Track your weekly work hours and calculate pay
Daily hours are calculated as clock-out minus clock-in, minus any break time. Weekly pay equals regular hours times your hourly rate, plus overtime hours multiplied by your rate and overtime multiplier.
Accurate time tracking ensures fair pay and helps verify your paychecks. It also provides documentation for overtime claims and helps employers maintain compliance with labor regulations.
The calculator displays daily hours for each day, total weekly hours, regular pay, and total pay including overtime. Hours exceeding your overtime threshold are automatically calculated at the overtime rate.
Log your time immediately when clocking in and out for maximum accuracy. Document all overtime worked and keep personal records alongside your employer's system. Review your timesheet weekly before submitting.
To calculate work hours, subtract the clock-in time from the clock-out time for each day, then deduct any unpaid break time. For example, if you clock in at 9:00 AM and clock out at 5:30 PM with a 30-minute lunch break, your total is 8 hours. Convert minutes to decimals for easier math: 30 minutes equals 0.5 hours. Add up all daily totals to get your weekly hours, then multiply by your hourly rate for gross pay.
Under U.S. federal law (FLSA), employers may round employee time to the nearest 5, 6, or 15 minutes. The most common practice is rounding to the nearest 15 minutes: 1-7 minutes round down, while 8-14 minutes round up. For example, clocking in at 8:07 rounds to 8:00, while clocking in at 8:08 rounds to 8:15. Over time, rounding must average out to be neutral and not consistently favor the employer, or it may violate wage laws.
Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay at 1.5 times their regular rate for all hours worked beyond 40 in a workweek. Some states have additional rules, such as California, which requires overtime after 8 hours in a single day. Double time (2x the regular rate) may apply after 12 hours in a day in some states. Always check your state's specific overtime laws, as they may be more generous than federal requirements.