Time Card / Weekly Hours Calculator
Add up daily clock-in/out times across the week. Computes regular vs overtime hours per US FLSA rule (1.5× over 40/week). Free, no signup.
Time Card / Weekly Hours Calculator
Enter daily clock-in and clock-out times plus any unpaid break. The tool sums the week, applies US FLSA-style overtime (1.5× regular rate for hours over 40/week), and shows the total gross pay for the week. Supports overnight shifts.
| Day | Clock In | Clock Out | Break (min) | Hours |
|---|---|---|---|---|
| Mon | — | |||
| Tue | — | |||
| Wed | — | |||
| Thu | — | |||
| Fri | — | |||
| Sat | — | |||
| Sun | — |
How to Use the Time Card Calculator
Enter each day's clock-in and clock-out
Use 24-hour format (09:00 = 9 AM, 17:30 = 5:30 PM). For overnight shifts (e.g. 22:00 to 06:00), the tool auto-handles the midnight roll-over.
Set unpaid break minutes
US federal law does not require breaks for adults, but state law often does. Subtract unpaid meal periods (typically 30 min) from each day. Paid short breaks (10-15 min) stay in the hour count.
Enter your hourly rate
Use the regular rate of pay. Overtime defaults to 1.5× per US FLSA. California uses 1.5× over 8 hrs/day or 40 hrs/week AND 2× over 12 hrs/day; adjust the threshold + multiplier accordingly for state-specific rules.
Read total weekly hours + gross pay
Hours over the 40-hour threshold get the overtime multiplier. The tool shows the regular vs overtime split so you can verify against your paystub.
FLSA Overtime — The Rule Most Hourly Workers Should Know
What FLSA Says — And Doesn't Say
The Fair Labor Standards Act of 1938 (29 U.S.C. §207) is the foundational US federal labour law on overtime. The rule is simple to state and easy to forget: non-exempt employees must be paid 1.5× their regular rate for every hour over 40 worked in a single workweek. The "workweek" is a fixed, recurring 168-hour period defined by the employer — it does not have to be Monday-to-Sunday. A worker who clocks 35 hours one week and 45 the next gets 5 overtime hours in week two, even if the average is still 40. FLSA averaging across weeks is not allowed for hourly non-exempt employees.
What FLSA does NOT require: daily overtime (working 12 hours on Monday and zero on Tuesday is not federal overtime if the week stays under 40), double-time (1.5× is the federal max), paid breaks of any length, weekend or holiday premiums. Many states layer stronger rules on top — California requires 1.5× over 8 hours/day or 40/week, and 2× over 12 hours/day. Colorado, Alaska, and Nevada have daily overtime rules. Federal contractors often face Davis-Bacon or Service Contract Act prevailing-wage rules.
Exempt vs Non-Exempt Status
Only non-exempt employees get FLSA overtime. To be exempt (and ineligible for overtime), a worker must clear three tests: paid on a salary basis, paid at least USD 684/week (USD 35,568/year as of 2024), and perform exempt-classified duties (executive, administrative, professional, computer-employee, or outside-sales). The salary threshold rose to USD 844/week (USD 43,888/year) in July 2024 and USD 1,128/week (USD 58,656/year) in January 2025, though a 2024 Texas federal court ruling has clouded that schedule. Misclassification is the single most common FLSA violation — the Department of Labor recovers USD 200-300M/year in back wages from misclassified workers.
Independent contractors are not covered by FLSA at all. The IRS and DOL each use multi-factor tests (control over work, integration into business, profit/loss potential, permanency) to determine true classification. Calling someone a 1099 contractor does not make them one if the relationship's substance is employment. Many gig-economy workers, delivery drivers, and "freelance" creatives turn out to be misclassified employees with retroactive overtime claims when the tests are applied.
"FLSA overtime is calculated by workweek, not pay period. A worker on a biweekly paycheck who works 50 hours in week 1 and 30 in week 2 is owed 10 hours of overtime — even though the biweekly total is still 80 hours."
State-Level Twists That Trip Up National Employers
Multi-state employers face a maze of state overrides. California: 1.5× daily over 8 hrs, 2× daily over 12 hrs, 1.5× for the first 8 hrs on the 7th consecutive workday, 2× beyond that. Colorado: 1.5× over 12 hrs/day or 40/week. Alaska: 1.5× over 8 hrs/day or 40/week. Nevada: 1.5× over 8 hrs/day or 40/week (only for workers earning under 1.5× minimum wage). Some states define the workweek differently or require advance notice when changing it. For the calculator's defaults, the federal 40-hour-week / 1.5× rule applies to most US workers; California users should adjust threshold and multiplier accordingly.
What This Calculator Does Not Cover
This tool computes gross weekly pay from clock-in / clock-out and a single hourly rate. It does NOT compute: tax withholding (federal, state, FICA), retirement contributions, health-insurance deductions, garnishments, or post-tax adjustments. For net pay, run the gross result through a payroll calculator like ADP's free paycheck tool or your state's withholding tables. Also not covered: shift differentials (a higher rate for night shifts), holiday premiums, and double-time-at-1.5× hybrids used in some union contracts — for those, sum the regular and premium hours separately and add.
10 Facts About US Work Hours and Overtime
FLSA (Fair Labor Standards Act, 1938) established the 40-hour workweek and 1.5× federal overtime — still the law of the land in 2026.
Federal overtime kicks in at 40 hours per workweek, not per pay period. Biweekly paychecks averaging 40 still owe overtime for the high-hour week.
California stacks daily overtime on top: 1.5× over 8 hrs/day, 2× over 12 hrs/day.
Salary threshold for exempt status: USD 35,568/yr (2024). Many states require higher (CA: USD 66,560).
The average US private-sector workweek in 2025 was 34.3 hours (BLS) — pulled down by part-timers and retail/leisure jobs.
DOL recovered USD 274M in back wages from FLSA violations in FY2023, affecting 152,000 workers.
Federal law does not require breaks for adult workers; many states require a 30-min unpaid meal break for 6+ hour shifts.
Misclassification (calling employees "1099 contractors") is the #1 FLSA violation type DOL pursues.
An "on-call" hour counts as work time if the employee can't use it freely (restricted to premises, must respond within X minutes).
Holidays + weekends are not federally required premium pay — only union contracts or state law create that obligation.
Frequently Asked Questions
- FLSA requires 1.5× the regular rate of pay for hours over 40 in a single workweek for non-exempt employees. The workweek is a fixed 168-hour period set by the employer (not necessarily Mon-Sun). Daily totals don't trigger federal overtime — only weekly totals do. Some states (CA, CO, AK, NV) add daily overtime rules on top.
- Salary alone doesn't exempt you. To be FLSA-exempt, you must clear all three of: salary-basis pay, salary above USD 35,568/year (federal 2024 floor; some states higher), and exempt-classified duties (executive, administrative, professional, computer, or outside-sales). If you earn under the threshold or your duties don't fit, you're entitled to overtime regardless of how you're paid.
- When the clock-out time is earlier than the clock-in time (e.g. in 22:00, out 06:00), the tool auto-detects an overnight shift and adds 24 hours to the difference. So 22:00 → 06:00 = 8 hours. For FLSA purposes, the hours count in whichever workweek your employer assigns the shift to — usually the workweek the shift started in.
- Bona fide meal periods of 30+ minutes where the employee is fully relieved of duty are not work time. Short breaks (5-20 minutes) are work time and must be paid. If your meal break is regularly interrupted by work (taking calls, monitoring email, covering the desk), it may legally convert into compensable work time — keep records if that happens.
- California requires 1.5× over 8 hours/day or 40/week (whichever triggers first) and 2× over 12 hours/day. Also 1.5× for the first 8 hours on the 7th consecutive workday, 2× beyond that. This tool's federal-default 40-hour weekly threshold won't catch CA daily overtime — adjust the threshold or use a CA-specific calculator if you frequently exceed 8 hrs/day in California.
- No — not federally. FLSA does not require premium pay for Saturdays, Sundays, or holidays. The only trigger is the 40-hour-per-week threshold. Many union contracts, state laws, and employer policies do add holiday or weekend premiums, but those are contractual, not federal. Read your employee handbook for your specific employer's rules.
- Modern systems (Kronos, ADP, Gusto, When I Work, Deputy) generate millisecond-accurate logs but allow employer rounding rules (e.g. round to nearest 15 min). FLSA permits rounding only if it averages out — systematic rounding-down against the employee is illegal. Paper time cards are still legal but commonly disputed; if you're a worker, keep your own copies, photos, or screenshots as backup.
- Yes if the time is restrictive. The test is whether the employee can use the time freely for personal purposes. Waiting at the worksite for work to arrive = paid. On-call at home with a 15-minute callback window = usually paid. On-call at home with a 2-hour callback window where you can leave the house = usually unpaid. Court cases on this are state-specific and fact-specific.
- UK has no statutory overtime premium — it's contract-defined. The 48-hour weekly limit (Working Time Regulations) is a max cap, not an overtime trigger. EU follows the Working Time Directive — 48 hours/week max, 11 hours rest between shifts, 24 hours weekly rest. Country-specific overtime premiums vary: Germany typically 25%, France 25% (first 8 OT hrs) then 50%, Spain 75% on weekends. The 40-hr / 1.5× US model is distinctive — most countries use lower weekly caps with weaker (or zero) premium-pay requirements.
- FLSA applies regardless of immigration status — H-1B, L-1, OPT workers all get the 40-hour / 1.5× protection. Singapore, Malaysia, Philippines counterparts use different frames: SG MOM uses 44 hrs/week ceiling with 1.5× over that, capped at 72 OT hrs/month. MY EA Act caps at 48 hrs/week with 1.5× over (and 3.0× on rest days). PH Labor Code uses 8 hrs/day with 1.25× over and 1.3-2.0× on holidays. The US 40-hour threshold is structurally tighter than ASEAN norms, which often surprises new arrivals.
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