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An hours calculation in India answers a direct payroll question: how many working hours remain after unpaid rest intervals, and whether the total crosses the applicable daily or weekly limit. For covered establishments, the national baseline under the OSH Code is 8 hours in a day and 48 hours in a week. The calculation starts with actual start and end times, then subtracts rest intervals that are excluded from paid working time.
The result matters because India's central rules separate time arithmetic from the legal overlay. Gazette notification S.O. 2517(E), published May 17, 2026, requires an interval of at least 30 minutes after no more than 5 hours of continuous work. The central rules require that rest interval as a scheduling condition, but they do not separately state that the half-hour interval must be counted as paid working time.
Start with gross time, subtract unpaid break time, then compare the remaining paid hours with the applicable threshold. For weekly wage-period calculations under the central rule, use 48 hours as the ordinary weekly line for covered establishments. Overtime for other workers generally applies after more than 48 hours in a week and is paid at twice the wage rate.
For example, an employee records 55 gross scheduled hours in one week, takes 3 hours of unpaid rest intervals, and earns ₹300 per hour. Paid time is 52 hours. Ordinary time is 48 hours, and overtime is 4 hours. Ordinary pay is ₹14,400. Overtime pay is ₹2,400 at 2x wages. Total gross pay for the week is ₹16,800.
India-specific review should flag more than the final weekly total. A workday over 8 hours, a workweek over 48 hours, missing 30-minute rest intervals after 5 continuous hours, and work beyond 6 days in one week all need separate checks. A single weekly sum can hide a noncompliant daily pattern, especially when long days are offset by shorter days later in the week.
Night shifts need special handling. Under the OSH Code, hours worked after midnight on a shift that extends beyond midnight count toward the previous day for statutory counting. A 22:00 to 06:00 shift should stay tied to the workday that began before midnight, then the following day runs as the 24-hour period beginning when that shift ends.
A one-off calculator is enough when you have one clean week, fixed start and end times, and clear unpaid break entries. It gives a fast answer for a payslip check, contractor invoice, or manager review. State rules and establishment category can still affect the compliance overlay because labor is on the concurrent list in India.
A managed workflow fits repeated payroll cycles. Everhour Team Management lets admins set team policy defaults, weekly capacity, personal tracking limits, approvals, and lock rules, so submitted hours do not keep changing after review. Keep the statutory judgment in your policy settings, then use the workflow to preserve the approved record.
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Add the gross time between each start and end entry, then subtract unpaid rest intervals that your policy excludes from paid working time. Compare the remaining paid hours with the applicable daily and weekly limits. For covered establishments under the central baseline, use 8 hours per day and 48 hours per week before checking overtime.
Yes. Gazette notification S.O. 2517(E), published May 17, 2026, notifies not more than 5 hours of continuous work with an interval of at least half an hour under section 25(1)(b) of the OSH Code. The central rules require the interval as a scheduling condition and do not separately state that it must be paid working time.
Both checks matter. The OSH Central Rules apply 2x wages after more than 8 hours in a day for daily wagers or more than 48 hours in a week for other workers. A payroll review should keep daily totals and weekly totals visible instead of relying on one combined number.
Enter the shift as one continuous time span and assign post-midnight hours to the previous workday for statutory counting. The OSH Code treats the following day as the 24-hour period beginning when the shift ends. This prevents a night shift from being split into two misleading daily totals.
Yes, but the substitution has a limit. The OSH Code and Wage Rules prohibit a substitution that would make the worker work more than 10 consecutive days without a whole-day holiday or rest day. A timesheet review should flag consecutive-day patterns, not just weekly paid hours.
Everhour Team Management gives admins lock rules, approval workflow, weekly capacity, personal tracking limits, and team policy defaults. Managers can review submitted time before payroll or billing, then lock approved periods so regular members cannot edit records after approval.
Everhour lets admins correct time entries for team members and approve, reject, or partially approve submitted timesheets. That workflow keeps corrections visible without repeated back-and-forth, especially when a missing break, wrong shift date, or excessive daily total needs review.
Set team policies, review submitted time, lock approved periods, and correct entries before payroll. Everhour Team Management turns repeated manual checks into a controlled approval workflow.
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