Everhour keeps work hours organized, while simple timesheet math gives you a fast check before payroll or billing review.
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.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A simple work hours calculation answers one practical question: how many paid hours should count for a day, week, or pay period. You start with clock-in and clock-out times, subtract unpaid meal periods, keep paid short breaks inside the total, and add the remaining hours. The result can support a quick paycheck check, an invoice estimate, or a manager's review before timesheets move forward.
For U.S. payroll review, the weekly total matters because covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed FLSA workweek. That workweek is 168 fixed hours, made of seven consecutive 24-hour periods, and hours cannot be averaged across multiple workweeks for overtime. State law, employer policy, or a contract can add stricter rules.
A simple calculation should ask for the few fields that change the answer: start time, end time, unpaid break length, and hourly rate when pay is being estimated. U.S. timesheets commonly use month/day/year and 12-hour AM/PM time, so the AM or PM marker is part of the input, not a formatting detail. A missing PM can turn an afternoon shift into a wrong duration.
Short employer-provided breaks, usually about 5 to 20 minutes, stay in paid hours under federal law and count toward weekly overtime. A bona fide meal period is generally unpaid only when it lasts at least 30 minutes and the employee is completely relieved from duty. Time spent answering calls, serving customers, or performing duties while eating remains hours worked.
For one shift, use: end time minus start time minus unpaid break time equals paid hours. For a week, add each paid daily total. If the worker is covered and nonexempt under the FLSA, split the fixed workweek at 40 hours: regular hours up to 40, overtime hours above 40, and overtime pay at not less than 1.5 times the regular rate.
For example, a covered nonexempt employee records paid daily totals of 6, 9, 8, 7, and 11 hours in one fixed workweek and earns $22.80 per hour. The weekly total is 41 hours. Regular pay covers 40 hours, or $912.00. One overtime hour is paid at $34.20, so total gross pay before taxes, deductions, or stricter state rules is $946.20.
A one-off calculation is enough when you need to check one shift, total one paper timesheet, or estimate one weekly paycheck. It also works for a freelancer who totals a few entries before creating an invoice. Keep the math separate from policy decisions: a calculator totals time, while state break rules, approval requirements, and employer policies decide how entries are treated.
A managed workflow is better when the same people submit hours every week, managers approve time, or payroll needs a reliable record. Everhour Reporting turns approved time into customizable reports with 45+ columns, grouping, filters, and CSV, Excel/XLSX, or PDF exports. That gives teams a durable review path instead of repeated manual totals.
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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List each shift, subtract only unpaid break time, and add the paid daily totals. For a quick payroll check, keep the week separate from other weeks because FLSA overtime for covered nonexempt employees is based on hours worked over 40 in one fixed workweek. Averaging two workweeks can hide overtime.
No. Under federal law, short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked and count toward weekly overtime. A meal period is different: it is generally unpaid only when it is at least 30 minutes and the employee is completely relieved from duty.
Yes. Treat the end time as falling on the next calendar day, then subtract the start time and any unpaid break. A 10:00 PM to 6:00 AM shift is 8 hours before break deductions. The date matters because weekly overtime still belongs to the fixed workweek set by the employer.
No. The FLSA does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. Covered nonexempt employees receive overtime after 40 hours worked in the fixed workweek. State law, employer policy, or a contract can require additional premiums.
Yes, if the rounding is neutral. Federal time-clock rounding to the nearest 5 minutes, tenth of an hour, or quarter-hour is accepted only when it averages out over time and does not underpay employees for actual hours worked. Rounding every close punch downward creates underpayment risk.
Everhour Reporting turns tracked and approved time into customizable reports with 45+ columns, metadata filters, grouping, and date ranges. Managers can export reports as CSV, Excel/XLSX, or PDF for payroll review, billing checks, or an archive of weekly work-hour totals.
Everhour Timesheets let users submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members, which protects reviewed records before payroll, billing, or reporting.
Track approved hours, group them by person, project, or date, and export clean work-hour reports. Everhour Reporting gives recurring timesheet review a consistent record instead of manual spreadsheet rebuilding.
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