Free timesheet totals depend on clean clock spans, break deductions, and weekly overtime. Everhour keeps approved hours organized.
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A timesheet calculation answers one practical question: how many paid hours belong in the pay or billing period. Start with each clock-in and clock-out span, subtract only unpaid breaks, then total the remaining hours by day and by fixed workweek. In U.S. payroll contexts, the federal overtime anchor is the FLSA workweek, a fixed 168-hour period made of seven consecutive 24-hour periods.
For covered, nonexempt employees in the United States, hours worked over 40 in that fixed workweek receive overtime pay at not less than 1.5 times the regular rate. Hours cannot be averaged across multiple workweeks for federal overtime. A free result is most useful when it separates straight-time hours, overtime hours, unpaid meal time, and any state or employer-policy additions that sit outside the federal baseline.
A free calculator is enough for a clean one-off total when you have start time, end time, unpaid break length, hourly rate, and the workweek dates. It should also handle standard U.S. time entry, such as 6/5/26 and 8:30 AM, because many timesheets use month/day/year and 12-hour AM/PM formats. The biggest no-cost win is avoiding spreadsheet mistakes in basic time arithmetic.
Cost-free access does not remove judgment from the inputs. Short breaks provided by an employer, usually about 5 to 20 minutes, are paid under federal law and count toward weekly overtime. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. Work the employer suffers or permits, including unscheduled work before or after a shift, belongs in hours worked.
The core formula is gross span minus unpaid break time equals paid time. For weekly payroll, add paid time across the fixed workweek, cap straight-time hours at 40 for a covered nonexempt employee, then multiply overtime hours by at least 1.5 times the regular rate under the FLSA federal baseline. Daily totals help review entries, but federal overtime is triggered by the weekly total.
For example, a covered nonexempt employee records 46 gross hours in one fixed workweek, takes 2 hours of bona fide unpaid meal periods, and earns $29 per hour. Paid time is 44 hours. Straight-time pay is 40 × $29, or $1,160. Overtime is 4 hours at $43.50 per hour, or $174. Total gross pay is $1,334 before taxes, deductions, state overlays, or policy premiums.
A free calculation is enough for a freelancer checking a weekly invoice, a bookkeeper reviewing one corrected timecard, or an owner estimating payroll before final review. It also works for a simple shift total after an unpaid lunch. Keep the source punches, break notes, and rate separately, because the number alone does not prove which entries were approved or corrected.
A managed workflow matters when employees submit hours every week, managers approve or reject time, and payroll or billing needs a locked record. Everhour Timesheets collect weekly project hours and working hours by person, then support submit, approve, reject, partially approve, and locked-time workflows before payroll, billing, or reporting. That approval trail matters more than a one-time total once the same calculation repeats.
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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A free total is enough for a preliminary payroll check when the inputs are complete, the rate is known, and the workweek is clear. Payroll review still needs source records, approval status, break treatment, and any state, contract, or employer-policy rule that changes pay. The calculation gives the number; the record explains why that number is valid.
Convert minutes to decimal hours before multiplying by a pay rate. Divide minutes by 60, so 30 minutes equals 0.50 hours and 45 minutes equals 0.75 hours. Do not type 8 hours 30 minutes as 8.30 hours, because 8.30 means 8 hours and 18 minutes in decimal payroll math.
Subtract an unpaid lunch only when it qualifies as a bona fide meal period. Under the federal baseline, that generally means 30 or more minutes and the employee is completely relieved from duty. A meal period with work duties stays in hours worked. Federal law does not require adult meal or rest breaks, but state law or employer policy can add requirements.
Free timesheet math can include overtime when it totals paid hours inside the correct fixed workweek. For covered nonexempt employees in the United States, the FLSA requires overtime after 40 hours in that workweek at not less than 1.5 times the regular rate. Separate each workweek; federal overtime cannot be avoided by averaging two weeks together.
Rounded clock times are safe only when the rounding rule is neutral over time and does not underpay employees for actual hours worked. Federal rules allow rounding to the nearest 5 minutes, tenth, or quarter-hour when it averages out. A free calculation should show whether it used exact punches or rounded entries, because that choice can change paid time.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review submitted time before payroll, billing, or reporting. Managers can approve, reject, partially approve, and lock submitted time entries, which keeps corrections visible before totals move downstream.
Use a free total for one-off math, then move recurring submissions into Everhour Timesheets so approved hours stay locked and ready for payroll or billing review.
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