India uses daily, weekly, break, and overtime rules for covered establishments. Everhour Timesheets keeps approved work hours reviewable.
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An hours-worked calculation converts start time, end time, and break time into paid working time. In India, the result also helps you compare a timesheet against the national baseline for covered establishments: 8 hours in a day, 48 hours in a week, one weekly rest day, and a required rest interval of at least 30 minutes after no more than 5 hours of continuous work.
The calculation matters for payroll review, client billing, overtime checks, and attendance records. A timesheet should show the actual clock span, the break deducted, and the final paid hours. Keep the legal overlay separate from the arithmetic, because state rules and establishment category can affect the exact compliance review.
Start with the gross span between clock-in and clock-out. Subtract unpaid break time to get paid hours worked. For India-focused timesheets, use 24-hour time in entries such as 09:00 to 18:00, then record the break as a separate line instead of hiding it inside the total.
The central rules require the rest interval as a scheduling condition and define normal work as 8 hours, but they do not separately state that the half-hour interval must be counted as paid working time. Your payroll policy, employment terms, and applicable state rule decide whether a break stays paid or gets deducted.
For a weekly payroll check, add paid hours for each workday, then compare the weekly total with 48 hours for covered establishments. The OSH Code requires overtime wages at twice the wage rate, and the OSH Central Rules apply that rate after more than 8 hours in a day for daily wagers or more than 48 hours in a week for other workers.
For example, an employee records 50 paid hours in a week at ₹300 per hour. Regular pay covers 48 hours, which equals ₹14,400. Overtime covers 2 hours at twice the wage rate, or ₹600 per hour, which equals ₹1,200. Total gross pay for the week is ₹15,600 before taxes, deductions, allowances, or state-specific adjustments.
Night shifts need careful dating. For a shift extending beyond midnight, the OSH Code treats the following day as the 24-hour period beginning when the shift ends and counts hours worked after midnight toward the previous day. A shift from 22:00 to 06:00 should stay tied to the starting workday for statutory counting.
Weekly rest also affects review. The OSH Code says a worker may not work in an establishment for more than 6 days in any one week, and the Wage Rules require one weekly rest day. If a weekly holiday is substituted, the substitution cannot make the worker work more than 10 consecutive days without a whole-day holiday or rest day.
A one-off calculation is enough when you need to verify one shift, compare a weekly total, or explain a single payroll figure. Keep the inputs visible: date, start time, end time, break length, paid hours, wage rate, and any overtime split. That record lets another reviewer reproduce the same number.
A managed workflow becomes necessary when multiple people submit weekly hours, managers approve corrections, or payroll needs locked records. Everhour Timesheets collects weekly project hours and working hours by person, lets users submit time for approval, and lets admins approve, reject, partially approve, or lock entries before payroll or billing review.
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Subtract the start time from the end time to get the gross span, then subtract unpaid breaks. A 09:00 to 18:00 shift has a 9-hour gross span. If the worker took 1 unpaid hour for lunch, the paid hours total is 8 hours. Keep the original clock times because they support break, rest-day, and night-shift review.
Both figures matter for covered establishments. The national baseline uses 8 hours in a day and 48 hours in a week. Daily wagers are checked after more than 8 hours in a day under the OSH Central Rules, while other workers are checked after more than 48 hours in a week.
The central rules require a rest interval of at least 30 minutes after no more than 5 hours of continuous work, but they do not separately state that the half-hour interval must be counted as paid working time. Treat the break's pay status according to the applicable state rule, establishment policy, employment contract, or wage practice.
Enter the actual start and end times, then allocate the 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, so a 22:00 to 06:00 shift should not be split into two unrelated workdays.
The common mistake is deducting breaks inconsistently across days. One day may subtract a 30-minute unpaid interval, while another day leaves a similar interval inside paid time. Separate clock span, break time, and paid hours in every row before checking the 48-hour weekly baseline or any overtime calculation.
Everhour Timesheets collects weekly project hours and working hours by person, then lets users submit time for manager review. Admins can approve, reject, partially approve, and lock submitted entries, which gives payroll or billing reviewers a cleaner weekly record before totals are exported or used.
Track weekly hours, breaks, and approvals before payroll review. Everhour Timesheets keeps submitted entries controlled, reviewable, and locked after approval for cleaner billing and payroll handoff.
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