Time Card Calculator
Enter your clock-in and clock-out times for the week, subtract unpaid breaks, and get your total hours — split into regular and overtime — plus gross pay at your hourly rate.
Total hours
37.50
37:30 h:mm
Regular
37.50
Overtime
0.00
Overnight shifts are handled automatically (11 PM–7 AM counts as 8 hours). Overtime uses the federal FLSA standard — time-and-a-half past 40 hours per week — but some states (notably California) also require daily overtime; adjust the threshold to match your rules.
How Time Cards Are Totaled
Each day is clock-out minus clock-in minus unpaid break, and payroll systems convert the minutes to decimal hours — 7 hours 30 minutes is 7.50, not 7.30. That conversion is the most common time-card mistake. Overnight shifts that cross midnight count forward into the next day automatically here.
Minutes to decimal hours
Decimal hours = minutes ÷ 60 15 min = 0.25 30 min = 0.50 45 min = 0.75 6 min = 0.10 20 min = 0.33 50 min = 0.83 Gross pay = regular hrs × rate + OT hrs × rate × 1.5 Example: 44 hrs at $18.50 = 40 × 18.50 + 4 × 27.75 = $851.00
Frequently Asked Questions
How do I convert minutes to decimal hours for payroll?
Divide the minutes by 60: 7 hours 45 minutes is 7.75 hours, not 7.45. The common payroll mistakes — entering 7:30 as 7.3, or 15 minutes as 0.15 — short the total by several percent. The calculator shows both formats so you can cross-check a pay stub.
Are lunch breaks paid or unpaid?
Under federal rules, bona fide meal periods of 30+ minutes where you're fully relieved of duty can be unpaid — that's the break you subtract on a time card. Short breaks of 5–20 minutes count as paid work time and shouldn't be deducted. States layer their own requirements on top, like California's mandatory meal periods.
When does overtime actually start?
Federally (FLSA), at 40 hours in a workweek, paid at 1.5× — there's no federal daily overtime. A few states add daily rules: California requires 1.5× past 8 hours in a day and 2× past 12. Salaried-exempt employees get no overtime regardless of hours; misclassification is a common wage dispute.
Can my employer round my clock-in and clock-out times?
Yes — rounding to the nearest quarter hour is legal under the FLSA's '7-minute rule,' but it has to be neutral: 8:07 rounds down to 8:00, 8:08 rounds up to 8:15. Rounding that consistently favors the employer (always down for ins, always up for outs) is wage theft.