Hours Calculator

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Part of:Age & Date Calculator Guide: Exact Age, Date Differences, Business Days & Time Math 2026

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|Marcus Webb, B.Eng, Applied Mathematics Specialist|Updated June 1, 2026Our Standards →

Last updated: June 23, 2026

Calculate hours worked between any two times. Add up a full timesheet, include overtime at 1.5×, and see gross pay instantly. Supports AM/PM, 24-hour clock, ...

Hours Calculator

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Calculate work hours, breaks, overtime, and pay. Track timesheets and visualize your weekly work patterns with our comprehensive hours calculator.

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Start Time

End Time

Break Duration

⏰ Common Shifts

💰 Pay Settings

Hourly Rate ($)

Overtime After (hours)

Overtime Multiplier

Enter values above to see results.

The Complete Guide to Hours & Payroll Calculation

FLSA overtime rules, shift differentials, break deductions, and payroll math — all explained.

40 hrs/wk

FLSA standard workweek (USA)

1.5×

Overtime rate (hours > 40/wk)

$7.25/hr

Federal minimum wage

2,080 hrs

Full-time work hours per year

What Is an Hours Calculator?

An hours calculator computes the total duration between a start time and end time — with optional lunch/break deductions, overnight shifts, and overtime separation. It eliminates manual time-card math errors that cost businesses thousands of dollars annually in wage disputes.

Beyond simple time spans, a full-featured hours calculator applies FLSA (Fair Labor Standards Act) rules to flag overtime, compute gross pay at regular and overtime rates, and produce payroll-ready summaries for any number of workdays.

Key use cases include: employee timesheet processing, freelance hourly invoicing, shift planning, overtime liability estimation, travel/flight duration tracking, and study or project time accounting.

Hours & Pay Formulas

Total Work Hours

hours = end_time − start_time − breaks

Decimal conversion:
6h 45m = 6 + (45 ÷ 60) = 6.75 hours

Overnight shift:
if end < start: add 24 hours to end_time

Always convert minutes to decimal before multiplying by hourly rate.

Weekly Gross Pay (FLSA)

regular_hours = min(total_hours, 40)
ovt_hours = max(0, total_hours − 40)

gross_pay = (regular_hours × rate)
          + (ovt_hours × rate × 1.5)

FLSA requires 1.5× for hours beyond 40 in a workweek — not per-day unless state law specifies.

Daily Overtime (CA Rule)

daily_ovt = max(0, daily_hours − 8)
double_time = max(0, daily_hours − 12)

California also requires OT on the
7th consecutive day of work: OT ≥ 1hr,
double-time > 8 hrs on day 7

California, Nevada, and Alaska have daily OT rules in addition to federal weekly OT.

Part-time Annualized Hours

annual_hours = weekly_hours × 52

FTE equivalent:
FTE = annual_hours ÷ 2080

Example: 30 hrs/wk × 52 = 1,560 hr/yr
FTE = 1560 ÷ 2080 = 0.75 FTE

2,080 = 40 hours × 52 weeks; used in benefits eligibility and budgeting.

FLSA Worker Classifications

Classification	Overtime Eligible?	Min. Salary (2025)	Examples
Non-exempt (Hourly)	Yes — 1.5× over 40 hrs	N/A	Retail, restaurant, warehouse workers
Exempt — Executive	No	$844/week	Managers with hiring/firing authority
Exempt — Administrative	No	$844/week	Office workers with discretionary authority
Exempt — Professional	No	$844/week	Lawyers, CPAs, engineers, doctors
Exempt — Computer	No	$844/wk or $27.63/hr	Software engineer, systems analyst
Independent Contractor	No (not covered by FLSA)	N/A	Freelancers, gig economy workers

Salary thresholds updated per DOL Final Rule effective July 1, 2024. Always verify current thresholds at dol.gov.

State Overtime Rules — Daily vs Weekly

Federal FLSA only requires overtime for hours exceeding 40 per workweek. Several states go further with daily overtime rules — meaning you earn overtime the moment you exceed 8 hours in a single day, regardless of your weekly total.

State	Daily OT Threshold	Daily OT Rate	Double Time	Weekly OT	Notes
Federal (all states)	None	N/A	None	>40 hrs @ 1.5×	Baseline — applies everywhere
California	8 hrs/day	1.5×	>12 hrs/day or 7th day >8 hrs	>40 hrs/week	Most worker-protective OT law in US
Alaska	8 hrs/day	1.5×	None	>40 hrs/week	Daily OT applies to most non-exempt workers
Nevada	8 hrs/day (if wage <1.5× min)	1.5×	None	>40 hrs/week	Only if hourly wage < $16.13/hr (2024)
Colorado	12 hrs/day	1.5×	None	>40 hrs/week or >12 consec. hrs	12-hour daily OT, not 8
All other states	None	N/A	None	>40 hrs/week	Federal FLSA applies

Timecard Calculation Examples

The following worked examples show common payroll scenarios using federal FLSA rules at $18/hr regular rate. Break time is unpaid in all examples.

Scenario	Days × Hours	Break Deducted	Regular Hrs	OT Hrs	Gross Pay @ $18/hr
Standard week	5 × 8 hrs	5 × 30 min = 2.5 hrs	37.5 hrs	0 hrs	$675.00
40-hr week	5 × 8.5 hrs	5 × 30 min = 2.5 hrs	40 hrs	0 hrs	$720.00
Mild overtime	5 × 9.5 hrs	5 × 30 min = 2.5 hrs	40 hrs	5 hrs	$855.00
Heavy overtime	5 × 12 hrs	5 × 45 min = 3.75 hrs	40 hrs	16.25 hrs	$1,159.25
Overnight shift	Mon 10 PM–Tue 6 AM	30 min	7.5 hrs/shift	0 (< 40/wk)	$675.00
4-day 10-hr week	4 × 10 hrs	4 × 30 min = 2 hrs	38 hrs	0 hrs	$684.00
6-day week	6 × 8 hrs	6 × 30 min = 3 hrs	45 hrs	5 hrs	$945.00

OT Calculation

Row 3 example: 5 × 9.5 hrs = 47.5 hrs total. Minus 2.5 hrs unpaid break = 45 hrs worked. Regular = 40 hrs × $18 = $720. OT = 5 hrs × $27 = $135. Gross = $855.

OT Rate Formula

OT rate = regular rate × 1.5. At $18/hr: $18 × 1.5 = $27/hr for every hour over 40 in the workweek. Some employers add bonuses to the regular rate — this raises the OT rate too (FLSA §207).

Break Rules

Federal law does not require breaks, but FLSA requires short rest breaks (5–20 min) to be paid. Meal breaks of 30+ minutes are unpaid only if the employee is completely relieved from duty.

History of the Workweek & Labor Laws

1817

Robert Owen's 8-Hour Day

Welsh social reformer Robert Owen coined the slogan '8 hours labour, 8 hours recreation, 8 hours rest' — the first major advocacy for the modern workday.

1866

National Labor Union Demands 8-hr Workday

The first US national labor federation formally demanded an 8-hour workday and 40-hour workweek from Congress.

1926

Ford Motor — 40-Hour Week

Henry Ford voluntarily reduced his factories to 5 days / 40 hours per week — finding productivity equal or higher vs. the previous 6-day schedule.

1938

Fair Labor Standards Act

The FLSA established the 40-hour workweek, federal minimum wage, and overtime pay (1.5×) as legal requirements for covered non-exempt workers.

1970s

Digital Payroll Systems

Mainframe-based payroll processing replaced manual timecard calculation, dramatically reducing errors in large-scale hourly payroll.

2020s

Remote Work Time Tracking

The COVID-19 pandemic accelerated digital time-tracking adoption as remote workers used apps, online calculators, and automated systems to log hours.

Key Research on Working Hours

US Dept. of Labor — WHD

FLSA Overtime Rules — Official Guidance

Full text of overtime requirements, exemption criteria, and tip credits under the Fair Labor Standards Act.

Stanford University

The Productivity of Working Hours

John Pencavel (2014): Productivity per hour declines sharply when working beyond 49 hours/week; output at 70 hrs equals 55 hrs.

Bureau of Labor Statistics

Occupational Employment & Wage Statistics

2024 BLS data: Average US hourly wage across all sectors ≈$35.40. Median weekly hours for full-time workers: 40.7.

ILO

Working Time and Worker Well-being

ILO research links excess working hours (>55 hrs/wk) to 35% higher stroke risk and 17% higher heart disease risk.

Hours & Payroll Myths vs. Facts

✕

Overtime is required for working more than 8 hours per day.

✓

Under federal FLSA, overtime triggers at 40 hours per workweek — not per day. Only some states (CA, NV, AK) mandate daily overtime at 8+ hrs.

✕

Salaried employees never qualify for overtime.

✓

Salaried workers below the DOL salary threshold ($844/week as of July 2024) are non-exempt and must be paid overtime regardless of salary structure.

✕

Lunch breaks must be removed from hours automatically.

✓

Only unpaid breaks can be deducted. Paid breaks and 'on-duty' meal periods (where the employee can't leave) must count as work time.

✕

Rounding time to the nearest 15 minutes always benefits the employer.

✓

FLSA permits rounding only if it's neutral on average. Consistent rounding that deprives workers of compensation is an FLSA violation.

Frequently Asked Questions

How do I calculate hours worked between two times?▼

Subtract the start time from the end time in decimal hours. For example, 9:15 AM to 5:30 PM = 8.25 hours. The calculator does this automatically and handles midnight crossings.

How do I handle overnight shifts?▼

If your end time is before your start time (e.g., 10 PM to 6 AM), add 24 hours to the end time before subtracting. The calculator handles this automatically.

When does overtime kick in under federal law?▼

Under FLSA, overtime is required for non-exempt employees who work more than 40 hours in a single workweek. The rate is at least 1.5× the regular hourly rate.

How do I convert minutes to decimal for payroll?▼

Divide minutes by 60. Examples: 15 minutes = 0.25, 30 min = 0.50, 45 min = 0.75. Always use decimal hours when multiplying by an hourly rate.

Are salaried workers entitled to overtime?▼

Only if they earn under the DOL salary threshold ($844/week as of July 1, 2024). Above that threshold, you must qualify for an exemption (executive, admin, professional, etc.).

What is a workweek and why does it matter?▼

FLSA defines a workweek as 7 consecutive 24-hour days. Employers set the workweek (e.g., Mon–Sun). Overtime is assessed per workweek — not per biweekly pay period.

Do breaks count as work time?▼

Short paid breaks (5–20 min) count as paid work time. Unpaid meal periods (30+ min) where the employee is fully relieved do not count.

How do I calculate pay for 2 weeks of work?▼

Sum hours worked each week separately, calculate overtime per week, then add both totals. Never combine two weeks to calculate a single overtime threshold.

What is the difference between gross pay and net pay?▼

Gross pay = hours × rate (+ overtime). Net pay = gross pay minus taxes, Social Security, Medicare, health insurance, and other deductions.

How many hours are worked per year full-time?▼

52 weeks × 40 hours = 2,080 hours per year. After 10 federal holidays and 2 weeks PTO: approximately 1,920 hours of actual working time.

Can employers dock pay for partial-day absences (salaried workers)?▼

For exempt salaried employees, docking pay for partial-day absences (outside of FMLA or FLSA-specific situations) may jeopardize the employee's exempt status.

What is comp time and is it legal privately?▼

Compensatory time off ('comp time') in lieu of overtime pay is legal only for state and local government employers. Private employers must pay cash overtime.

References

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