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Total weekly hours from daily clock-in/out times, overtime at 1.5x, and gross pay from your hourly rate.
Enter clock-in/out times and lunch minutes for each day, plus your hourly rate. The calculator totals regular and overtime hours (over 40h at 1.5x) and computes gross pay.
Formula: Day hours = (out − in) − lunch. Overtime = hours over 40. Pay = regular × rate + overtime × rate × 1.5. Example: 8 h/day Mon–Fri at $25/h → 40.00 h, $1,000.00.
Quick answer: A standard full-time week — Monday to Friday, 08:00 to 17:00 with a 60-minute lunch — is 40.00 hours. At $25/hour, that week’s gross pay is $1,000.00. The math: each day is (17:00 − 08:00) − 1 hour lunch = 8 hours; 5 × 8 = 40 hours; 40 × $25 = $1,000. Hours beyond 40 in the week are overtime, paid at 1.5× the regular rate — so 44 hours at $25/hour = (40 × $25) + (4 × $37.50) = $1,150. Enter your own shifts in the calculator above, then read the full guide below for step-by-step instructions, how time cards and overtime work, the formulas with fully worked examples, two detailed pay scenarios, the five mistakes that cost workers money, and related tools.
The Time Card Calculator turns a week of clock-in and clock-out times into total hours, overtime hours, and gross pay. It uses a 7-day grid (Monday–Sunday) so irregular schedules, weekend shifts, and split weeks are all handled. Follow these six steps.
Step 1 — Enter clock-in and clock-out for each workday. Click each day’s time fields and type your start and end times in 24-hour format. The defaults show a classic office week: 08:00–17:00 Monday to Friday. For a retail shift of 09:30–18:00, just overwrite the times. Leave days off blank or at 00:00.
Step 2 — Enter unpaid lunch minutes per day. Type your lunch break length in minutes — 60 for an hour, 30 for half an hour, 0 if you work through lunch (where permitted). This is the single most commonly skipped input: forgetting a 60-minute lunch overstates each day by a full hour, turning a real 40-hour week into a phantom 45-hour week.
Step 3 — Set your hourly rate and overtime multiplier. Enter your regular hourly wage (the default $25 is just an example) and confirm the overtime multiple — 1.5× (“time-and-a-half”) is the U.S. federal standard under the Fair Labor Standards Act for hours over 40 in a workweek.
Step 4 — Read the daily hours row. Each day shows its computed hours. Check them against reality: a 08:00–17:00 day with 60 minutes lunch should read 8.00. If a day looks wrong, the lunch minutes or an AM/PM-style mix-up is usually the cause.
Step 5 — Read the weekly totals. The calculator sums total hours (e.g., 40.00), splits out overtime hours (hours above 40, e.g., 4.00 on a 44-hour week), and computes gross pay — regular hours at your rate plus overtime hours at rate × 1.5. Example: 44 hours at $25/hour → 40 × $25 = $1,000.00 regular + 4 × $37.50 = $150.00 overtime = $1,150.00 gross.
Step 6 — Use the numbers. Compare the total against your pay stub to catch missing hours before payroll closes; use the overtime split to verify your employer applied the 1.5× premium correctly; and keep a weekly screenshot or printout as your own record — the Department of Labor recommends workers keep independent time records.
A time card (or timesheet) is the record of hours an employee works — traditionally a punch card, today usually a digital log of clock-in and clock-out times. For hourly (non-exempt) workers, the time card is the legal basis of pay: every compensable hour must be recorded and paid. Gross pay is your earnings before taxes and deductions; net pay (“take-home”) is what remains after federal/state taxes, Social Security, Medicare, and any benefits deductions — typically 70–80% of gross for most hourly workers.
The overtime premium comes from the U.S. Fair Labor Standards Act (FLSA): non-exempt employees must receive at least 1.5× their regular rate — “time-and-a-half” — for hours worked beyond 40 in a single workweek (a fixed 7-day period, e.g., Monday–Sunday). The regular rate is not always just the hourly wage; by law it includes most bonuses and shift differentials divided across hours worked, which can push the overtime rate above 1.5 × base wage. Some states add daily overtime: California, for example, requires 1.5× after 8 hours in a day and 2× after 12 hours, regardless of the weekly total.
Unpaid meal breaks are the biggest source of time-card confusion. Under federal law, a bona fide meal period of 30+ minutes where you are fully relieved of duty is unpaid and correctly subtracted — 60 minutes is the most common. But breaks under 20 minutes must be paid, and a “lunch” where you keep answering phones or serving customers is compensable work time, not a break. If your 08:00–17:00 day includes a working lunch, your payable day is 9 hours, not 8 — a difference of 5 hours per week, or $187.50 weekly at $25/hour with overtime effects.
Two more concepts matter. Rounding rules: employers may round clock times to the nearest 5–15 minutes, but only if the practice averages out neutrally over time — systematic rounding down is wage theft. And exempt vs. non-exempt status determines whether overtime applies at all: salaried managers and professionals meeting FLSA duties tests are exempt (no overtime), while hourly staff are almost always non-exempt (overtime due). Misclassification — treating hourly-style workers as exempt — is one of the most litigated wage issues in the U.S.
The calculator applies three formulas, in order:
1. Daily hours = (Clock-out time − Clock-in time) − (Lunch minutes ÷ 60)
2. Overtime hours = max(0, Total weekly hours − 40) | Regular hours = Total weekly hours − Overtime hours
3. Gross pay = (Regular hours × Hourly rate) + (Overtime hours × Hourly rate × 1.5)
Worked Example 1 — one day. Wednesday: clock in 09:00, clock out 18:00, lunch 30 minutes. Step 1: 18:00 − 09:00 = 9 hours. Step 2: lunch = 30 ÷ 60 = 0.5 hours. Step 3: 9 − 0.5 = 8.5 hours for Wednesday. In decimal terms, the 30-minute lunch is 0.50 h; a 45-minute lunch would be 0.75 h — always divide minutes by 60 before subtracting.
Worked Example 2 — a full week with overtime. An employee works five 8.5-hour days = 42.5 total hours at $22/hour. Step 1: overtime hours = 42.5 − 40 = 2.5 hours; regular hours = 40. Step 2: regular pay = 40 × $22 = $880.00. Step 3: overtime rate = $22 × 1.5 = $33.00; overtime pay = 2.5 × $33 = $82.50. Step 4: gross pay = $880.00 + $82.50 = $962.50. The 2.5 overtime hours — just 5.9% of total hours — contribute 8.6% of the pay, which is exactly why verifying the premium matters.
Quick mental check: multiply your total hours by your rate, then add half your rate for each hour over 40. For 44 hours at $25: 44 × $25 = $1,100, plus 4 × $12.50 = $50, total $1,150 — matching the calculator.
Meet Sofia, 24, a retail associate earning $16.50/hour. Her schedule varies daily, so she logs each shift in the calculator:
Weekly total: 8 + 8 + 0 + 8 + 8 + 6.5 + 0 = 38.5 hours — under 40, so no overtime. Gross pay = 38.5 × $16.50 = $635.25. Sofia’s takeaway: because her schedule changes weekly, she screenshots the calculator’s daily breakdown every Sunday night. Twice last year the totals caught a missed Saturday shift (6.5 h × $16.50 = $107.25 each) before payroll processed — the five minutes of logging paid for itself many times over.
Now meet David, 32, a warehouse associate at $19/hour during a peak season week with mandatory overtime:
Weekly total: 45.0 + 2.5 = 47.5 hours. Overtime = 47.5 − 40 = 7.5 hours; regular = 40 hours. Regular pay = 40 × $19 = $760.00. Overtime rate = $19 × 1.5 = $28.50; overtime pay = 7.5 × $28.50 = $213.75. Gross pay = $760.00 + $213.75 = $973.75.
David’s check revealed something important: his pay stub showed $955.00 — $18.75 short. At the $28.50 overtime rate, $18.75 ÷ $28.50 ≈ 0.66 hours, matching about 40 minutes of Saturday time his supervisor had rounded down. Because David had the calculator’s daily breakdown, payroll corrected it the same week. His rule now: never trust memory on partial-hour weekend shifts — log the exact clock times.
Mistake 1 — Forgetting to subtract lunch. Logging 08:00–17:00 as 9 hours instead of 8 inflates the week by 5 hours. At $25/hour that phantom $125 looks great until payroll’s system — which does subtract lunch — pays $125 less than expected, or worse, until an audit flags the discrepancy. Fix: always enter lunch minutes; treat 0 as a deliberate entry, not a default.
Mistake 2 — Botching the minutes-to-decimals conversion. 4:45 PM is 16.75 in decimal, not 16.45; a 20-minute break is 0.33 h, not 0.20 h. Over a week, decimal errors of 0.1–0.2 h per day compound to a full hour. Fix: divide minutes by 60 (15→0.25, 30→0.50, 45→0.75) or let the calculator handle the conversion.
Mistake 3 — Missing the overtime threshold. Workers routinely total 41–43 hours without noticing the 1–3 overtime hours, losing $12.50–$37.50 per week at a $25 base rate ($650–$1,950 per year). Fix: watch the calculator’s overtime split every week; any total above 40.00 deserves the 1.5× premium.
Mistake 4 — Confusing gross pay with take-home pay. $1,150 gross at $25/hour is not $1,150 in your pocket — after ~22% combined taxes and deductions, take-home is roughly $897. Budgeting from the gross number creates a monthly shortfall of about $1,000 on full-time $25/hour work. Fix: multiply gross by 0.75–0.78 for a planning estimate of net pay.
Mistake 5 — Reconstructing hours from memory on Friday. Memory of Monday’s exact clock-out time is unreliable by Friday; studies of time-reporting show errors of 15–30 minutes per day in recalled times. Fix: log times daily (a phone note or this calculator takes 30 seconds) rather than rebuilding the week at once.
Time cards feed directly into broader time and pay math. Use the Hours Calculator for general duration arithmetic between any two times — useful for project billing and freelance hours — and the Salary Calculator to convert your hourly wage into annual salary equivalents (at $25/hour, 40 hours/week × 52 weeks = $52,000/year) and compare job offers. Together with the Time Card Calculator above, they cover every step from clock-in to paycheck.
Entity: Time Card Calculator — computes daily and weekly work hours, overtime hours, and gross pay from clock-in/out times, lunch minutes, hourly rate, and overtime multiplier. Core formulas: day_hours = (out − in) − lunch_hours; overtime_hours = max(0, total − 40); gross_pay = regular_hours × rate + overtime_hours × rate × 1.5. Reference example: Mon–Fri 08:00–17:00 with 60-min lunch at $25/h → 40.00 h; $1,000.00 gross; no overtime. Overtime example: 44 h at $25/h → 40 × $25 + 4 × $37.50 = $1,150. Legal basis: U.S. Fair Labor Standards Act (FLSA) — 1.5× regular rate for non-exempt hours over 40/week; state daily-overtime rules (e.g., California: 1.5× after 8 h/day, 2× after 12 h/day). Key concepts: gross pay vs net pay (~70–80% of gross), regular rate (includes most bonuses), bona fide meal periods (30+ min, duty-free, unpaid), exempt vs non-exempt status, rounding must average neutral. Verification rule: workers should keep independent daily time records and check pay stubs against them.
Add each day’s (clock-out minus clock-in minus lunch). The time card calculator above does it from your daily times.
Hours over 40 per week pay 1.5x the regular rate: 44 hours at $25/h = 40×25 + 4×37.50 = $1,150.
Divide lunch minutes by 60: 60 minutes = 1.00 h, 30 minutes = 0.50 h. The calculator subtracts it automatically.
Gross is before taxes and deductions (what this calculator shows); net is your take-home after them.
Only total weekly hours matter for overtime — weekend hours count toward the 40-hour threshold like any other day.
Also try our Hours Calculator and Salary Calculator.
Sources: U.S. Department of Labor — Fair Labor Standards Act (FLSA) overtime provisions; U.S. Department of Labor Wage and Hour Division — fact sheets on hours worked and overtime.