Enter your clock-in and clock-out times for each day of the week. Get total hours worked, overtime hours, and estimated weekly pay instantly — with lunch break deduction built in.
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Verified: FLSA.gov & BLS.gov — April 2026
⏰ Weekly Timesheet — Enter Clock-In / Clock-Out
Mon
8.00h
Tue
8.00h
Wed
8.00h
Thu
8.00h
Fri
8.00h
Sat
0.00h
Sun
0.00h
Deducted from each day that has clock-in/out times
$
Enter a positive hourly rate or leave blank.
Leave blank to skip pay calculation
California also pays double time over 12 hrs/day
Total Hours This Week
0h 0m
Day
Clock-In
Clock-Out
Regular
Overtime
Total
⚠️ Disclaimer: This calculator is for estimation purposes only. Overtime rules, break requirements, and pay regulations vary by state, industry, and employment contract. Always consult your employer's HR department or a labor law professional for questions about your specific situation. Federal FLSA rules are used as the default baseline.
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Sources & Methodology
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Overtime thresholds and break rules verified against FLSA.gov and BLS Occupational Employment standards, April 2026.
Primary authority for federal overtime rules: 1.5x pay for hours over 40 per workweek for non-exempt employees. Source for break and meal period regulations.
California-specific daily overtime rules: 1.5x after 8 hours in a day, double time after 12 hours, and 7th consecutive workday provisions.
Methodology:Daily Hours = (Clock-Out − Clock-In) − Unpaid Break
Weekly hours = sum of all 7 daily hours. Federal OT = hours over 40/week × OT rate. California daily OT = hours over 8 in a day × 1.5x; hours over 12 × 2.0x. Gross weekly pay = (regular hours × hourly rate) + (OT hours × hourly rate × OT multiplier). Times converted from HH:MM to decimal by dividing minutes by 60.
Last reviewed: April 2026
How Are Work Hours Calculated?
Calculating work hours accurately matters for payroll, overtime compliance, project billing, and personal time management. Whether you are an hourly employee tracking your timesheet, a salaried worker monitoring work-life balance, or a freelancer billing clients, the formula is the same: total time from clock-in to clock-out minus any unpaid break time.
Daily Hours = Clock-Out Time − Clock-In Time − Unpaid Break
Example: Monday clock-in 8:45 AM, clock-out 5:30 PM, 30-minute unpaid lunch.
Time worked = 5:30 PM − 8:45 AM = 8 hours 45 minutes = 8.75 hours.
Minus 0.5 hours (30 min break) = 8.25 hours billable for the day.
At $22/hour: 8.25 × $22 = $181.50 gross pay for that day.
Federal vs California Overtime Rules
The federal Fair Labor Standards Act (FLSA) requires overtime pay at 1.5 times the regular rate for all hours over 40 in a workweek. California has stricter daily overtime rules that apply regardless of total weekly hours.
Rule
Federal FLSA
California
Overtime threshold
Over 40 hrs/week
Over 8 hrs/day
Overtime rate
1.5x regular rate
1.5x after 8, 2x after 12
7th consecutive day
No special rule
1.5x first 8 hrs, 2x after
Daily OT required?
No
Yes
How to Convert Minutes to Decimal Hours
Payroll systems and timesheets use decimal hours, not minutes. Divide minutes by 60 to convert. The most common conversions are: 15 minutes = 0.25 hours, 30 minutes = 0.50 hours, 45 minutes = 0.75 hours. So 7 hours and 20 minutes = 7 + (20 ÷ 60) = 7.333 hours.
How Many Work Hours Are in a Year?
A standard full-time employee working 40 hours per week works 2,080 hours annually (40 × 52 weeks). Deducting 10 federal holidays and 10 vacation days (160 hours total) gives approximately 1,920 productive hours per year. This figure is used to convert annual salaries to hourly equivalents: a $60,000 salary ÷ 2,080 = $28.85/hour.
Hours/Week
Annual Hours
$50k Annual = $/hr
$75k Annual = $/hr
32 (part-time)
1,664
$30.05
$45.07
40 (full-time)
2,080
$24.04
$36.06
45
2,340
$21.37
$32.05
50
2,600
$19.23
$28.85
Do Breaks Count as Work Hours?
Under the FLSA, rest breaks of 20 minutes or fewer must be counted as paid work time. Bona fide meal periods of 30 minutes or more where the employee is completely relieved of duties are unpaid and do not count as work hours. If an employer requires an employee to remain available or perform any work during a meal break, that time must be compensated.
💡 Productivity research finding: Studies from Stanford and Microsoft Research consistently show that knowledge worker productivity does not increase beyond 50 hours per week — and after 55 hours output quality declines enough that the extra hours produce no net benefit. Tracking actual hours worked is the first step to optimizing your schedule.
Frequently Asked Questions
Subtract your clock-in time from your clock-out time, then subtract any unpaid break time. For example, clock-in 8:00 AM, clock-out 5:00 PM, 30-minute lunch = 9 hours minus 0.5 hours = 8.5 hours worked. The calculator above does this automatically for each day of the week.
The traditional U.S. standard for full-time is 40 hours per week. The Affordable Care Act defines full-time as 30 or more hours per week for benefits eligibility purposes. The FLSA requires overtime pay for non-exempt employees who work more than 40 hours in a workweek.
Under federal FLSA rules, subtract 40 from your total weekly hours to get overtime hours. If you worked 47 hours, you have 7 overtime hours paid at 1.5 times your regular rate. California has additional daily overtime: any hours over 8 in a single day are overtime regardless of total weekly hours.
Divide the minutes by 60. Key conversions: 15 min = 0.25 hr, 30 min = 0.50 hr, 45 min = 0.75 hr. For 7 hours 20 minutes: 20 divided by 60 = 0.333, so total is 7.333 decimal hours. Payroll software typically rounds to the nearest quarter hour (0.25).
A standard 40-hour workweek times 52 weeks equals 2,080 hours per year. Subtracting typical paid time off (10 holidays + 10 vacation days = 160 hours) leaves approximately 1,920 productive hours. Divide your annual salary by 2,080 to find your effective hourly rate.
Divide your annual salary by 2,080 (standard full-time hours per year). A $52,000 salary equals $25.00 per hour. If you regularly work more or fewer hours, divide by your actual annual hours instead for a more accurate effective rate.
No. Unpaid meal periods of 30 minutes or more where you are completely relieved of duties do not count as work hours under the FLSA. Short paid rest breaks of 20 minutes or fewer do count as work hours. If you must remain on call or perform any duties during lunch, that time must be compensated.
Time and a half means 1.5 times your regular hourly rate. The FLSA requires it for non-exempt employees working over 40 hours in a workweek. At $20 per hour, your time-and-a-half rate is $30 per hour. California also requires time-and-a-half for hours over 8 in a single day and double time for hours over 12 in a day.
Convert partial hours to decimal and multiply by your rate. At $18 per hour, working 7 hours 20 minutes = 7.333 hours times $18 = $132. Many payroll systems round to the nearest quarter hour, so 7 hours 20 minutes rounds to 7.25 hours = $130.50 in those systems.
Biweekly means paid every two weeks = 26 pay periods per year, each covering exactly 80 hours for full-time. Semi-monthly means paid twice per month = 24 pay periods per year, but each period covers varying hours (typically 80 to 88) depending on which days fall in the period. Biweekly is simpler for hourly workers.