Time Card Calculator
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Regular Hours
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Overtime Hours
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Total Pay
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Time Card Calculator: Weekly Hours, Overtime, and Pay
Accurate time tracking is the foundation of correct payroll. Whether you are an employee verifying your paycheck, a manager reviewing timesheets, or a small business owner processing payroll manually, this calculator converts daily hours worked into total weekly hours, separates regular and overtime hours, and computes gross pay including the overtime premium. Enter your hourly rate and the hours worked each day of the week to see your results instantly.
The calculator applies the standard Fair Labor Standards Act (FLSA) overtime threshold of 40 hours per workweek. Any hours beyond 40 are calculated at 1.5 times your regular hourly rate. Results update live as you type, and you can share or print the output for your records.
FLSA Overtime Rules Explained
The Fair Labor Standards Act is the primary federal law governing overtime in the United States. Under the FLSA, non-exempt employees must be paid at least 1.5 times their regular rate of pay for every hour worked beyond 40 in a single workweek. The workweek is defined as any fixed, recurring period of 168 consecutive hours (7 consecutive 24-hour periods). An employer may choose any day and time to begin the workweek, but once established, it remains fixed and cannot be changed to avoid overtime obligations.
Several important nuances apply. Hours cannot be averaged across two or more workweeks. If an employee works 50 hours in one week and 30 hours the next, the employer owes 10 hours of overtime for the first week, even though the biweekly total averages to 40 hours per week. Comp time (compensatory time off instead of overtime pay) is generally not permitted for private-sector employers under the FLSA. Employers who violate overtime rules face back pay, liquidated damages, and potential penalties from the Department of Labor.
State Overtime Laws That Go Beyond Federal Requirements
Several states impose overtime requirements that exceed the federal FLSA standard. California is the most notable: it requires daily overtime (1.5x after 8 hours in a single day and 2x after 12 hours in a single day), in addition to weekly overtime after 40 hours. Alaska requires daily overtime after 8 hours. Colorado requires overtime after 12 hours in a day or 40 hours in a week. Nevada requires overtime after 8 hours in a day if the employee's hourly rate is less than 1.5 times the state minimum wage.
This calculator applies the federal 40-hour weekly threshold. If you are in a state with daily overtime rules, you may need to calculate your daily overtime separately and add it to the weekly total. Always check your state's department of labor website for current requirements.
Regular Hours vs. Overtime Hours: Practical Examples
Example 1 — Standard 40-Hour Week: An employee works 8 hours per day, Monday through Friday. Total: 40 hours, all regular. At $25/hour, gross pay = 40 x $25 = $1,000.
Example 2 — 45-Hour Week: Same employee works 9 hours Monday through Friday. Total: 45 hours (40 regular + 5 overtime). Gross pay = (40 x $25) + (5 x $37.50) = $1,000 + $187.50 = $1,187.50.
Example 3 — 50-Hour Week with Saturday: The employee works 8 hours Monday through Friday (40 hours) plus 10 hours on Saturday. Total: 50 hours (40 regular + 10 overtime). Gross pay = (40 x $25) + (10 x $37.50) = $1,000 + $375 = $1,375.
Example 4 — Part-Time with No Overtime: An employee works 6 hours on Monday, Tuesday, and Wednesday. Total: 18 hours, all regular. Gross pay = 18 x $25 = $450. No overtime applies because total hours are under 40.
Weekly vs. Biweekly Pay Periods
The pay period determines how often employees receive paychecks, but it does not change how overtime is calculated. In a weekly pay period, each paycheck covers one workweek, making overtime straightforward. In a biweekly (every two weeks) pay period, the paycheck covers two separate workweeks. Overtime must be calculated independently for each workweek within the biweekly period, not averaged across both weeks.
Semi-monthly pay (twice per month, typically the 1st and 15th) is more complex because some pay periods contain portions of three workweeks. Employers using semi-monthly pay must track workweek hours carefully to ensure overtime is correctly attributed. Monthly pay periods (one paycheck per month) require the same workweek-by-workweek overtime calculation, which can span four or five workweeks within a single pay period.
Exempt vs. Non-Exempt Employees
Not all employees are eligible for overtime. The FLSA classifies workers as either exempt or non-exempt based on their salary level and job duties. To be exempt from overtime, an employee must generally meet all of the following criteria: be paid on a salary basis (not hourly), earn at least the minimum exempt salary threshold ($58,656 annually as of 2024), and perform executive, administrative, professional, computer, or outside sales duties as defined by the Department of Labor. Non-exempt employees, whether paid hourly or on a salary below the threshold, are entitled to overtime pay. Misclassifying employees as exempt to avoid paying overtime is one of the most common FLSA violations and can result in significant back-pay awards and penalties.
What Counts as Hours Worked
Under the FLSA, "hours worked" includes all time an employee is required to be on the employer's premises, on duty, or at a prescribed workplace. This includes short breaks (typically under 20 minutes), time spent putting on or removing required safety gear (donning and doffing), mandatory training sessions, required travel during the workday, and waiting time when the employee is not free to leave. Meal breaks of 30 minutes or more where the employee is completely relieved of duties are generally not counted as hours worked. Commuting time from home to the workplace is not compensable, but travel between job sites during the workday is.
Common Time Card Errors and How to Avoid Them
Payroll errors related to time cards cost businesses billions of dollars annually in overpayments, underpayments, and compliance penalties. The most common mistakes include forgetting to record hours on days you worked, rounding errors (recording 8 hours when you actually worked 8 hours and 15 minutes), failing to account for unpaid lunch breaks (recording 9 hours when you worked 8 hours with a 1-hour lunch), and not separating regular from overtime hours correctly. To minimize errors, record your hours at the end of each workday rather than trying to reconstruct them at the end of the week. Review your time card against your calendar or daily notes before submitting it. If you notice a discrepancy on your paycheck, report it to your employer immediately.
How to Use This Calculator
Enter your hourly rate in the first field. Then enter the number of hours you worked each day (Monday through Sunday). The calculator sums the daily hours to get your total weekly hours, determines how many are regular (up to 40) and how many are overtime (above 40), and computes your total gross pay with overtime at 1.5x your regular rate. Use this to verify your paycheck, plan your work schedule, or estimate the earnings impact of picking up extra shifts.
Frequently Asked Questions
How is overtime calculated under the FLSA?
Under the Fair Labor Standards Act, non-exempt employees must receive overtime pay at 1.5 times their regular hourly rate for all hours worked over 40 in a single workweek. The workweek is a fixed, recurring 168-hour (7-day) period defined by the employer. Hours cannot be averaged across two or more weeks unless the employee is on an approved alternative schedule (such as the 8/80 rule in healthcare).
What is the difference between regular hours and overtime hours?
Regular hours are the first 40 hours worked in a workweek, paid at the employee's standard hourly rate. Overtime hours are any hours exceeding 40 in that same workweek, paid at 1.5x the regular rate. Some states, like California, also require daily overtime (time-and-a-half after 8 hours in a single day and double time after 12 hours).
Are salaried employees eligible for overtime?
It depends on whether they are classified as exempt or non-exempt under the FLSA. Exempt employees (typically salaried workers earning above a threshold and performing executive, administrative, or professional duties) are not entitled to overtime. Non-exempt salaried employees must still receive overtime for hours worked beyond 40 per week. The 2024 FLSA salary threshold update set the minimum exempt salary at $58,656 annually.
How do I calculate pay for a biweekly pay period?
For a biweekly (every-two-weeks) pay period, calculate overtime separately for each workweek within the pay period. You cannot combine hours from both weeks. If an employee works 45 hours in week one and 35 hours in week two, they earn 5 hours of overtime in week one even though their biweekly total is 80 hours (the equivalent of 40 per week).
What counts as hours worked under the FLSA?
Hours worked includes all time an employee is required to be on the employer's premises, on duty, or at a prescribed workplace. This covers short breaks under 20 minutes, mandatory training, required travel during the workday, donning and doffing safety equipment, and waiting time when the employee cannot leave. Bona fide meal breaks of 30 minutes or more where the employee is completely relieved of duties are generally excluded. Regular commuting from home to work is not compensable, but travel between job sites during the workday is counted as hours worked.
Do states have different overtime rules than the federal FLSA?
Yes, several states impose overtime requirements beyond the federal standard. California requires daily overtime at 1.5x after 8 hours in a single day and double time after 12 hours, in addition to the weekly 40-hour threshold. Alaska also requires daily overtime after 8 hours. Colorado requires overtime after 12 hours in a day or 40 hours in a week. When state and federal laws differ, the law more favorable to the employee applies. Check your state's department of labor website for current requirements, as these rules change periodically.