Everhour turns calendar events into timesheet entries, while break and lunch rules still require clear pay-policy decisions.
Enter your daily hours and rate to instantly calculate total hours, regular pay, and any overtime — no spreadsheet needed.
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Break and lunch break calculations answer whether time away from work stays in paid hours or comes out before payroll. Under the federal baseline, adult employees do not receive a required meal or rest break from the FLSA. Requirements come from state law, employer policy, or contract terms. Pay treatment still follows federal hours-worked rules when the employee is covered by the FLSA.
A short rest break and a lunch period are treated differently. Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked and count toward weekly overtime. A bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty.
The common mistake is subtracting every pause from the timesheet. A 10-minute rest break remains paid under the federal rule when the employer provides it. A 30-minute lunch can be unpaid only if the employee stops working. Answering calls, watching a desk, helping customers, driving, or handling required duty time while eating keeps that period in hours worked.
State law adds a second layer. A state can require meal or rest breaks, set timing rules, or add premium-pay consequences. Employer policy or a union contract can also provide stricter rights. For a general U.S. calculation, separate the federal pay treatment from any state-specific mandate before you subtract time.
Start with the gross span, subtract only unpaid duty-free meal periods, keep paid short breaks inside hours worked, then apply weekly overtime. Covered, nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Hours cannot be averaged across multiple workweeks for overtime.
For example, assume a covered nonexempt employee works four 12-hour on-site days at $30 per hour. Each day includes one duty-free 1-hour lunch and short paid breaks. Paid hours are 12 minus 1, or 11 hours per day. The workweek total is 44 hours. Straight-time pay is 40 hours times $30, and overtime pay is 4 hours times $45, for $1,380.
A calculator is enough when you need one answer for one shift, one employee, or one corrected timesheet. It works when the only decision is arithmetic: gross span, unpaid lunch minutes, paid break minutes, hourly rate, and weekly total. It fails when the same policy needs to be applied every day across employees, approvals, edits, and payroll exports.
A managed workflow fits recurring timekeeping. Everhour can turn Google, Outlook, and iCloud calendar events into timesheet entries within a configurable time window, excluding all-day, recurring, and pre-connection events. That helps calendar-based work become reviewable time data, while managers still apply the correct break policy before approval or payroll handoff.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
No. Under the federal baseline, short breaks provided by an employer, usually about 5 to 20 minutes, are paid hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty and the break lasts at least 30 minutes.
Federal law does not require lunch or coffee breaks for adult employees. Break requirements, when they exist, come from state law, employer policy, or contract terms. The federal rule still controls pay treatment for covered work time unless a stricter rule applies.
Yes. Paid short breaks count as hours worked and count toward weekly overtime for covered nonexempt employees. If those paid break minutes push the fixed workweek total over 40 hours, the excess hours require overtime pay at not less than 1.5 times the regular rate.
No, when the messages are work duties. A meal period is generally unpaid only when the employee is completely relieved from duty. If the employee keeps handling required tasks while eating, that time remains hours worked under the federal baseline.
Federal time-clock rounding to the nearest 5 minutes, tenth, or quarter-hour is accepted only if it averages out over time and does not underpay employees for actual hours worked. Rounding cannot turn paid short breaks into unpaid time or erase duties performed during lunch.
Everhour connects Google, Outlook, and iCloud calendars so events with defined start and end times can become timesheet entries. Users choose a sync window from 15 minutes to 3 hours before or after events, while all-day, recurring, and pre-connection events are excluded.
Connect calendar events to Everhour timesheets, then review break treatment and approvals before payroll so calendar-based work becomes cleaner billable or payroll-ready time.
14-day free trial · No credit card · Cancel anytime
