Work Hours Calculator

Work Hours Calculator

1. 1

   Set your workweek start day

   Open Settings and choose the day your employer's workweek begins (commonly Sunday or Monday). This ensures the weekly overtime threshold resets on the correct day.

2. 2

   Choose your pay period mode

   Select Daily, Weekly, Bi-weekly, or Monthly using the tabs at the top of the calculator. For bi-weekly payroll, "Bi-weekly" shows two weeks together while still computing overtime per week.

3. 3

   Enter clock-in and clock-out times

   Type each day's start and end times in HH:MM format (e.g., 09:00 and 17:30). For overnight shifts, simply enter an end time earlier than the start time — the calculator detects the next-day scenario automatically.

4. 4

   Enter your unpaid break time

   Type the number of unpaid break minutes for each day (e.g., 30 for a half-hour lunch). Paid rest breaks under 20 minutes should not be deducted — leave them at 0.

5. 5

   Enter your hourly rate

   Type your regular hourly rate in the "Hourly rate" field. The calculator will display regular pay, overtime pay (1.5×), and gross pay for the period.

6. 6

   Review overtime and gross pay

   Check the Totals bar for Regular and Overtime hour splits. Any hours over 40 in a workweek appear as overtime automatically. The Pay section shows your gross earnings breakdown.

7. 7

   Export or print

   Use the Export PDF button to save or print a formatted timesheet you can share with your employer or keep for your own records.

FLSA Overtime Rules: What Counts as a Workweek

The FLSA defines a workweek as any fixed, regularly recurring period of 168 hours — seven consecutive 24-hour periods. Your employer sets the start day, and it does not have to align with the calendar week or your pay period. Common workweeks run Sunday–Saturday or Monday–Sunday.

All hours actually worked count toward the 40-hour threshold. This includes pre-shift work, post-shift work, short rest breaks (typically under 20 minutes), and any work performed at home if the employer knows or should have known about it. Unpaid meal breaks of 30 minutes or more during which the employee is completely relieved of duties are generally excluded.

The 7-Minute Rounding Rule

The FLSA allows employers to round time entries to the nearest 5, 6, or 15 minutes — provided that, over time, the rounding neither systematically favors the employer nor disadvantages the employee. The most common standard is 15-minute rounding: minutes 1–7 round down to the hour, minutes 8–22 round to the quarter hour, and so on.

If your employer rounds, use the "15 minutes (7-min rule)" setting in this calculator to mirror that policy. For the most accurate record, however, capture exact clock-in and clock-out times and compare the rounded and exact totals.

State Overtime Laws That Go Beyond the FLSA

• California: overtime applies after 8 hours per day (1.5×) and after 12 hours per day (2×); seventh consecutive workday is all overtime.
• Alaska and Nevada also have daily overtime thresholds (8 hours/day).
• Colorado: daily overtime after 12 hours; 40-hour weekly threshold still applies.
• Many other states mirror the federal 40-hour weekly rule with no daily threshold.
• When state and federal rules differ, the rule more favorable to the employee applies.

Bi-Weekly and Semi-Monthly Pay Periods

Bi-weekly payroll (every two weeks, 26 pay periods/year) is the most common schedule in the U.S. Semi-monthly payroll (twice a month, 24 pay periods/year) sounds similar but cuts across calendar weeks. Because overtime is calculated per workweek — not per pay period — semi-monthly pay creates weeks that straddle two pay periods, complicating overtime tracking.

This calculator's "Bi-weekly" mode sums two consecutive workweeks and shows overtime per week, not just per period. Use the monthly mode to see four-week totals while still applying the 40-hour weekly rule correctly.

Exempt vs. Non-Exempt Employees

The FLSA overtime rules only apply to non-exempt employees. In 2024 the Department of Labor raised the minimum salary threshold for executive, administrative, and professional exemptions to $684 per week ($35,568 annually). Employees earning above that threshold in a bona fide exempt role are not entitled to overtime pay under federal law.

Even if you are salaried, some states (California, for example) apply stricter exemption tests. If you are unsure of your status, consult your HR department or the Department of Labor's FLSA resources.

How to Read Your Time Card

• Verify that each day's start and end times match your memory and any physical records.
• Confirm that your employer subtracted only bona fide unpaid breaks — not rest breaks under 20 minutes.
• Add up daily totals and check that the weekly sum matches your pay stub's "straight-time" or "regular" hours.
• If you worked more than 40 hours in any workweek, check that the excess appears as overtime at 1.5× your regular rate.
• Keep copies of your time records for at least two years — the same period the FLSA requires employers to retain payroll records.

Frequently Asked Questions — U.S. Work Hours Calculator

Does federal law require paid lunch breaks?

No. The FLSA does not require meal breaks, but it does require that bona fide meal periods (typically 30 minutes or more during which the employee is completely relieved of duties) be unpaid. Short rest breaks of 20 minutes or fewer must be paid. Many states, however, mandate specific meal and rest breaks — check your state's Department of Labor for local rules.

How does bi-weekly payroll affect overtime?

Overtime is calculated per workweek, not per pay period. If you work 45 hours in week 1 and 35 hours in week 2, you have 5 overtime hours in week 1 — your employer cannot average the two weeks together under federal law. Your paycheck for that bi-weekly period should include 5 hours at 1.5× your regular rate.

What is my "regular rate" for overtime purposes?

Your regular rate is not always just your hourly wage. If you receive non-discretionary bonuses, shift differentials, or commissions in a workweek, those amounts must be added to your total straight-time pay and divided by total hours worked to determine the true regular rate. Overtime is then owed at 0.5× that regular rate for each overtime hour (you already received 1× in straight time).

Can my employer give me comp time instead of overtime pay?

Private-sector employers generally cannot substitute compensatory time off for cash overtime pay under the FLSA. State and local government employers may offer comp time under certain conditions. If a private employer offers comp time, you have the right to receive cash overtime pay instead.

Does the work hours calculator work for California daily overtime?

This calculator applies the federal FLSA 40-hour weekly rule. California employees are entitled to daily overtime (1.5× after 8 hours, 2× after 12 hours, and all hours on the seventh consecutive workday). For accurate California calculations, use the Daily mode and compare your per-day totals against those thresholds manually, or consult the California Labor Commissioner's website.

What records should I keep?

The FLSA requires employers to keep payroll records for at least three years and time and earning records for at least two years. As an employee, it is good practice to photograph or save your time records each week. If your employer uses electronic timekeeping, export a copy regularly.

Are salaried employees ever entitled to overtime?

Yes, if they are classified as non-exempt regardless of how they are paid. The FLSA's salary basis test means that employees paid a guaranteed salary of at least $684/week in an exempt capacity (executive, administrative, professional) are exempt. Salaried workers earning below that threshold, or in non-exempt roles, are still entitled to overtime for hours beyond 40 per week.