Free work hours calculator 2026. Enter daily clock-in and clock-out times to calculate total work hours per week or month. Includes automatic break deduction, overtime detection, and decimal hours conversion for payroll.
Use quick presets (e.g. Standard 9–5:30 with 30m break, 8–4:30 with 45m lunch, or 4x10 schedule) or enter daily clock-in and clock-out times manually for Monday through Sunday.
Enter times in any common format: 12-hour AM/PM (e.g. "8:30 AM", "5:15 PM"), shorthand ("9am", "6pm"), or 24-hour military time ("08:30", "17:15"). Overnight shifts crossing midnight are detected and adjusted automatically.
Enter the unpaid break duration (in minutes) for each work day. True meal breaks (30+ minutes where relieved of duty) are deducted, while rest breaks under 20 minutes remain paid.
Choose your preferred time rounding rule: exact minutes, standard 15-minute 7/8 FLSA rule, 6-minute tenths of an hour, or nearest 5-minute interval.
Select your overtime calculation rule (standard federal 40h/week FLSA threshold vs California daily 8h OT rule) and enter your hourly rate to calculate gross pay and decimal hours.
Click "Calculate Work Hours" to generate total net hours, decimal conversions, overtime premiums, projected monthly/annual hours, and click "Copy Timesheet Summary" to export.
Under federal Fair Labor Standards Act (FLSA) guidelines (29 CFR Part 785), non-exempt employees must be compensated for all hours suffered or permitted to work. Net work hours represent total elapsed shift time minus bona fide unpaid meal periods. Under 29 CFR § 785.48(b), employers are permitted to utilize 15-minute time-clock rounding under the "7-minute rule" (where minutes 1 through 7 round down to the nearest quarter hour and minutes 8 through 14 round up to the next quarter hour), provided the rounding averages out neutrally over time. Overtime must be credited at a minimum of 1.5 times the regular hourly rate for all hours exceeding 40 during a fixed, recurring 168-hour workweek.
An administrative coordinator works Monday through Friday from 9:00 AM to 5:30 PM with a 30-minute unpaid lunch break each day. Gross daily time is 8 hours 30 minutes (8.50 hours). Subtracting the 30-minute lunch yields exactly 8 hours 0 minutes (8.00 decimal hours) of net compensable time per day. Across the 5-day week, the coordinator logs 40.00 net work hours. At a wage rate of $24.00/hour, regular pay equals $960.00 with $0 overtime.
A warehouse clerk works Monday through Thursday from 8:00 AM to 5:00 PM (1-hour lunch = 8.00h/day = 32.00h). On Friday, due to an inventory surge, they clock in at 7:54 AM and clock out at 6:38 PM with a 30-minute lunch. The unrounded Friday time is 10 hours 44 minutes minus 30 minutes = 10 hours 14 minutes. Under the 15-minute FLSA rounding rule (14 minutes rounds up to 15 minutes), Friday rounds to 10 hours 15 minutes (10.25h). Total weekly net hours equal 42.25 hours (40.00 regular + 2.25 OT). At $20.00/hr, pay equals (40 x $20) + (2.25 x $30) = $800 + $67.50 = $867.50.
An emergency room nurse works 7:00 PM to 7:30 AM with a 45-minute unpaid meal break. Because the clock-out time (07:30) is earlier than the clock-in time (19:00), the calculator automatically detects an overnight shift crossing midnight and adds 24 hours. Gross elapsed time is 12 hours 30 minutes (750 minutes). Subtracting the 45-minute break results in 11 hours 45 minutes (11.75 decimal hours) of net compensable work time.
An auto technician in California works a compressed schedule of four 10-hour shifts (Mon–Thu, 7:00 AM to 5:30 PM with a 30-minute lunch = 10 net hours per day = 40 weekly hours). Under federal FLSA, 40 weekly hours incurs $0 overtime. However, under California Labor Code § 510, daily overtime (1.5x) is required for all hours worked beyond 8 in a single workday. The technician earns 2 hours of daily OT per shift x 4 days = 8 hours of daily overtime and 32 regular hours. At $30.00/hr base rate, gross pay is (32 x $30) + (8 x $45) = $960 + $360 = $1,320.00, compared to $1,200.00 under federal rules.
A customer support agent takes a 15-minute coffee break and a 25-minute lunch break. Under federal 29 CFR § 785.18, rest breaks of 20 minutes or fewer are non-deductible paid rest time. Furthermore, meal breaks must generally be 30 minutes or longer to be legally deductible as unpaid time. If the employer only deducts legitimate bona fide 30+ minute breaks, the agent receives full compensation for short rest interruptions.
A retail associate works Mon 10:00 AM–3:00 PM (5.0h, no lunch), Wed 1:00 PM–7:00 PM (30m lunch = 5.5h), and Sat 9:00 AM–5:00 PM (30m lunch = 7.5h), totaling 18.00 net weekly hours. At $18.50/hour, weekly gross earnings are $333.00. The calculator projects average monthly hours of 78.0 hours (18 x 4.3333 weeks) and estimated monthly gross income of $1,443.00, simplifying monthly household budgeting.
Find answers to the most common questions about work hours calculator.
To convert minutes to decimal hours, divide the total number of minutes by 60. For example, 15 minutes is 15 ÷ 60 = 0.25 hours; 30 minutes is 30 ÷ 60 = 0.50 hours; and 45 minutes is 45 ÷ 60 = 0.75 hours. If an employee works 7 hours and 38 minutes, the calculation is 7 + (38 ÷ 60) = 7 + 0.6333... = 7.63 decimal hours. Multiplying 7.63 decimal hours by their hourly wage (e.g. $25.00/hr) gives exact payroll earnings ($190.75).
Under 29 CFR § 785.48(b), the IRS and Department of Labor allow employers to round employee clock-in and clock-out times to the nearest 15-minute increment (quarter hour). Under the standard "7/8 minute rule", employee time from 1 to 7 minutes past the quarter hour must be rounded down to the previous quarter hour, while time from 8 to 14 minutes past the quarter hour must be rounded up to the next quarter hour. The law strictly mandates that rounding must be neutral over time and cannot consistently disadvantage the employee.
Under the Fair Labor Standards Act (FLSA), employers are not required to provide meal or rest breaks. However, if breaks are provided, federal regulations differentiate between them: rest breaks lasting 20 minutes or less (such as coffee breaks) must be counted as paid work hours. Bona fide meal periods (typically lasting 30 minutes or longer where the employee is completely relieved of all job duties) are not compensable work time and are deducted from total hours worked.
When a shift begins on one calendar day and ends on the next (e.g., clock in at 10:00 PM and clock out at 6:30 AM), the clock-out time appears smaller than the clock-in time in standard clock notation. To calculate the duration correctly, add 24 hours (1,440 minutes) to the clock-out time before subtracting the clock-in time: (6:30 AM + 24:00 = 30:30) - 22:00 = 8 hours 30 minutes gross time. Subtracting a 30-minute meal break yields 8.00 net compensable hours.
Under federal FLSA rules (Section 7), overtime is evaluated solely on a weekly basis: non-exempt employees earn 1.5 times their regular rate for any hours worked beyond 40.0 in a defined 168-hour workweek, regardless of how many hours are worked on any single day. In contrast, California Labor Code § 510 mandates daily overtime: non-exempt workers receive 1.5x pay for any hours worked beyond 8.0 in a single workday, and 2.0x double time for hours worked beyond 12.0 in a single day or beyond 8 hours on the seventh consecutive day of work.
No. The FLSA explicitly states that each workweek stands alone. Employers cannot average hours across a bi-weekly pay period (80 hours total) to avoid paying overtime. For instance, if an employee works 48 hours in Week 1 and 32 hours in Week 2, the employee must be paid 8 hours of overtime for Week 1, even though their two-week total equals 80 hours. The only narrow exception is for certain hospital and residential care establishments operating under an FLSA § 7(j) "8 and 80" exemption agreement.
Under FLSA recordkeeping regulations (29 CFR Part 516), employers must preserve all basic time and earning cards or sheets on which are entered the daily starting and stopping times of individual employees for at least two years. General payroll records, including employee full legal names, wage rates, weekly hours worked, gross pay, and total additions or deductions, must be preserved for at least three years.
Because a calendar year has 52 weeks and 12 months, there are exactly 52 ÷ 12 = 4.3333 weeks in an average calendar month (not an even 4.0 weeks). To project monthly hours from a standard weekly schedule, multiply weekly net hours by 4.3333 (e.g. 40 hours/week x 4.3333 = 173.33 average monthly hours). Annualized hours equal weekly hours multiplied by 52 (e.g. 40 hours/week x 52 = 2,080 annual working hours).
Calculations and computational models on QuickBizCalc are verified against published regulatory standards and statutory tax tables:
Publication 15-T (Federal Income Tax Withholding Methods) & Publication 15 (Employer's Tax Guide).
Fair Labor Standards Act (FLSA 29 U.S.C. § 207) regulations on overtime hours, recordkeeping, and minimum wage.
OASDI taxable maximum wage base limits and statutory FICA tax rates (6.2% Social Security + 1.45% Medicare).
Peer-reviewed by credentialed CPAs and SPHR consultants. For specific advice, consult a licensed tax attorney or accountant.
Work Hours & Timesheet Calculator
Input daily clock-in and clock-out times (e.g. 8:30 AM, 5:00 PM, 17:30). Supports automatic overnight shift roll-over, unpaid break deduction, 15-minute 7/8 FLSA rounding rules, and daily or weekly overtime tracking.
Used to compute gross regular and 1.5x overtime pay.
Select federal 40h/week or daily state OT threshold.
