This time card calculator adds up your weekly work hours from clock-in and clock-out times, deducts breaks, and can calculate pay with overtime. It accepts most time formats, such as 8:00AM, 8.30, or 15:30.
The time card calculator on this page turns a week of clock-in and clock-out times into a clean, printable total of hours worked — and, if you want, the pay that goes with them. Instead of squinting at a paper timesheet and adding hours and minutes by hand, you simply enter when you started and finished each day, subtract any unpaid breaks, and let the calculator do the math. It handles awkward cases automatically: shifts that cross midnight, mixed time formats, lunch deductions, time rounding, and both daily and weekly overtime. The result is a tidy weekly report you can copy, print, or share.
Whether you are an hourly employee verifying your paycheck, a manager tallying a team's hours, a freelancer billing a client, or a small-business owner running payroll, this tool removes the guesswork and the arithmetic errors that creep in when hours are added manually. Enter your times, click Calculate, and you immediately see each day's hours, the weekly total, and an optional pay breakdown.
Using the calculator is straightforward. For each day you worked, fill in three things:
You can rename the day labels (they default to Monday through Sunday), and leave any day you did not work blank. Helpful shortcuts let you copy the first row's times down to every day for a consistent schedule, or clear all days to start over. Once your entries are in, choose any options you want — rounding, a report header, or payment details — and click Calculate.
The calculator is flexible about how you type times, so you do not have to convert everything to one style. It accepts:
Times entered without AM or PM are interpreted on a 24-hour clock, so 15:30 becomes 3:30PM and 8:00 becomes 8:00AM. In the report, every time is displayed back in a consistent 12-hour format for easy reading.
Most jobs include an unpaid meal break, and forgetting to subtract it is one of the most common time-card mistakes. The Break Deduction column lets you remove that time from each day. Enter the break as hours and minutes — 0:30 for half an hour, 1:00 for a full hour — and the calculator subtracts it from that day's total. For example, clocking in at 8:30AM and out at 5:00PM is 8 hours and 30 minutes; subtracting a 0:30 lunch leaves exactly 8 hours of paid time. Only unpaid breaks should be deducted; paid rest breaks that count as hours worked should be left out of this field.
Night-shift workers often clock in one day and out the next, which trips up manual calculations and many simpler tools. This calculator handles it automatically. If the "To" time is earlier than the "From" time, it assumes the shift ran past midnight and adds the appropriate hours. For instance, a shift from 10:00PM to 6:00AM is correctly counted as 8 hours rather than producing a negative or nonsensical result.
Many employers round time to a set increment for payroll — commonly the nearest 5, 10, 15, or 30 minutes, or the nearest quarter hour. The calculator's rounding option applies your chosen increment to each day's total and reports both the exact and rounded hours, so you can see precisely how rounding affects the result. Under U.S. federal rules, rounding is permitted as long as it is neutral over time and does not consistently favor the employer. The most common practice is rounding to the nearest 15 minutes (a quarter hour). If your workplace does not round, simply leave the option set to "No rounding" for exact times.
Check "Include payment information" to turn the hours report into a pay report. Enter your base hourly rate and choose how overtime should be handled. The calculator supports five common approaches:
Set the overtime rate as a multiple of your base rate (1.5 for the common "time and a half," 2 for "double time"). The report then breaks down base pay, overtime pay, and total pay so you can verify your earnings to the cent.
Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must receive at least 1.5 times their regular rate for hours worked beyond 40 in a workweek, defined as any fixed, regularly recurring period of 168 hours. The federal minimum wage is $7.25 per hour, though most states set a higher minimum, and employees are entitled to the higher of the two. Some states add their own overtime rules: California, for example, requires daily overtime after 8 hours and double time after 12 hours in a single day. Because the rules vary by state and by whether a worker is classified as exempt or non-exempt, this calculator lets you choose the overtime method that matches your situation. It computes gross pay only and does not account for taxes or other deductions.
Overtime rules hinge on whether an employee is "exempt" or "non-exempt." Non-exempt employees are entitled to overtime pay under the FLSA and are usually paid hourly. Exempt employees — typically salaried workers in executive, administrative, or professional roles who earn above a salary threshold — are not entitled to overtime. Most workers who use a time card are non-exempt and therefore qualify for overtime, but classification depends on job duties and pay, not job title alone. If you are unsure of your status, your employer's HR department or your state labor office can clarify it.
Record your in and out times as they happen rather than reconstructing them later from memory, which is where most errors originate. Be consistent about whether breaks are paid or unpaid, and only deduct unpaid time. If your employer rounds, use the same increment here so your numbers match your paycheck. Keep your own copy of each week's hours; if a discrepancy ever arises, contemporaneous records are your best evidence. Finally, review your pay stub against this calculator regularly — small, repeated underpayments add up over a year.
Time cards are kept in hours and minutes, but payroll systems usually multiply pay rates by decimal hours. The two are easy to confuse, and mixing them up is a frequent source of pay errors. To convert minutes to a decimal, divide by 60: 15 minutes is 0.25 hours, 30 minutes is 0.50, and 45 minutes is 0.75. So 8 hours 30 minutes equals 8.5 decimal hours, and at a $20 rate that is $170.00. Going the other way, multiply the decimal portion by 60: 7.75 hours is 7 hours and 45 minutes. This calculator handles the conversion internally — it adds your times in hours and minutes, then multiplies decimal hours by your pay rate — so you always get an accurate dollar figure without doing the conversion yourself. Being comfortable with both representations makes it much easier to spot a payroll discrepancy when it occurs.
A handful of errors account for most time-card problems. The most common is forgetting to deduct unpaid breaks, which inflates total hours and can cause disputes at payroll. Another is mishandling overnight shifts — subtracting the clock-out from the clock-in without accounting for the day change, which produces a negative or wildly wrong figure. AM/PM confusion is also frequent: entering 5:00 instead of 5:00PM can turn an evening shift into an impossible one. People also mix decimal and minute notation, writing 8.5 when they mean 8 hours 30 minutes in a field that expects minutes, or vice versa. Finally, inconsistent rounding — rounding some entries but not others, or rounding differently than the employer does — leads to totals that never quite match the paycheck. This calculator is designed to prevent these mistakes: it deducts breaks automatically, detects overnight shifts, accepts flexible time formats, and applies one consistent rounding rule across the whole week.
For employers, accurate time cards are not just convenient — they are a legal requirement. The Fair Labor Standards Act requires employers to keep accurate records of the hours non-exempt employees work, including daily and weekly totals, and to retain those payroll records for several years. Disputes over unpaid wages or overtime frequently come down to whose records are more complete and credible, so a clear, consistent weekly report benefits both sides. This calculator produces exactly that: a per-day breakdown with a weekly total and an optional pay summary that can be printed or saved. While dedicated payroll software is appropriate for larger operations, a reliable time card calculator is often all a small business, contractor, or individual needs to keep clean, verifiable records and to make sure every hour worked is an hour paid.
Subtract the start time from the end time, then subtract any unpaid break. For example, 8:30AM to 5:00PM is 8 hours 30 minutes; minus a 30-minute lunch, that is 8 hours. This calculator does the subtraction for you across all seven days and totals the week.
If the clock-out time is earlier than the clock-in time, the calculator assumes the shift continued past midnight and adds 24 hours to the end time. A shift from 10:00PM to 6:00AM is therefore counted correctly as 8 hours.
You can use 12-hour times with AM/PM (8:00AM), 24-hour times (15:30), or a dot separator (8.30 for 8:30). Times without AM/PM are read on a 24-hour clock. The report always displays times in a consistent 12-hour format.
It depends on the method you choose. Weekly overtime pays a premium for hours beyond a weekly threshold (usually 40), the federal standard. Daily overtime pays a premium for hours beyond a daily threshold (such as 8), used in some states. You set both the threshold and the overtime multiplier (1.5 for time and a half).
Only if your employer does. Rounding to the nearest quarter hour (15 minutes) is the most common practice and is legal under the FLSA as long as it is neutral over time. If your workplace pays exact times, leave rounding off so your total matches.
No. It calculates gross pay — your earnings before taxes, Social Security, Medicare, and other deductions. To estimate your take-home pay after withholding, use a paycheck or take-home pay calculator.
This Time Card Calculator is provided for educational and general informational purposes only. It computes gross hours and pay based on the values you enter and does not account for taxes, specific state labor laws, or individual employment agreements. Always verify hours and pay against your official records and consult your employer or a qualified professional for questions about wages and overtime.