Five 9:00 to 5:00 shifts with a 30-minute break each come to 37.50 hours for the week, all at regular pay because the total stays under the 40-hour overtime line.
Start, end, break (min) per day
Results computed in your browser.
A time card that only lives in one browser tab is only useful to the person who filled it in. This one doesn't have to be: the copy-link button below turns every field on this page into a URL, and the export button turns it into a spreadsheet row for each day.
A weekly time card is seven daily totals added together, with unpaid breaks removed and anything past 40 hours flagged as overtime.
Convert both clock times to minutes since midnight first. A 9:00 AM start is 540 minutes; a 5:00 PM finish is 1,020. Subtract for 480 minutes, then take out a 30-minute unpaid lunch for 450 minutes, or 7.5 hours. Do that seven times and add the results. Working in minutes the whole way through is what keeps 7:45 from getting typed as 7.45 hours instead of 7.75.
A clock-out earlier than the clock-in means the shift crossed into the next day. This tool adds 24 hours to the end time whenever that happens, so a 10:00 PM to 6:30 AM shift resolves to 8.5 hours rather than a negative number. You don't have to notice or correct for this yourself.
The copy-link button encodes every start time, end time, break and the pay rate into the page's own URL. Send that link to a manager, a partner splitting household bookkeeping, or your future self, and the card comes back exactly as you left it. The export button instead writes a CSV file, one row per day with the start, end, break and computed hours, ready to drop into a spreadsheet alongside other weeks.
Under the FLSA, a non-exempt employee earns at least time and a half for hours worked over 40 in a workweek, a fixed, recurring 168-hour period that does not have to match the calendar week. Hours can't be averaged across two weeks to dodge overtime; a 45-hour week pays 40 at the regular rate and 5 at time and a half, regardless of how light the following week turns out to be.
| Minutes worked | Decimal hours |
|---|---|
| 10 | 0.17 |
| 15 | 0.25 |
| 20 | 0.33 |
| 30 | 0.50 |
| 45 | 0.75 |
| 50 | 0.83 |
Enter Monday through Friday as 8:00 AM to 5:00 PM with a 30-minute break each day and a $19.00 rate. Each day computes to 8.50 hours: 540 minutes on the clock, minus 30 for lunch, is 510, and 510 over 60 is 8.5. Five of those make 42.50 hours for the week. The tool splits that as 40.0 regular and 2.5 overtime, then prices it: 40 hours at $19 is $760, and the 2.5 overtime hours at time and a half ($28.50) add $71.25, for $831.25 total. The pay field displays $831 because it rounds to the whole dollar for readability; the daily and weekly hour figures underneath are exact to two decimals, so anyone rebuilding the math by hand can reconcile every step.
This calculator works from the punches you type, unrounded. Your employer's system may lawfully round each punch first: 29 CFR 785.48(b) accepts rounding to the nearest 5 minutes, tenth of an hour, or quarter hour, provided the practice averages out rather than always trimming in the company's favor. Under quarter-hour rounding, a 7:53 AM clock-in becomes 8:00 and a 5:08 PM clock-out becomes 5:15. So a small, shifting gap between this page and your pay stub is usually rounding, not error; a gap that always runs the same direction, week after week, is the pattern worth raising, because one-directional rounding is exactly what the regulation does not permit.
The 40-hour split here is the federal FLSA weekly standard, and for most of the country that is the whole story. California is the big exception: nonexempt employees there earn time and a half after 8 hours in a single workday and double time after 12, plus premium rates on a seventh consecutive workday, per the state's Division of Labor Standards Enforcement. A 4-day week of 10-hour shifts totals 40 hours and shows zero overtime on this page, yet in California those same shifts carry 2 daily overtime hours each. If you work there, or in another state with daily overtime, treat this tool's weekly split as the federal floor rather than your final answer.
The examples above assume five identical shifts. Real cards rarely cooperate. Here is a week with a sick day, one very long Wednesday and a short Saturday shift, the shape a clinic or restaurant schedule produces constantly:
| Day | In | Out | Break | Hours |
|---|---|---|---|---|
| Monday | 8:00 | 17:00 | 30 min | 8.50 |
| Tuesday | 9:15 | 17:45 | 30 min | 8.00 |
| Wednesday | 8:00 | 20:15 | 60 min | 11.25 |
| Thursday | sick | 0.00 | ||
| Friday | 8:00 | 16:30 | 30 min | 8.00 |
| Saturday | 10:00 | 14:00 | none | 4.00 |
| Total | 39.75 |
Wednesday looks like an overtime day. In California it would be, at 3.25 daily overtime hours. Under the federal rule it is not, because the week lands at 39.75 hours and the FLSA counts the weekly total only; the missed Thursday quietly absorbs the long Wednesday. At $17.00 an hour this card pays 39.75 times $17, or $675.75, with no premium anywhere on it. Eight hours of paid sick leave would raise the check but still not the overtime math, since paid leave is not time worked.
Payroll clerks see the same small set of mistakes every cycle, and every one of them survives a casual glance at the card.
Everyone eventually walks out the door without clocking out. The record now has a hole in it, but the obligation does not: your employer owes pay for the hours you actually worked, punch or no punch. The standard fix is a good-faith reconstruction. Write down your best estimate of when you left, flag it to your supervisor the same day, and let the correction be visible on the card rather than silently typed over. A card that shows "estimated, reported 6/12" survives scrutiny; one that shows a suspiciously round 17:00 added three weeks later does not. Supervisors may correct cards, and legitimately do, but an edit that deletes worked time is a wage problem regardless of who made it. This is one practical argument for the CSV button above: an export you keep is a record nobody else can revise.
Recordkeeping under the FLSA falls on the employer, not the employee, even when the employee fills in the card. 29 CFR Part 516 requires payroll records to be kept for at least three years, and the documents behind them, including time cards, schedules, and the wage computation worksheets, for at least two. No particular format is required. A handwritten card, a punch clock, an app, or a CSV exported from this page all satisfy the rule so long as the hours recorded are accurate. None of that stops you from keeping your own parallel copy, and you should: in a dispute, the employee who can produce week-by-week exports is usually done arguing in one meeting.
Sources: U.S. Department of Labor, Overtime Pay, DOL Fact Sheet 22, Hours Worked under the FLSA, 29 CFR 785.48, Use of time clocks, California DIR, Overtime FAQ.
Last updated July 18, 2026.
Yes. The Copy link button builds a URL with this week's times and breaks encoded in it. Anyone who opens that link sees the same card already filled in.
Yes. The Export CSV button downloads a file with one row per day, start time, end time, break minutes and computed hours, ready to open in Excel, Sheets or Numbers.
Most weekly schedules don't include weekend shifts by default, so those two days are left empty and count as zero hours until you fill them in.
Fill in and export or copy-link one week, then repeat for the second week, and add the two weekly totals together. This tool works one workweek at a time, since overtime itself is a weekly calculation.
Only the clock times, breaks and rate you entered, encoded directly in the URL. Nothing is uploaded to a server or stored anywhere outside that link.
Write down your best estimate of when you actually left, tell your supervisor the same day, and make the correction visible on the card. A missed punch changes the record, not the debt: your employer still owes pay for the hours you actually worked.
Under FLSA recordkeeping rules (29 CFR Part 516), time cards, schedules and wage-computation records must be kept at least two years, and payroll records at least three. Keeping your own weekly copy costs nothing and settles most disputes faster.
Employers can and do correct genuine errors, like a missing punch. What they cannot do is edit worked hours out of existence; pay is owed for all time actually worked no matter what the revised card says. Export the CSV each week so you hold a copy nobody else can revise.
Yes. The FLSA requires accurate records of hours worked but mandates no format. Paper, punch clock, app or a CSV from this page all qualify, as long as the numbers on them are right.