Calculate weekly work hours from daily clock-in / clock-out times with optional unpaid lunch breaks. Splits regular vs overtime hours, applies your overtime multiplier, and projects gross weekly, bi-weekly, and annual pay.
Enter each weekday in/out time and lunch minutes. Computes per-day hours with optional rounding (5, 6, or 15 minutes per FLSA-acceptable rounding rules), tallies the weekly total, splits at your overtime threshold (default 40), and computes gross pay at base + overtime rate. Handles overnight shifts that cross midnight.
Disclaimer: Estimate. Daily overtime in CA / AK / NV is not modeled here. Always confirm actual pay against your pay stub and employer policy.
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Calculator information
📋 How to use this calculator
- Enter your hourly pay rate, overtime threshold (default 40 hr/week per federal FLSA), and overtime multiplier (default 1.5x).
- Pick a rounding option: none (exact), 5-min, 6-min (1/10 hour), or 15-min (1/4 hour) per FLSA-acceptable timekeeping rules.
- For each day of the week, enter clock-in time, clock-out time, and unpaid lunch minutes.
- Daily hours, weekly totals, regular vs overtime split, and gross pay all calculate live.
- Tip: track time as you go rather than reconstructing at the end of the week. Apps like Clockify, Toggl, or a simple spreadsheet all work.
🧮 FLSA Weekly Hours and Overtime Pay
Gross = Reg_hr x Rate + max(0, Total_hr - 40) x Rate x 1.5
- Daily hours = (Clock_out - Clock_in) - Unpaid_lunch_minutes/60
- Weekly total = sum of daily hours
- Regular hours = min(40, Weekly_total)
- Overtime hours = max(0, Weekly_total - 40)
- FLSA threshold can be modified for state laws (CA: also 8/day; commercial drivers: different rules)
- Overtime multiplier: 1.5x standard, 2.0x double-time (CA 7th consecutive day or >12 hr/day)
Federal FLSA only requires weekly overtime over 40 hours. California, Alaska, Nevada add daily overtime over 8 hours per day. Some states require double-time over 12 hr/day or on 7th consecutive workday. Salaried 'exempt' workers (admin, executive, professional duties + $43,888+ salary in 2024) are not covered.
💡 Worked example: 40-Hour Week with 5 Hours of Overtime
Given:- Mon-Fri: 9am-6pm, 30 min unpaid lunch
- Sat: 9am-2pm, no lunch
- Pay rate: $25/hour
- Overtime: 1.5x over 40 hr/week
Steps:- Mon-Fri daily: (6pm - 9am) - 0.5 hr lunch = 8.5 hours per day
- Mon-Fri weekly: 8.5 x 5 = 42.5 hours
- Sat: 2pm - 9am = 5 hours, no lunch deduction
- Total weekly: 42.5 + 5 = 47.5 hours
- Regular hours: 40, Overtime hours: 7.5
- Regular pay: 40 x $25 = $1,000
- Overtime pay: 7.5 x $25 x 1.5 = $281.25
- Gross weekly: $1,000 + $281.25 = $1,281.25
Result: Gross weekly pay: $1,281.25 for 47.5 hours worked. Bi-weekly: $2,562.50. Annualized (52 weeks): $66,625.
❓ Frequently asked questions
How are work hours calculated from clock-in and clock-out times?
Daily hours = clock-out time minus clock-in time, then subtract any unpaid lunch break (typically 30 minutes). Weekly hours are the sum. Under federal FLSA, non-exempt workers must be paid 1.5x their regular rate for any hours over 40 in a single workweek. Some states (CA, AK, NV) also require daily overtime over 8 hours.
When am I owed overtime under FLSA?
The Fair Labor Standards Act requires US employers to pay non-exempt employees at least 1.5x their regular rate for hours over 40 in a workweek. The workweek is a fixed, recurring 168-hour period - it does not have to align with the calendar week, but your employer must set it consistently. Exempt employees (typically salaried professionals earning over $43,888 in 2024 and performing exempt-classified duties) are not covered.
Are unpaid lunch breaks required?
Federal law does not require lunch or rest breaks, but most states do. Typical state rules: a 30-minute unpaid meal break for shifts over 5 or 6 hours. Short paid rest breaks (10 to 15 minutes per 4 hours) are required in several states. Check your state Department of Labor for specifics - California has the strongest rules (including a second meal period for shifts over 10 hours). Your employer cannot count automatic 30-minute deductions if you worked through lunch.
How does my overtime rate change if I get a non-discretionary bonus?
Non-discretionary bonuses (production targets, attendance, safety) must be included in your 'regular rate' for overtime. Divide the bonus by the total hours worked in the bonus period to get the bonus per hour, add to your hourly rate, then compute OT at 1.5x the new combined rate. Discretionary bonuses (true gifts, surprise holiday bonuses, profit-sharing not tied to performance) are exempt from the regular rate calculation.
Can my employer round my clock-in/out times?
Yes, within FLSA limits. The most common rounding is to the nearest 5, 6, or 15 minutes. The rule (29 CFR 785.48): rounding must be neutral on average - it cannot consistently favor the employer. 'Always round down to favor the employer' is illegal. If your employer rounds in 15-minute increments and you clock in at 7:53, that rounds to 7:45 (in your favor by 8 minutes); the next day if you clock in at 7:58, it rounds to 8:00 (employer favored by 2 minutes). Over time it should average out.
📚 Sources & references
Last updated: May 13, 2026