Time Card Calculator
Track weekly hours from clock-in/clock-out times. Includes overtime calculation and optional gross pay.
| Day | Start | End | Break (min) | Hours | |
|---|---|---|---|---|---|
| 7h 30m | |||||
| 7h 30m | |||||
| 7h 30m | |||||
| 7h 30m | |||||
| 7h 30m |
Total
How weekly hours are calculated
For each shift: end time minus start time, minus any unpaid break. Sum across the week. The calculator handles overnight shifts (e.g., 22:00 to 06:00 the next day) by automatically adding 24 hours when end < start.
Federal labor law (FLSA) defines a fixed 7-day “workweek” — your employer chooses which day starts theirs (Sunday or Monday are most common, but it can be any day). Overtime is calculated per workweek, not per pay period.
US overtime rules
Federal: 1.5× the regular rate for hours over 40 in a workweek, for non-exempt employees. State laws can be stricter:
- California: 1.5× over 8 hr/day, 2× over 12 hr/day, plus weekly OT.
- Alaska, Nevada: 1.5× over 8 hr/day.
- Colorado: 1.5× over 12 hr/day, 12 consecutive hours, or 40 hr/week.
- Most other states: federal rules apply (40 hr/week, 1.5×).
Adjust the “Overtime after” field to match your state. For California daily OT, the calculator's weekly model is approximate — daily OT can owe more if you have very long single shifts.
Exempt vs non-exempt employees
FLSA divides US workers into two groups:
- Non-exempt — entitled to minimum wage and overtime. Most hourly workers, plus some salaried workers below the salary threshold (~$58,656/year as of 2025).
- Exempt — not entitled to overtime. Salaried executives, professionals, administrative employees, and computer professionals who meet duties tests AND earn above the threshold.
Misclassification is common — being “salaried” doesn't automatically make you exempt. If your role doesn't fit the duties tests, you may be entitled to back overtime pay. Department of Labor wage-hour offices can advise.
Breaks: paid vs unpaid
Federal rules:
- Short breaks (5–20 min) — must be paid and counted as hours worked. Don't subtract these.
- Meal breaks (30+ min) — can be unpaid IF you're completely relieved of duty. If you're eating at your desk while answering calls, that's working time. Subtract only true off-duty meal breaks.
- Sleep / on-call time — depends. If you must remain on premises and respond to calls, it's usually paid.
Many states require a 30-minute meal break for shifts over 5–6 hours, and rest breaks every 4 hours (paid). California is the most generous; Texas has no state break requirements beyond federal.
Best practices for time tracking
- Log times the same day — memory of exact clock-in/out fades by week's end.
- Note start/end of breaks — easier than computing minutes after.
- Track travel time — work-related travel during the day usually counts as hours worked. Commute to/from work doesn't.
- Save time card copies — if there's ever a dispute over hours worked or pay, your records are evidence.
- Question rounding — many employers round to 15-minute increments. Federal rules require rounding to be neutral (sometimes up, sometimes down) — systematic rounding-down can be wage theft.
Converting hours to pay
Gross pay = (regular hours × rate) + (OT hours × rate × OT multiplier). The calculator does this automatically when you enter your hourly rate.
For take-home pay (after federal, state, and FICA tax), use our Paycheck Calculator. For converting hourly to annual salary, see the Salary Calculator.