Everhour Time Tracking captures work entries, while shift math turns clock times, breaks, and rates into usable totals.
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.
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A shift-hours calculation answers a practical timesheet question: how many paid hours came from one start time, one end time, and any break time that should be excluded. The result helps you check a daily timecard, estimate wages for a single shift, or compare scheduled hours with hours actually worked.
The calculation stays separate from broader payroll rules until you roll shifts into a fixed workweek. Covered, nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed workweek, with overtime paid at not less than one and one-half times the regular rate.
Subtract the clock-in time from the clock-out time to get the gross span. For a same-day shift from 7:00 AM to 4:00 PM, the gross span is 9 hours. Subtract a 1-hour unpaid meal period, and the paid shift total is 8 hours. At $28 per hour, straight-time pay for that shift is $224.
A shift that crosses midnight needs a date-aware calculation. A 10:00 PM to 6:00 AM shift is 8 hours because the end time belongs to the next calendar day. U.S. timesheets commonly use month/day/year dates and 12-hour AM/PM times, so missing AM or PM markers create wrong totals fast.
Federal law does not require lunch or coffee breaks for adult employees. Break requirements, when they exist, come from state law or employer policy. For federal arithmetic, paid breaks stay in the shift total, and unpaid breaks come out only when they meet the unpaid-break test.
Short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked and count toward weekly overtime. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. An employee who answers calls or keeps working while eating is still working.
A single shift total tells you the day's paid hours, but overtime depends on the fixed workweek. An FLSA workweek is 168 fixed hours, seven consecutive 24-hour periods, and it may start on any day and hour. Hours cannot be averaged across multiple workweeks for overtime.
Federal time-clock rounding is accepted only to the nearest 5 minutes, tenth, or quarter-hour when it averages out over time and does not underpay employees for actual hours worked. Rounded shift totals should feed a weekly check, especially when a small daily change pushes a covered nonexempt employee past 40 hours.
A one-off calculation works when you need one shift total, a quick wage estimate, or a correction check before entering payroll data. Manual math is enough when the shift has one start time, one end time, and one clearly unpaid break.
A managed workflow becomes necessary when employees clock in and out every day, breaks need review, managers approve timesheets, or payroll needs a clean handoff. Everhour supports timers, manual entries, reminders, locked periods, and approvals, so shift records can move from capture to review without repeated re-entry.
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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Summer 2026
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Subtract clock-in time from clock-out time to get the gross span, then subtract unpaid break time. Keep paid breaks inside the total. For shifts crossing midnight, treat the end time as part of the next day before subtracting. The final number is the paid shift total.
A shift total does not automatically show federal overtime. Covered, nonexempt employees in the United States receive overtime after 40 hours worked in a fixed workweek, not simply because one shift is long. State law, contract terms, or employer policy can add stricter daily or premium-pay rules.
Short breaks provided by an employer, usually about 5 to 20 minutes, stay paid under federal law and count as hours worked. Deducting those minutes from a U.S. timesheet creates an underpayment risk unless a different, lawful rule applies to the worker category and jurisdiction.
A bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty. A meal period spent answering messages, watching a desk, taking calls, or performing required tasks remains hours worked.
Rounded clock times can change the shift total, but federal rounding must be neutral over time and cannot underpay employees for actual hours worked. Accepted increments include the nearest 5 minutes, tenth, or quarter-hour. Repeated rounding down is a payroll problem, not a harmless shortcut.
Everhour Time Tracking captures task and project hours through timers or manual entries, including tracking inside tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and others. Admins can use approvals, locked periods, reminders, and timer rules before timesheets feed payroll review.
Track approved hours, breaks, and corrections in Everhour before payroll review, so shift totals move from daily capture to timesheet approval with fewer manual edits.
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