Orpheus

Hours Worked and Pay Calculator

A week of shifts, with breaks and overtime.

Inputs
0–23
0–23
minutes
40h/week
Overtime rate
Total pay
720.00
Hours worked
40 h
Per day, after break
8h 00m
Regular hours
40 h
Unpaid break time
2.5 h
pay = regular hours × rate + overtime hours × rate × multiplier

Unpaid breaks remove 2.5 hours a week — 45.00 at this rate.

Every tool runs entirely in your browser. Your files are never uploaded to a server.

Subtract the start time from the end, deduct the unpaid break, and multiply by days worked. Hours past the weekly threshold are paid at the overtime multiplier rather than the base rate.

How to use Time Card Calculator

  1. Enter your shift times. Start and end on a 24-hour clock; an end before the start is read as overnight.
  2. Deduct the break. Only unpaid break time should be entered here.
  3. Set the overtime rule. Threshold and multiplier vary by contract and country.

About calculating hours worked

A time card looks like simple subtraction and contains two things that reliably go wrong. The first is the overnight shift. A shift from 22:00 to 06:00 produces a negative number if you subtract naively, and a spreadsheet built without allowing for it either shows a negative or silently drops the row. Any end time at or before the start has to be read as crossing midnight, and night shifts are precisely the case a time card exists to handle. The second is breaks, where the money involved is larger than it looks. A thirty-minute unpaid lunch across five days a week is two and a half hours, which is more than a hundred and thirty hours over a year — three working weeks unpaid. Whether a break is paid is a contractual question and worth knowing exactly, because it changes the annual figure by that much. Overtime rules vary far more than people expect. In the United States the FLSA sets a forty-hour weekly threshold with a minimum of one and a half times the regular rate, but several states calculate daily overtime past eight hours, which produces a different answer for the same total hours arranged differently. Elsewhere the threshold, the multiplier and whether it applies at all are set by contract or collective agreement. It is also worth knowing that rounding clock times to the nearest quarter hour is lawful in many places only where it is genuinely neutral over time; rounding that consistently favours one side is not, and only a multi-week pattern reveals it.

Frequently asked questions

How do I handle a shift that crosses midnight?
Enter the times as they are — an end time at or before the start is read as running into the next day. A shift from 22:00 to 06:00 is eight hours, and treating it as a negative number is the classic bug in hand-built timesheets.
Should breaks be deducted?
Unpaid ones, yes. Paid rest breaks stay in. The distinction matters more than the minutes suggest: a 30-minute unpaid lunch across five days is 2.5 hours a week, which is over 100 hours a year.
When does overtime start?
It depends on jurisdiction and contract. Forty hours a week is the common threshold in the United States under the FLSA; some places calculate daily overtime past eight hours instead, and many salaried roles have no overtime provision at all.
Is time and a half standard?
It is the most common multiplier and it is not universal. Double time appears for public holidays and for hours well beyond the threshold in some agreements. Check the contract rather than assuming, because the difference across a busy month is substantial.
Why does my employer round my clock-in time?
Rounding to the nearest quarter hour is a widespread practice and is lawful in many places only if it is neutral — rounding both up and down over time. Consistent rounding that always favours the employer is not, and the pattern is worth checking across several weeks.

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