Calculate how many hours you worked in a day or across the entire week. Subtract breaks, see your total in both hours:minutes and decimal format, and calculate your gross pay with overtime. Use the single-shift tab for a quick daily calculation or the weekly timesheet tab to total up your full work week. No software to download, no account required.
Daily shift or full week. Both modes include pay calculation with overtime.
| Day | Start | End | Break (min) | Hours |
|---|---|---|---|---|
| Total | 0:00 | |||
Payroll systems calculate pay using decimal hours, not hours and minutes. To convert hours and minutes to decimal hours, divide the minutes by 60 and add to the whole hours.
Decimal hours = Whole hours + (Minutes ÷ 60)
Examples: 7h 15m = 7 + (15÷60) = 7.25 hrs. 7h 30m = 7.50 hrs. 7h 45m = 7.75 hrs. 8h 20m = 8.33 hrs.
To convert decimal hours back to minutes: Decimal part × 60 = minutes. Example: 0.333 hrs × 60 = 20 minutes.
| Min | Decimal | Min | Decimal | Min | Decimal | Min | Decimal |
|---|---|---|---|---|---|---|---|
| 0 | 0.0000 | 15 | 0.2500 | 30 | 0.5000 | 45 | 0.7500 |
| 1 | 0.0167 | 16 | 0.2667 | 31 | 0.5167 | 46 | 0.7667 |
| 2 | 0.0333 | 17 | 0.2833 | 32 | 0.5333 | 47 | 0.7833 |
| 3 | 0.0500 | 18 | 0.3000 | 33 | 0.5500 | 48 | 0.8000 |
| 4 | 0.0667 | 19 | 0.3167 | 34 | 0.5667 | 49 | 0.8167 |
| 5 | 0.0833 | 20 | 0.3333 | 35 | 0.5833 | 50 | 0.8333 |
| 6 | 0.1000 | 21 | 0.3500 | 36 | 0.6000 | 51 | 0.8500 |
| 7 | 0.1167 | 22 | 0.3667 | 37 | 0.6167 | 52 | 0.8667 |
| 8 | 0.1333 | 23 | 0.3833 | 38 | 0.6333 | 53 | 0.8833 |
| 9 | 0.1500 | 24 | 0.4000 | 39 | 0.6500 | 54 | 0.9000 |
| 10 | 0.1667 | 25 | 0.4167 | 40 | 0.6667 | 55 | 0.9167 |
| 11 | 0.1833 | 26 | 0.4333 | 41 | 0.6833 | 56 | 0.9333 |
| 12 | 0.2000 | 27 | 0.4500 | 42 | 0.7000 | 57 | 0.9500 |
| 13 | 0.2167 | 28 | 0.4667 | 43 | 0.7167 | 58 | 0.9667 |
| 14 | 0.2333 | 29 | 0.4833 | 44 | 0.7333 | 59 | 0.9833 |
Overtime pay in the United States is governed primarily by the Fair Labor Standards Act (FLSA). Understanding the basics helps both employers and employees verify that time cards are calculated correctly.
Under the FLSA, non-exempt employees must be paid at least 1.5 times their regular rate for all hours worked over 40 in a single workweek. A workweek is any fixed, regularly recurring period of 168 hours (seven consecutive 24-hour periods). It doesn't need to follow Sunday-Saturday but must be consistent.
Formula: Regular pay = first 40 hours × rate. Overtime pay = (hours over 40) × (rate × 1.5). Example: 45 hours at $18/hr = (40 × $18) + (5 × $27) = $720 + $135 = $855 gross.
Several states have overtime rules more protective than federal. Always apply whichever standard is more favorable to the employee.
| State / Region | Overtime Threshold | Notes |
|---|---|---|
| California | Daily OT after 8 hrs; double time after 12 hrs/day or 8 hrs on 7th consecutive workday | Most complex overtime rules in the US |
| Alaska | Daily OT after 8 hrs per day | |
| Nevada | Daily OT after 8 hrs (if wage < 1.5× min wage); otherwise weekly 40 hr rule | |
| Colorado | Daily OT after 12 hrs/day or 12 consecutive hours regardless of start/end | |
| All other states | Weekly OT after 40 hrs/week (FLSA standard) | Check state DOL for any additional rules |
Not all employees are covered by FLSA overtime. Exempt employees (executive, administrative, professional roles earning at least $684/week / $35,568/year on a salary basis) aren't entitled to overtime under federal law. Most hourly workers are non-exempt. When in doubt, consult the Department of Labor's FLSA resources or a labor attorney.
US federal regulations allow employers to round employee clock-in and clock-out times, provided the rounding is neutral over time and doesn't consistently favor the employer.
| Rounding Method | How It Works | Example |
|---|---|---|
| 15-minute (7-minute rule) | Round to nearest quarter hour (0:00, 0:15, 0:30, 0:45). Within 7 min of a quarter rounds down; 8+ min rounds up. | 9:07 → 9:00. 9:08 → 9:15. |
| 5-minute rounding | Round to nearest 5-min interval. 1 to 2 min past rounds down; 3 to 4 min rounds up. | 9:02 → 9:00. 9:03 → 9:05. |
| 6-minute (tenth-of-hour) | Round to nearest 1/10 of an hour (0:00, 0:06, 0:12, 0:18, 0:24, 0:30...). Produces decimal hours in tenths. | 9:04 → 9:00. 9:05 → 9:06. |
Important: Employers must apply rounding consistently and symmetrically. A policy that always rounds clock-in times up (penalizing early arrivals) or always rounds clock-out times down (cutting minutes from departures) is not compliant with federal regulations and can result in wage violations.
Subtract your start time from your end time, then subtract any unpaid break. If you started at 8:00 AM and ended at 5:30 PM with a 30-minute lunch: 9 hours 30 minutes minus 30 minutes = 9 hours worked.
Use the calculator above to get this instantly in both hours:minutes and decimal format.
9 AM to 5 PM is 8 hours. The phrase "9 to 5" has become synonymous with a standard workday, though in practice many jobs have different start and end times.
Divide the minutes by 60 to get the decimal portion. For 7 hours and 45 minutes: 45 ÷ 60 = 0.75, so the decimal is 7.75 hours.
Multiply by your hourly rate to calculate pay. 7.75 × $18.00 = $139.50.
Under federal law (FLSA), overtime is paid at 1.5 times the regular hourly rate for all hours worked over 40 in a workweek.
If you earn $20/hr and work 45 hours, the first 40 hours are paid at $20 and the extra 5 hours at $30 (1.5 × $20). Some states like California also require daily overtime after 8 hours.
A time clock rounding practice where clock-in and clock-out times round to the nearest quarter hour. Within 7 minutes of a quarter-hour boundary rounds down; 8 minutes or more rounds up.
Example: clocking in at 8:07 rounds to 8:00. 8:08 rounds to 8:15. Federally permitted, but rounding must be neutral over time.
Yes. US federal regulations allow employers to round employee time to the nearest 5, 6, or 15 minutes, as long as the rounding is applied consistently and doesn't systematically favor the employer.
If rounding consistently reduces your pay, it may violate wage and hour laws. You can file a complaint with the US Department of Labor.
Multiply total decimal hours by hourly rate for regular pay. For overtime: identify hours over 40 (or your state's daily threshold), multiply by 1.5× your rate, add to regular pay.
Example: 43 hours at $15/hr = (40 × $15) + (3 × $22.50) = $600 + $67.50 = $667.50 gross.
Under FLSA, hours worked include all time an employee is required to be on duty or on the employer's premises. Includes training time, travel time between job sites (but not commuting), and time spent on preliminary or postliminary activities integral to the job.
Unpaid meal breaks of 30 minutes or more where the employee is fully relieved of duties typically do not count as hours worked.
For overnight shifts where end time is before start time (e.g., 10 PM to 6 AM), add 24 hours to the end time for the calculation: 6:00 AM + 24 hours = 30:00, then subtract 22:00 (10 PM) = 8 hours.
The calculator above handles overnight shifts automatically.
Gross pay is total earnings before any deductions. What this calculator computes. Net pay (take-home) is what remains after federal and state income taxes, Social Security (6.2%), Medicare (1.45%), and other deductions.
The calculator shows gross only. Use our take-home pay calculator to estimate net.
We built this because the best free time card calculators split their daily and weekly modes across separate pages, and the rest are funnels for payroll software subscriptions. This one does both modes plus pay with overtime, has a print-friendly weekly timesheet, and explains the time-rounding rules your employer might be using. This site is a part of the ads4good Network.
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