# Time Card Calculator Last updated October 17, 2026FreeNo signupFormula shown Enter each day's clock in and clock out times and any unpaid lunch, and this time card calculator totals your week in hours and minutes, splits out overtime past 40 hours and works out gross pay. Your week Clear week DayClock inClock outBreak - Mon8:00 - Tue8:00 - Wed8:00 - Thu10:30 - Fri8:00 - SatOff - SunOff Break is unpaid minutes, such as lunch; short paid rest breaks stay in. A clock out earlier than the clock in counts as a shift past midnight. Round each clock time to the nearest Exact5 min6 min15 min 6 minutes is a tenth of an hour and 15 a quarter, the increments federal rules allow when rounding evens out over time. Hourly rate (USD, optional) Hours over 40 in the workweek are paid at 1.5 times this rate, the federal overtime rule. Total hours this week 42:30h:mm 42.50 hours · 2.50 overtime Hours by day MTWTFSS teampredict.ai/tools/time-card-calculator The week, in hours Regular hours (first 40) 40.00 Overtime hours (over 40) 2.50 Days worked 5 Total42.50 h Pay for the week, before tax Regular: 40.00 h × $20.00 $800.00 Overtime: 2.50 h × $30.00 $75.00 Gross pay$875.00 Copy resultsCopy link ## A time card adds up the hours between each clock in and clock out. Hours for a day = clock out − clock in − unpaid break Each day is worked out the same way, then the seven days are added up. A shift from 9:00 AM to 5:30 PM spans 8 hours 30 minutes, and a 30-minute unpaid lunch brings it to 8 hours. Type the punches straight off the time clock or a paper timesheet. When a clock out is earlier than the clock in, the calculator reads it as a shift that ran past midnight, so 10:00 PM to 6:30 AM with a 30-minute break is also 8 hours. Payroll works in decimal hours, so the calculator shows both. Divide the minutes by 60: 15 minutes is 0.25 of an hour, 30 minutes is 0.5 and 45 minutes is 0.75, so 8 hours 45 minutes is 8.75 hours. For a single shift, or to convert any hours and minutes on their own, the [hours calculator](https://www.teampredict.ai/tools/hours-calculator) does the same arithmetic one entry at a time. ## The example week comes to 42.5 hours, with 2.5 hours of overtime. Those are the numbers the calculator opens with. An invented warehouse shift lead clocks in at 9:00 AM and out at 5:30 PM on four days, works one long Thursday from 8:00 AM to 7:00 PM, takes a 30-minute unpaid lunch every day and is paid $20 an hour. - Monday, Tuesday, Wednesday and Friday: 8 hours 30 minutes on the clock, less 30 minutes of lunch, is 8 hours a day, or 32 hours - Thursday: 11 hours on the clock, less 30 minutes, is 10 hours 30 minutes - Week total: 32 + 10.5 = 42.5 hours, written 42:30 on the card - Regular hours are the first 40, and overtime is 42.5 − 40 = 2.5 hours _Figure: Bar chart of the example time card. Monday, Tuesday and Wednesday are 8 hours each, Thursday is 10 hours 30 minutes, Friday is 8 hours, and Saturday and Sunday are off. Monday to Thursday add up to 34.5 hours, so the 40-hour line is crossed 5.5 hours into Friday, and Friday's last 2.5 hours are the week's overtime. The week totals 42.5 hours._ Overtime is counted on the week's total, so the 2.5 hours past 40 are drawn where the week crosses the line, on Friday. The pay follows from that split. The first 40 hours are paid at the regular rate and the hours over 40 at time and a half, which on $20 is $30 an hour. - Regular pay: 40 × $20 = $800 - Overtime pay: 2.5 × $30 = $75 - Gross pay before tax: $800 + $75 = $875 _Figure: The example week's pay before tax. 40 regular hours at $20.00 is $800.00. 2.5 overtime hours at $30.00, which is 1.5 times $20.00, is $75.00. Together that is $875.00 of gross pay._ Without the long Thursday the week would be exactly 40 hours and $800. The extra 2 hours 30 minutes on one day add $75, which is 9.4% more than a 40-hour week pays. ## Unpaid meal breaks come off the time card, and short rest breaks stay on it. The Department of Labor's page on [breaks and meal periods](https://www.dol.gov/general/topic/workhours/breaks) says plainly that “Federal law does not require lunch or coffee breaks.” When an employer does offer them, the two kinds are treated differently. - Short breaks, “usually lasting about 5 to 20 minutes,” are compensable work hours under federal law, and they count toward the weekly total and overtime. - Meal periods, “typically lasting at least 30 minutes,” are not work time, provided the employee is “completely relieved from duty for the purpose of eating regular meals,” in the words of [Fact Sheet #22](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked). _Figure: Two kinds of break under the US Department of Labor's rules. A short rest break, usually about 5 to 20 minutes, counts as hours worked and stays in the shift. A meal period, typically 30 minutes or more with the employee completely relieved from duty, is not work time, so it goes in the Break column._ Source: US Department of Labor, Breaks and Meal Periods, and Fact Sheet #22, Hours Worked. Federal law does not require either kind of break. So only the unpaid part goes in the Break column. A 30-minute lunch plus two 10-minute rest breaks is 30 minutes in the column, not 50. A lunch eaten at the desk while answering the phone does not meet that test, because the employee is still on duty, so it stays in the hours. ## Rounding to the nearest quarter hour is allowed only if it evens out over time. Many time clocks round each punch. The federal rule on time clocks, [29 CFR 785.48](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-B/part-785/subpart-C/subject-group-ECFR4dca5ba5ff3d1d5/section-785.48), describes recording starting and stopping times “to the nearest 5 minutes, or to the nearest one-tenth or quarter of an hour,” and accepts it “provided that it is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked.” The rounding buttons apply those three steps to every clock in and clock out. Take one invented day clocked at 8:53 AM and 5:37 PM with a 30-minute lunch. Exact, that is 8 hours 14 minutes. Rounded to the nearest 5 minutes it becomes 8:55 to 5:35, or 8 hours 10 minutes. To the nearest 6 minutes it is 8:54 to 5:36 and 8 hours 12 minutes, and to the nearest quarter hour it is 9:00 to 5:30 and exactly 8 hours. _Figure: The same day under four rounding settings. Exact times give 8 hours 14 minutes, or 8.23 hours. Rounding to the nearest 5 minutes gives 8:55 AM to 5:35 PM and 8 hours 10 minutes. Rounding to the nearest 6 minutes gives 8:54 AM to 5:36 PM and 8 hours 12 minutes. Rounding to the nearest 15 minutes gives 9:00 AM to 5:30 PM and 8 hours exactly._ Each rule rounds both punches to the nearest step. On this day all three pay less than the exact times, which holds up only if other days round up enough to even it out. On that day every setting pays less than the exact times, and the quarter hour drops 14 minutes. The rule holds because other days round the other way: 9:07 AM in and 5:38 PM out is 8 hours 1 minute exact, and 9:00 to 5:45 rounded, or 8 hours 15 minutes, 14 minutes more. A clock that only ever rounds against the employee fails the test. ## Overtime is counted by the workweek, and two weeks never average out. Under the Fair Labor Standards Act, covered employees who are not exempt get overtime for hours over 40 in a workweek “at a rate not less than time and one-half their regular rates of pay,” as [Fact Sheet #23](https://www.dol.gov/agencies/whd/fact-sheets/23-flsa-overtime-pay) puts it. The workweek is “a fixed and regularly recurring period of 168 hours,” and it “may begin on any day and at any hour of the day,” so a card that runs Sunday to Saturday works the same way as this one's Monday to Sunday. Two details catch people out. “Averaging of hours over two or more weeks is not permitted,” so a two-week pay period of 45 hours and then 35 hours still has 5 hours of overtime in the first week: at $20 an hour that is $1,650 for the two weeks, not the $1,600 that 80 straight hours would pay. And the federal rule looks at the week's total, not the calendar: the Act “does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.” Pay on top of the hourly rate, such as a production bonus, can raise the rate overtime is paid at, because the regular rate “includes all remuneration for employment except certain payments excluded by the Act itself.” The [overtime calculator](https://www.teampredict.ai/tools/overtime-calculator) works that out. ## Employers have to keep the hours for each day and each week. [Fact Sheet #21](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping) lists what a covered employer must record, including the “time and day of week when employee's workweek begins,” the “hours worked each day” and the “total hours worked each workweek.” The method is open: “Employers may use any timekeeping method they choose,” from a time clock to workers writing their own times, and “any timekeeping plan is acceptable as long as it is complete and accurate.” Time cards, the records wage calculations are based on, “should be retained for two years,” and payroll records for at least three. Copy results puts the week into plain text for a timesheet or a payroll note. To turn the hourly rate into a yearly figure, use the [hourly to salary calculator](https://www.teampredict.ai/tools/hourly-to-salary-calculator), and to count the working days in a pay period, the [business days calculator](https://www.teampredict.ai/tools/business-days-calculator). ## A time card shows the hours someone worked, not whether they plan to stay. Hours tell you who is covering the schedule this week. They say nothing about who has started looking for the next job, and a run of 42-hour weeks reads the same on a time card whether the person is settled in or halfway out the door. TeamPredict works on that part, reading public LinkedIn signals to flag resignation risk early, so a gap in next month's schedule shows up as a warning while there is still time to talk, rather than as a notice period you have to staff around. ## Methodology & sources The formula this calculator uses is shown in full above, and every assumption is an input you control. There are no hidden industry presets. All math runs in your browser; nothing you enter is stored or sent to a server. For the reasoning behind the formula and its edge cases, see: - [U.S. Department of Labor: Fact Sheet #21, Recordkeeping Requirements under the FLSA](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping) - [U.S. Department of Labor: Fact Sheet #22, Hours Worked under the FLSA](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked) - [U.S. Department of Labor: Breaks and Meal Periods](https://www.dol.gov/general/topic/workhours/breaks) - [29 CFR 785.48: Use of time clocks, including rounding](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-B/part-785/subpart-C/subject-group-ECFR4dca5ba5ff3d1d5/section-785.48) - [U.S. Department of Labor: Fact Sheet #23, Overtime Pay Requirements of the FLSA](https://www.dol.gov/agencies/whd/fact-sheets/23-flsa-overtime-pay) Embed this calculator Add the Time Card Calculator to your own site, blog post, or internal wiki. It's free. Please paste this snippet where you want the calculator to appear: ```

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``` Copy embed codeFree to embed. Please keep the attribution link. ## Frequently asked questions How do I calculate hours worked on a time card? For each day, subtract the clock in time from the clock out time, then subtract any unpaid break. 9:00 AM to 5:30 PM is 8 hours 30 minutes, and with a 30-minute unpaid lunch it is 8 hours. Add the days together for the week. When a shift ends after midnight, add 24 hours to the clock out time first, so 10:00 PM to 6:30 AM is 8 hours 30 minutes before the break. How do I turn hours and minutes into decimal hours? Divide the minutes by 60 and add them to the hours. 15 minutes is 0.25, 20 minutes is 0.33, 30 minutes is 0.5 and 45 minutes is 0.75, so 42 hours 30 minutes is 42.5 hours. Multiply the decimal figure, never the hours and minutes, by the hourly rate. Is a lunch break paid time? Under federal rules, not when it is a real meal period. The Department of Labor says meal periods, typically at least 30 minutes, are not work time when the employee is completely relieved from duty. Short breaks of about 5 to 20 minutes are paid and count as hours worked. Federal law does not require either kind of break. Can an employer round time clock punches? Yes, under federal rules, to the nearest 5 minutes, tenth of an hour or quarter hour, as long as it evens out. 29 CFR 785.48 accepts rounding only when, over a period of time, it does not leave employees unpaid for time they actually worked. At the quarter hour, a clock in at 8:53 AM rounds up to 9:00 AM and one at 9:07 AM rounds down to 9:00 AM. How is overtime calculated on a timesheet? Add up the hours for the workweek. Under the federal rule, anything over 40 is overtime, paid at no less than 1.5 times the regular rate. In the example week, 42.5 hours at $20 an hour is 40 × $20 = $800 plus 2.5 × $30 = $75, so $875 before tax. Each workweek stands alone: hours are never averaged across a two-week pay period. ## Turnover is cheaper to prevent than to calculate. TeamPredict flags resignation risk early from public LinkedIn signals, giving you lead time to retain your best people before they hand in notice. [Start 30-Day Free Trial](https://app.teampredict.ai/signup) No charge today · Cancel anytime ## Keep reading [Overtime Calculator Overtime pay at time and a half from an hourly rate and the hours worked in a week. Read more](https://www.teampredict.ai/tools/overtime-calculator) [Hours Calculator The hours and minutes between two times, less a break, with the decimal figure payroll needs. Read more](https://www.teampredict.ai/tools/hours-calculator) [PTO Accrual Calculator Hours of PTO earned each pay period and per hour worked, and the balance under a cap. Read more](https://www.teampredict.ai/tools/pto-accrual-calculator)