Everhour tracks work time through timers or manual entries, while the formula turns raw punches into payable hours.
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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The hours worked formula answers one practical question: how much time counts as work after you compare clock-in and clock-out times, subtract unpaid meal periods, and keep paid breaks in the total. For U.S. timesheets, the federal baseline also separates arithmetic from overtime treatment for covered nonexempt employees.
Hours worked include required duty time and additional work the employer suffers or permits, including unscheduled work before or after a shift. Federal law does not require adult meal or rest breaks, but employer-provided short breaks, usually 5 to 20 minutes, count as compensable hours worked.
Start with the gross span, then subtract only unpaid break time. The basic formula is: end time minus start time minus unpaid break time equals hours worked. For payroll decimals, convert minutes by dividing by 60, so 30 minutes equals 0.50 hours and 45 minutes equals 0.75 hours.
For example, a covered nonexempt employee records 47 gross hours in one fixed workweek, takes 3 hours of bona fide unpaid meal periods, and earns $28 per hour. Paid hours are 44. Regular pay covers 40 hours at $28, and overtime covers 4 hours at $42, because FLSA overtime is at least 1.5 times the regular rate.
The FLSA workweek is a fixed and regularly recurring 168-hour period made of seven consecutive 24-hour periods. It may start on any day and hour. Covered nonexempt employees in the United States must receive overtime pay for hours worked over 40 in that fixed workweek.
A common mistake is averaging hours across multiple workweeks in a pay period. A worker with 44 hours in week one and 36 hours in week two still has 4 overtime hours in week one under the federal baseline. Federal law also does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked.
A one-off calculation is enough when you need to check a single shift, convert minutes to decimals, or verify one weekly total before payroll. It also works for a quick correction when the break status is clear and no approval trail is needed.
A managed workflow matters when people clock in daily, edit past entries, submit timesheets, and hand totals to payroll or billing. Everhour Time Tracking captures task and project hours through timers or manual entries, supports approvals and locked periods, and keeps reviewed time from turning into spreadsheet rework.
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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Subtract the start time from the end time, then subtract unpaid break time. A shift from 8:00 AM to 5:00 PM has a 9-hour gross span. With a 1-hour unpaid meal period, the hours worked total is 8 hours. Paid short breaks stay in the total under the federal baseline.
Divide minutes by 60. Fifteen minutes equals 0.25 hours, 30 minutes equals 0.50 hours, and 45 minutes equals 0.75 hours. Payroll mistakes happen when someone treats 1 hour 30 minutes as 1.30 hours instead of 1.50 hours.
Lunch reduces hours worked only when it is a bona fide unpaid meal period. Under the federal baseline, that generally means at least 30 minutes and the employee is completely relieved from duty. An employee who performs duties while eating is still working.
Federal time-clock rounding is accepted to the nearest 5 minutes, tenth, or quarter-hour only if the practice averages out over time and does not underpay employees for actual hours worked. A rounding method that regularly cuts paid time creates a payroll risk.
Everhour Time Tracking records work through live timers or manual entries tied to tasks and projects. Those entries feed timesheets, reports, budgets, invoices, and payroll review, so managers can compare submitted time against the work records before using totals.
Everhour Timesheets let users submit weekly project hours or working hours for approval. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members so payroll or billing totals keep a clear review trail.
Track approved hours with Everhour Time Tracking, then use timers, manual entries, approvals, and locked periods to keep payroll review grounded in verified time.
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