Calculate weekly work hours from daily clock-in/clock-out times with overtime. Enter up to 7 days of shifts to get total regular and overtime hours.
The Time Card Calculator computes total weekly work hours from daily clock-in and clock-out times, including break deductions and overtime calculations. Instead of manually adding up each day's hours, enter your start time, end time, and break for each day, and get the weekly total instantly.
Overtime is calculated using the standard US federal rule: hours beyond 40 per week are overtime. The calculator separates regular hours (up to 40) from overtime hours, making payroll processing straightforward.
This tool is essential for hourly employees tracking their work week, managers verifying timesheets, freelancers billing clients, and payroll departments processing weekly or biweekly pay periods. It supports any combination of shift lengths and rest days.
Precise measurement of this value supports better personal and professional planning, helping you make informed decisions about how to prioritize tasks and manage competing demands. Quantifying this parameter enables meaningful comparison across time periods and projects, revealing trends that inform better decisions about personal productivity and resource management.
Adding up a week's worth of daily work hours with varying start times, end times, and breaks is time-consuming by hand. This calculator totals everything instantly, separates regular from overtime hours, and outputs decimal hours ready for payroll processing. Regular monitoring of this value helps individuals and teams detect productivity patterns and adjust workflows before small inefficiencies become entrenched and hard to correct.
Daily Net Hours = ((end_h × 60 + end_m) − (start_h × 60 + start_m) − break_min) / 60 Weekly Total = sum of all daily net hours Regular Hours = min(Weekly Total, 40) Overtime Hours = max(Weekly Total − 40, 0)
Result: 40.00 regular hours, 0.00 overtime
Five days of 8:00 to 17:00 = 9 hours gross each. Minus 60-minute break = 8 hours net each day. 5 × 8 = 40.00 hours. This is exactly 40, so all hours are regular with zero overtime.
The FLSA requires employers to pay non-exempt employees overtime at 1.5× their regular rate for hours beyond 40 per workweek. A workweek is any fixed, recurring 168-hour period (7 consecutive 24-hour periods). Employers cannot average hours across multiple weeks unless using an approved alternative schedule.
California, Alaska, Nevada, and Colorado have daily overtime rules requiring premium pay for hours beyond 8 per day. Some states require double-time after 12 hours per day. Always check your specific state's labor laws in addition to federal requirements.
The FLSA requires employers to keep accurate records of hours worked for all non-exempt employees. Electronic time clocks, timesheets, and time-tracking apps are all acceptable methods. Disputes over unpaid overtime are among the most common wage-and-hour claims.
Under the US Fair Labor Standards Act (FLSA), overtime begins after 40 hours in a workweek. Hours beyond 40 must be paid at 1.5 times the regular rate. Some states have lower thresholds or daily overtime rules.
Each day's net hours equal the clock-out time minus the clock-in time minus break time. If clock-out is earlier than clock-in (overnight shift), 24 hours are added automatically. The net hours are expressed in decimal format.
Yes. If your shift ends after midnight (e.g., start 22:00, end 06:00), the calculator detects that the end time is before the start time and adds 24 hours. The break time is then subtracted from this gross duration.
Only enter unpaid breaks (typically lunch). Paid breaks (short rest periods) should not be subtracted from work time. Check your company policy on which breaks are paid.
This calculator computes hours actually worked. Holiday pay, PTO, and sick time are typically added separately by payroll systems. Some companies count PTO hours toward the 40-hour overtime threshold; others do not.
Enter your actual clock-in and clock-out times plus breaks for each day. Compare your calculated totals to your employer's records. Any discrepancies should be reported to your HR or payroll department promptly.