Everhour tracks work hours for payroll review, while paycheck math turns approved wages, taxes, and deductions into net pay.
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A paycheck calculation answers one direct question: how much pay remains after gross wages move through federal income-tax withholding, employee Social Security, employee Medicare, and any pre-tax or post-tax deductions. For hourly workers, the first input is hours actually worked in the pay period. For salaried workers, the first input is the salary amount assigned to that pay period.
The result matters before payroll runs, when an employee checks take-home pay, a bookkeeper reviews a draft payroll, or an owner compares labor cost with cash available. The U.S. federal baseline does not set one national private-employer payday frequency. State payday rules control frequency, while weekly, biweekly, semimonthly, and monthly pay periods are common.
Start with gross pay. For an hourly covered nonexempt employee, multiply regular hours by the regular rate, then add overtime for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Averaging hours over two or more weeks is not permitted under the federal FLSA overtime rule.
For example, a covered nonexempt employee earns $25 per hour and works 48 hours in one fixed workweek. Regular pay is 40 × $25 = $1,000. Overtime is 8 × $37.50 = $300. Gross pay is $1,300. Employee Social Security for 2026 is 6.2%, or $80.60, and employee Medicare is 1.45%, or $18.85, before federal income-tax withholding, state withholding, and deductions.
Federal income-tax withholding follows the employee's Form W-4 and IRS Publication 15-T tables and methods, including the wage-bracket and percentage methods. For 2020 and later Forms W-4, the calculation uses filing status, multi-job adjustments, credits, other income, deductions, and extra withholding. Valid pre-2020 Forms W-4 may still use allowance-based calculations or the optional computational bridge.
Employee net pay excludes employer-only payroll taxes. In 2026, Social Security applies at 6.2% for the employee and 6.2% for the employer only up to the $184,500 annual wage base. Medicare applies at 1.45% for the employee and employer with no wage cap. FUTA is employer-only on the first $7,000 of annual wages, commonly reduced by a state unemployment credit.
A one-off paycheck calculation is enough for a quick personal estimate, a single pay-period check, or a rough comparison between two pay frequencies. It breaks down when hours change every week, overtime needs approval, paid time off flows into gross totals, or payroll needs a clean record of who changed time before wages were calculated.
Everhour timecards support that longer workflow by recording daily, weekly, and monthly work-hour totals for payroll review. Teams can compare project hours with working hours, review normal-hours highlights in Team Hours, approve weekly timecards, and export timesheet data in PDF, CSV, or XLSX before payroll processing.
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 paycheck calculation starts with gross pay for the pay period. Hourly gross pay comes from hours worked times the applicable rate, plus overtime when a covered nonexempt employee works over 40 hours in a fixed workweek. Net pay comes later, after federal withholding, employee FICA, state or local withholding where applicable, and deductions.
Employee Social Security and Medicare reduce take-home pay. For wages paid in 2026, Social Security applies at 6.2% up to the $184,500 annual wage base. Medicare applies at 1.45% to all covered wages with no wage cap. Additional Medicare withholding begins at 0.9% when wages paid to an employee exceed $200,000 for the calendar year.
Two employees with the same gross pay can have different net pay because Form W-4 inputs, pre-tax deductions, post-tax deductions, state withholding, local withholding, and year-to-date wage bases can differ. Federal income-tax withholding uses the employee's Form W-4 and Publication 15-T method, so filing status, credits, extra withholding, and other income entries change the result.
Vacation pay that an employer provides is subject to withholding as wages. It can be treated as regular wages when included with normal payroll or as supplemental wages when paid as an additional lump sum. The FLSA does not require pay for time not worked such as vacation, sick leave, or holidays.
Mixing employee withholding with employer-only taxes makes a paycheck estimate wrong. Employee Social Security, employee Medicare, federal income-tax withholding, and employee-paid deductions reduce take-home pay. Employer Social Security, employer Medicare, FUTA, SUTA, and many state payroll taxes belong in employer cost calculations, not in the employee net-pay subtraction.
Everhour timecards record daily, weekly, and monthly work-hour totals so managers can review payroll hours before wages are calculated. Team Hours reporting compares working hours, project hours, time off, and capacity, and approved timesheet data can be exported in PDF, CSV, or XLSX for payroll records.
Use approved timecards before running paycheck math. Everhour gives teams payroll-ready work-hour totals, timecard approvals, Team Hours visibility, and exportable records for cleaner payroll review.
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