Calculate work hours from clock-in/out times with breaks, overtime, and weekly totals for payroll and invoicing purposes.
A timesheet calculator turns a week of clock-in and clock-out times into the numbers payroll and invoicing actually need: hours worked per day, a weekly total, overtime above your standard week, and the gross pay those hours imply. You enter each shift's start and end time plus any break taken, and the tool does the elapsed-time arithmetic, subtracting breaks and applying your overtime rule and hourly rate. The thing most people get wrong is breaks: a lunch you did not clock out for is work time, so entering it as a break subtracts pay you are owed.
A concrete input and expected output from the current implementation.
Input
Mon 09:00-17:30, break 30m Tue 09:00-17:30, break 30m Wed 08:00-18:00, break 45m Thu 09:00-17:30, break 30m Fri 09:00-17:30, break 30m Rate $20/h, standard week 40h, overtime 1.5x
Expected output
Mon 8.00h | Tue 8.00h | Wed 9.25h | Thu 8.00h | Fri 8.00h Total 41.25h | Regular 40.00h | Overtime 1.25h Gross pay $837.50
Each day is end minus start minus break: Monday's 8.5 clock hours less 0.5 is 8.00, and Wednesday's 10 clock hours less 0.75 is 9.25. The week sums to 41.25 hours, so 1.25 hours exceed the 40-hour standard week and pay at 1.5x: 40 x $20 = $800, plus 1.25 x $30 = $37.50, for $837.50.
Each shift becomes a duration: end time minus start time in hours and minutes, with the entered break subtracted. A shift that ends after midnight is treated as ending the following day, so 22:00 to 06:00 with no break is 8 hours, not -16. Daily totals are shown in decimal hours so they can be multiplied directly by an hourly rate.
Daily totals are summed across the week. Hours up to the standard-week threshold you set, usually 40, count as regular time; everything above it is overtime at the multiplier you choose, typically 1.5x. Gross pay is regular hours times the rate plus overtime hours times the rate times the multiplier, with the component amounts listed next to the hour totals.
No. Unpaid break time is excluded from hours worked, so an 8.5-hour shift with a 30-minute unpaid break counts as 8.0 hours. If the break is paid, leave it out and the full 8.5 hours count. When in doubt, check your employee handbook or time-keeping policy for how breaks are treated.
1.5x is the most common and is what U.S. federal law requires for hours past 40 in a week for covered non-exempt employees. Double time (2.0x) appears in some contracts and state rules, and some jurisdictions add a daily threshold on top of the weekly one. The calculator applies whatever you enter, so use the rule that governs the specific pay period.
The example and behavioral notes were checked against the browser implementation. Standards and primary references below define the relevant format, formula, or platform behavior.
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