Weekly timesheet calculator
Enter clock-in / clock-out times and your pay rate to calculate hours worked and gross pay
| Day | Clock in | Clock out | Break (min) | Hours | OT hrs | Pay |
|---|---|---|---|---|---|---|
| Weekly totals | 0.00 | 0.00 | $0.00 | |||
Gross pay shown before taxes. Use the paycheck calculator to estimate your take-home pay after federal and state taxes.
Data sources and payroll references
Overtime thresholds and minimum wage rates sourced from official state and federal labor authorities
The overtime detection and wage calculation in this timesheet calculator uses overtime thresholds and minimum wage rates sourced from official government publications. Federal overtime rules are established under the FLSA; state-specific rules that exceed the federal standard are sourced from state labor codes.
Primary sources
- U.S. Department of Labor - Overtime Pay — federal overtime rules under FLSA 29 U.S.C. 207
- U.S. Department of Labor - State Minimum Wage Laws — state minimum wage rates used for pay calculations
- DOL Fact Sheet #21 - Recordkeeping Requirements — what time records employers must maintain under the FLSA
- California DLSE - Daily Overtime FAQ — California daily overtime rules under Labor Code 510
If you believe your employer is not correctly tracking or compensating your hours, contact the U.S. DOL Wage and Hour Division. Found an error? Contact us.
Understanding timesheet calculations - a complete guide
How to calculate hours worked, overtime pay, and weekly gross pay accurately
How to calculate total hours worked
Calculating hours worked from clock-in and clock-out times sounds simple but several common mistakes cause errors. The basic formula is: hours worked = (clock-out time) minus (clock-in time) minus (unpaid break time). Converting to decimal hours makes the math easier - 30 minutes is 0.5 hours, 15 minutes is 0.25 hours, 45 minutes is 0.75 hours.
For example, if you clock in at 8:00 AM and clock out at 5:30 PM with a 30-minute unpaid lunch break, your hours worked are: 9.5 hours (8:00 AM to 5:30 PM) minus 0.5 hours (lunch) equals 9.0 hours worked. Our timesheet calculator handles this conversion automatically when you enter your clock-in and clock-out times.
When does overtime apply?
Under the federal Fair Labor Standards Act (FLSA) overtime pay is required when a non-exempt employee works more than 40 hours in a workweek. A workweek is any fixed, regularly recurring period of 168 hours - seven consecutive 24-hour periods. Your employer defines when the workweek begins and ends, and this can start on any day of the week.
Overtime pay must be at least 1.5 times the employee's regular rate of pay. If you earn $18 per hour your overtime rate is $27 per hour. If you earn $20 per hour your overtime rate is $30 per hour. The regular rate includes most forms of compensation - bonuses, shift differentials, and piece-rate pay may all factor into the regular rate calculation.
Several states have daily overtime rules that go beyond the federal standard. California requires overtime after 8 hours in a single workday, Alaska after 8 hours per day, Nevada and Colorado after certain daily thresholds. Our calculator applies both federal and state overtime rules based on your state selection.
Who is exempt from overtime?
Not all workers are entitled to overtime pay. The FLSA exempts several categories of employees from overtime requirements. The most common exemptions are for employees who meet both a salary basis test (paid at least $684 per week in 2026) and a duties test based on their job responsibilities. Executive employees who manage businesses or departments, administrative employees whose primary duty is office work directly related to management, and professional employees whose work requires advanced knowledge in a field of science or learning may all qualify as exempt.
Just because an employer calls a worker a manager or pays them a salary does not automatically make them exempt. The actual duties performed determine exemption status. Many workers who are misclassified as exempt are entitled to years of unpaid overtime.
Employer recordkeeping requirements
Employers covered by the FLSA are required to keep accurate records of hours worked for all non-exempt employees. These records must be kept for at least two years. Employees also have the right to access their own time and pay records. If you believe your employer's time records are inaccurate, keeping your own contemporaneous records - noting your start and end times daily - provides important documentation if a wage dispute arises.
If you believe your employer has failed to pay overtime owed, you can file a complaint with the U.S. Department of Labor Wage and Hour Division. Under the FLSA you can recover back wages for up to two years (three years for willful violations) plus an equal amount in liquidated damages and attorney fees.
This guide is for general informational purposes only. Overtime eligibility is fact-specific and depends on your individual job duties and employer circumstances. Consult an employment attorney for advice specific to your situation.