How to use this time card calculator
- Set your hourly rate. Overtime is paid at 1.5× this rate.
- Fill in each day. Enter clock-in and clock-out times and any unpaid break (such as lunch) in minutes. Leave days off blank.
- Choose your overtime rule. The default is the U.S. federal rule: hours over 40 in a week are overtime. Turn on Daily overtime if your employer or state also pays overtime for hours over 8 in a single day — hours are never double-counted.
- Match your employer's rounding (optional) so the totals line up with your pay stub.
- Read your totals. Each week shows regular hours, overtime hours and the pay for each, plus a grand total across all weeks. Use + Add week for biweekly pay periods.
How the calculation works
For each day, worked time is clock-out − clock-in − unpaid break. If the clock-out time is earlier than the clock-in time, the shift is treated as running past midnight. The week's worked hours are then split into regular and overtime:
- Weekly overtime: hours above 40 in the week are overtime.
- Daily overtime (when enabled): hours above 8 in a day are overtime first; the remaining hours are then checked against the 40-hour weekly limit, so no hour is paid as overtime twice.
- Pay: regular pay = regular hours × rate; overtime pay = overtime hours × rate × 1.5.
Worked example
Maria works Monday to Friday, 8:00 AM to 6:00 PM, with a 30-minute unpaid lunch, at $22/hour. Each day is 10 hours minus 0.5 hours of break = 9.5 hours, so the week totals 47.5 hours. The first 40 hours are regular (40 × $22 = $880.00) and the remaining 7.5 hours are overtime (7.5 × $22 × 1.5 = $247.50), for a gross of $1,127.50. With daily overtime switched on, each day contributes 1.5 daily-overtime hours (7.5 total) and the remaining 40 hours stay under the weekly limit, so the result is the same in this case.
Frequently asked questions
How is overtime calculated on a time card?
Under the U.S. federal Fair Labor Standards Act (FLSA), non-exempt employees earn overtime at 1.5 times their regular hourly rate for every hour worked over 40 in a single workweek. This calculator applies that weekly 40-hour rule by default, and can optionally also apply a daily rule where hours over 8 in one day count as overtime.
Are lunch breaks deducted from my hours?
Only if you enter them. Bona fide meal breaks (typically 30 minutes or more, where you are fully relieved of duty) are unpaid under the FLSA, so enter your unpaid break time in the Break column and it will be subtracted from your worked hours. Short rest breaks of 5–20 minutes are usually paid and should not be deducted.
Can this calculator handle overnight or third shifts?
Yes. If your clock-out time is earlier than your clock-in time — for example, in at 10:00 PM and out at 6:00 AM — the shift is treated as running past midnight and the hours are counted correctly.
What is time card rounding?
Some employers round recorded times to the nearest 5 or 15 minutes, which the U.S. Department of Labor permits as long as it does not consistently underpay employees. Use the Rounding setting to mirror your employer's policy so your totals match your pay stub.
Is my time card data saved or sent anywhere?
Your entries are stored only in your own browser (localStorage) so they are still here when you come back. Nothing is uploaded to a server, and no account is required.
Why does my result differ slightly from my paycheck?
Small differences usually come from employer rounding rules, a workweek that starts on a different day, state daily-overtime rules (such as California's), or pay elements this calculator does not model, like shift differentials and bonuses. This tool gives an estimate — your employer's payroll and applicable law control the actual amounts.
Disclaimer
This calculator provides estimates only and is not an official payroll calculation, tax advice, or legal advice. Overtime rules vary by country, state, industry and employment agreement (for example, California has daily overtime and double-time rules that a single 1.5× rate does not capture). Always confirm your hours and pay against your employer's official records and the rules that apply to you.