Time Card Calculator

Turn clock-in and clock-out times into hours worked, then calculate regular and overtime pay from your hourly rate, unpaid break, and overtime threshold.

Quick Facts

Formula
Hours worked = (Clock Out − Clock In) − Unpaid Break
Overtime pay = hours beyond the threshold × hourly rate × OT multiplier. 1.5× is the standard multiplier under the U.S. Fair Labor Standards Act for non-exempt hourly employees.

Your Results

Calculated
Hours Worked
-
Net of unpaid break
Regular Pay
-
Hours at base rate
Overtime Pay
-
Hours beyond threshold
Gross Pay
-
Before taxes and deductions

Ready

Enter clock-in, clock-out, break, and rate, then press Calculate.

About the Time Card Calculator

A time card calculator turns two clock readings — the time you started work and the time you stopped — into a paycheck figure. It measures elapsed time, removes any unpaid break, and applies your hourly rate, including a higher rate for hours worked beyond an overtime threshold. This is the same arithmetic behind paper time cards, punch clocks, and payroll timesheet software.

The formula

  • Elapsed time: Clock Out − Clock In. If clock-out is earlier in the day than clock-in (an overnight shift), the calculator adds 24 hours before subtracting.
  • Hours worked: Elapsed time − unpaid break minutes, converted to decimal hours (minutes ÷ 60).
  • Regular hours: the smaller of hours worked and your overtime threshold.
  • Overtime hours: any hours worked beyond that threshold.
  • Regular pay: regular hours × hourly rate.
  • Overtime pay: overtime hours × hourly rate × overtime multiplier.
  • Gross pay: regular pay + overtime pay.

Overtime rules and assumptions

In the United States, the Fair Labor Standards Act (FLSA) generally requires non-exempt hourly employees to be paid 1.5× their regular rate ("time and a half") for hours worked beyond 40 in a single workweek. Some states (California among them) also require daily overtime for hours beyond 8 in a single day, and double time in certain cases. This calculator models a simple threshold-and-multiplier rule — set the threshold to 8 for a daily view or 40 for a weekly total of hours, and set the multiplier to match your employer's or jurisdiction's policy (1.5 is the common default).

Common uses

  • Checking a single shift's hours and pay against a pay stub
  • Estimating gross pay before taxes and other payroll deductions
  • Verifying that an unpaid lunch break was subtracted correctly
  • Planning how much a longer shift will add in overtime pay

Precision note

This calculator reports gross pay only — it does not withhold taxes, deductions, or benefits contributions, and it does not apply weekly overtime rules across multiple days automatically. Only enter break time that is genuinely unpaid; short paid breaks (typically under 20 minutes under common FLSA guidance) count as hours worked and should not be subtracted. Always confirm your employer's specific rounding and overtime policy, since rules vary by state and employer.

Frequently Asked Questions

How do I calculate hours worked from clock-in and clock-out times?
Subtract the clock-in time from the clock-out time to get total elapsed time, then subtract any unpaid break in minutes. Convert the remaining minutes to decimal hours by dividing by 60. For example, 9:00 to 18:00 is 9 hours elapsed; minus a 30-minute unpaid break leaves 8.5 hours worked.
How is overtime pay calculated?
Hours worked up to your overtime threshold are paid at your regular hourly rate. Hours beyond the threshold are paid at your rate multiplied by the overtime multiplier — 1.5× ("time and a half") is standard in the U.S. under the Fair Labor Standards Act for non-exempt employees working more than 40 hours in a workweek, and some states require daily overtime beyond 8 hours.
What if my shift crosses midnight?
If the clock-out time is earlier in the day than the clock-in time, the calculator assumes an overnight shift and adds 24 hours to the elapsed time so the hours worked come out correctly.
Should I include paid breaks in the break field?
No — only enter unpaid break time. Paid breaks (commonly rest breaks under 20 minutes) are counted as hours worked under typical FLSA guidance and should not be subtracted from your total.

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