Five 8-hour days add up to a 40-hour week, the standard American full-time schedule and the point where federal overtime begins.
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Nobody's timesheet says "7.5". It says 7:30, and somebody, a spreadsheet or a person, has to turn that into the decimal a pay rate can multiply against. This tool does that conversion behind the scenes every time you type a day's hours, so the table below is the reference it is quietly using.
| Clock reading | Decimal hours |
|---|---|
| 7 h 15 m | 7.25 |
| 7 h 30 m | 7.50 |
| 7 h 45 m | 7.75 |
| 8 h 20 m | 8.33 |
| 8 h 40 m | 8.67 |
The rule behind every row is the same: minutes divided by 60. Twenty minutes is 0.33, not 0.20, which is the single most common typing error on a manual timesheet. Get that division wrong five days running and a week that should read 40.00 quietly turns into something else.
The Fair Labor Standards Act sets the overtime threshold at 40 hours in a single workweek, a fixed, recurring 168-hour period that does not have to match the calendar week. Go over it and every hour past 40 is paid at one and one-half times the regular rate for covered, non-exempt workers. A 46-hour week is 40 regular hours plus 6 overtime hours; at a $20 rate that is $800 regular plus $180 overtime (6 times $30), for $980 gross. A handful of states, California among them, layer a daily overtime rule on top, so a long single day can trigger overtime even in a week that stays under 40 total.
Log 8, 9, 8, 9 and 8 hours Monday through Friday and the total is 42. The first 40 sit at the regular rate, the last 2 at time and a half. At $18 an hour that is 40 times $18 for $720 regular, plus 2 times $27 for $54 overtime, for $774 gross before anything gets withheld. Change any single day and the split recalculates instantly above; nothing here is hardcoded to this example.
First, it is gross pay, not take-home. What lands in your account depends on withholding, filing status and deductions this tool never sees. Second, a paid day off does not add to the 40-hour count. Overtime is measured against hours you actually worked, so a holiday or a vacation day your employer still pays you for sits outside the calculation entirely, even though it appears on your check.
The print button above turns your seven entries, the weekly total and the regular/overtime split into a clean printable page, stripped of the site header, navigation and ads. Useful for a paper timesheet, an email attachment, or just a record you keep for yourself alongside a pay stub.
Each field above takes one number per day, so the break subtraction is your job, done before you type. A 9-hour shift with an unpaid hour of lunch is an 8 in the box. An 8:00-to-4:30 day with a half-hour lunch is also an 8, and that coincidence is the point: shifts with different shapes can carry identical pay. What does not come out is a paid rest break; a 15-minute coffee break stays on the clock under federal law, so a day is never reduced for it. If you would rather hand the clock times and break minutes to the tool and let it do the subtracting, the time card calculator takes punches directly.
Work 28 hours at a warehouse and 18 more at a coffee shop and you have put in a 46-hour week. Nobody owes you overtime for it. The federal 40-hour threshold applies per employer, not per person, so two unrelated part-time jobs never combine into an overtime claim no matter how long the week gets. The exception is joint employment: two locations of the same company, or two entities that share control over your work, count as one employer, and their hours do add together. If you hold two roles under one owner and each stays under 40 while the combined week does not, that combined total is the one the FLSA looks at. When totaling a two-job week on this page, run each job separately, because a single 46 in the weekly field would show 6 overtime hours that, across two employers, do not exist.
String four weeks together and the shape of a paycheck month appears. Here is a $22-an-hour employee whose weeks refuse to hold still:
| Week | Hours | Regular / OT | Gross |
|---|---|---|---|
| Week 1 | 38.50 | 38.5 / 0 | $847.00 |
| Week 2 | 44.00 | 40 / 4 | $1,012.00 |
| Week 3 | 40.00 | 40 / 0 | $880.00 |
| Week 4 | 31.00 | 31 / 0 | $682.00 |
| Total | 153.50 | $3,421.00 |
Week 2's overtime survives even though the month averages under 40 hours a week; each week settles its own account. The four gross figures come straight from this calculator run four times: week 2, for instance, is 40 hours at $22 ($880) plus 4 hours at $33 ($132). One caution when projecting from this: a month is not four weeks. Twelve months share 52 weeks, so the average month holds about 4.33 of them, and a four-week snapshot understates a true monthly income figure by roughly 8 percent.
Multiply a steady weekly total by 52 and you get the annual figure lenders and job offers trade in. Forty hours a week is 2,080 hours a year, the number behind the common shortcut that a $25 hourly wage "is" a $52,000 salary. A 25-hour part-time schedule comes to 1,300 hours. Both are ceilings rather than predictions, since vacation, holidays and the occasional short week only pull the real number down. For the month-by-month version of that math, including how many working hours each month of the current year actually contains, see work hours in a year.
The 1.5 multiplier this page applies past 40 hours is the federal minimum, and plenty of paychecks run richer than that. California pays double time past 12 hours in a day and past 8 hours on a seventh consecutive workday. Union contracts routinely set double time for Sundays or holidays, and some employers offer premium rates voluntarily to fill unpopular shifts. None of those variations appear in the gross pay line above, which sticks to the federal formula on purpose. If your situation involves a different threshold or a different multiplier, the overtime calculator lets you set both by hand and see the split under your actual rules.
Sources: U.S. Department of Labor, Overtime Pay, DOL Minimum Wage.
Because the weekly total and the regular/overtime split work with hours alone. Add a rate only if you want the gross pay line filled in too.
Add the two blocks yourself and type the sum into that day's field. Each day here takes one number, not a start and end time; use the time card calculator if you want to enter clock times per block instead.
Yes. The print button below the results formats your seven entries, the weekly total, and the regular/overtime split into a plain printable summary, with the calculator chrome left out.
No. The 40-hour overtime threshold is built from hours actually worked. A paid day off does not add to that total even though it shows up on a pay stub.
No such federal definition exists. Forty hours is simply the point where FLSA overtime starts; individual employers set their own full-time cutoff, often 30 to 40 hours.
No. Everything runs in your browser tab and disappears when you close it or hit print.
Yes, if the break is unpaid. Enter net hours: a 9-hour shift with an unpaid hour of lunch goes in as 8. Paid rest breaks of 20 minutes or less stay in the number, since federal law keeps them on the clock.
Not for unrelated employers. The 40-hour threshold applies per employer, so 28 hours at one job and 18 at another produce no overtime. Hours do combine when the two jobs are for joint employers, such as two locations under the same company's control.
Multiply by 52. A steady 40-hour week is 2,080 hours a year; 25 hours a week is 1,300. Treat the result as a ceiling, since vacation, holidays and short weeks pull the real total down.
Because a month averages about 4.33 weeks, not 4. Twelve months share 52 weeks, so a four-week snapshot runs roughly 8 percent short of a true monthly figure.