Everhour turns calendar events into timesheet entries, while Thailand break rules still require correct rest-period deductions.
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A Thailand break calculation answers one practical question: how much of a shift counts as paid working time after required rest periods are removed. For general work in Thailand, normal working time must not exceed 8 hours per day and total normal working time must not exceed 48 hours per week. Work prescribed as harmful to health and safety has stricter normal limits of 7 hours per day and 42 hours per week.
The calculation also helps separate normal working time from overtime. On a working day, an employer must arrange at least 1 hour of rest after the employee has worked for no more than 5 consecutive hours. Agreed split breaks are allowed if the total reaches at least 1 hour per day. Workers under 18 use a separate rule: at least 1 consecutive hour after no more than 4 hours.
Start with the shift span, subtract unpaid rest, then compare the paid working time with the applicable normal-hour limit. In Thailand, a rest period during work is not counted as working time, except when total daily rest exceeds 2 hours. In that case, only the excess over 2 hours counts as normal working time. That exception changes long unpaid-break schedules, so do not treat every break minute as automatically unpaid.
For example, an employee in general work is on site from 08:00 to 19:00, a span of 11 hours, and takes a 1-hour daily rest period. Paid working time is 10 hours. At ฿220 per hour, the first 8 hours are normal time worth ฿1,760. The remaining 2 hours are working-day overtime at not less than 1.5 times the hourly wage, so overtime pay is ฿660. Total gross pay is ฿2,420 before taxes, deductions, holiday rules, or contract terms.
The fastest mistake is using the adult general-work rule for every worker. Thailand sets different limits for hazardous work and young workers. Hazardous work uses a 7-hour daily and 42-hour weekly normal-time ceiling. Young workers under 18 must receive 1 consecutive hour of rest after no more than 4 hours and may not be required to work overtime or on holidays.
A second mistake is ignoring the pre-overtime rest rule. If overtime after normal working time is more than 2 hours, the employer must provide at least 20 minutes of rest before overtime begins, subject to continuous-work and emergency exceptions. That 20-minute rest rule does not replace the daily 1-hour rest period. It applies before extended overtime, so it belongs in the schedule review before payroll is finalized.
A one-off calculator is enough when you need to check a single shift, confirm whether a daily rest deduction changes paid time, or estimate working-day overtime for one employee. A corrected timesheet review before payroll also fits this narrow use case. Keep the inputs limited to start time, end time, rest total, worker category, hourly wage, and whether any overtime or holiday work occurred.
A managed workflow is better when break records repeat across teams, payroll periods, projects, or locations. Calendar-based entries, clock-in records, approvals, and exports reduce manual reconstruction after the week ends. Everhour's calendar integration can turn Google, Outlook, and iCloud events with defined start and end times into timesheet entries within a configurable window, while excluding all-day, recurring, and pre-connection events.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes. On a working day, the employer must arrange a rest period of at least 1 hour per day after the employee has worked for no more than 5 consecutive hours. The employer and employee may agree to split the rest period, but the total must be at least 1 hour per day.
A rest period during work is generally not counted as working time in Thailand. One exception applies when total daily rest exceeds 2 hours. The excess over 2 hours counts as normal working time, so a 3-hour total rest period leaves 1 hour counted as normal working time.
Workers under 18 must receive at least 1 consecutive hour of rest after working for no more than 4 hours. They also may not be required to work overtime or on holidays. Use the young-worker rule before applying adult break timing, normal-hour caps, or overtime assumptions.
Yes, when overtime after normal working time is more than 2 hours. The employer must provide at least 20 minutes of rest before overtime begins, subject to continuous-work and emergency exceptions. This pre-overtime rest is separate from the daily rest period required during the working day.
The most common paid-time mistake is deducting every rest minute even when total daily rest exceeds 2 hours. Thai rules count the excess over 2 hours as normal working time. Another common mistake is using the 8-hour general daily cap for hazardous work, which has a 7-hour daily normal-time limit.
Everhour integrates with Google Calendar, Outlook Calendar, and iCloud Calendar. Calendar events with defined start and end times can become timesheet entries within a configurable 15-minute to 3-hour window, while all-day, recurring, and pre-connection events do not sync.
Use Everhour calendar integrations to convert scheduled work blocks into timesheet entries, then review Thai break deductions and approvals before payroll for cleaner time records.
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