtime pay calculator gives more control.

The 40-hour weekly threshold and 1.5× rate come from the Fair Labor Standards Act, enforced by the US Department of Labor's Wage and Hour Division. They apply to non-exempt employees; many salaried managers and professionals are exempt. Some states add daily overtime (California, for example, requires overtime after 8 hours in a day) and others set different rules, so a state-law calculation can be higher. Outside the US, overtime is set by national law or contract. This page also replaces the former work hours calculator.

Payroll uses decimal hours. Divide minutes by 60, or use the common values below. Many employers round punches to the nearest 5, 6 or 15 minutes; US rules allow this only if it averages out fairly over time.

Convert both times to a 24-hour clock, subtract, then take off unpaid breaks. For example, in at 8:45 a.m. and out at 5:15 p.m. (17:15) is 8 hours 30 minutes; with a 30-minute unpaid lunch that leaves 8.0 hours.

For an overnight shift, add 24 to the clock-out hour: in at 22:00 and out at 06:30 is 30.5 − 22 = 8.5 hours. The time duration calculator does this subtraction for you if you have many punches to add up.

• Short rest breaks (about 5–20 minutes): under federal rules these count as work time and must be paid if the employer offers them.
• Meal breaks (usually 30 minutes or more): can be unpaid if you are fully relieved of duty. If you must answer the phone or stay at your station, the time counts as work.
• State rules: federal law does not require breaks, but many states do, and some require paid rest periods.
• Travel and on-call time: travel between job sites during the day is generally paid; ordinary commuting is not. On-call time depends on how free you are to use it.