Everhour turns tracked hours into reviewable timesheets, while payroll math still starts with exact punches, breaks, and rates.
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.
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A time card and payroll calculation answers three practical questions: how many paid hours the employee worked, how much straight-time pay those hours create, and whether the fixed workweek creates overtime for a covered nonexempt employee. The input starts with clock-in and clock-out times, then subtracts unpaid meal periods and keeps paid short breaks inside the total.
For U.S. payroll checks, the federal baseline uses the FLSA workweek. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed workweek, at not less than one and one-half times the regular rate. State law, contracts, or employer policy can add stricter rules, so separate the federal arithmetic from any local overlay.
Start with each shift span, subtract only unpaid break time, and total the paid hours by fixed workweek. Short breaks an employer provides, usually about 5 to 20 minutes, count as compensable hours worked under federal law. A bona fide meal period is generally unpaid only when the employee is completely relieved of duty for at least 30 minutes.
For example, a covered nonexempt employee records paid daily totals of 7, 10, 8, 9, and 8 hours in one fixed workweek, for 42 paid hours. At $23.80 per hour, regular pay covers 40 hours, or $952.00. Overtime covers 2 hours at $35.70 per hour, or $71.40. Gross pay before taxes, deductions, and state-specific rules is $1,023.40.
Payroll errors often start before the pay formula. A time entered as 1:30 means 1 hour and 30 minutes, or 1.5 decimal hours, not 1.30 hours. A shift that crosses midnight needs one continuous span, such as 10:00 PM to 6:00 AM, rather than two unrelated calendar-day fragments.
Rounding needs the same discipline. Federal time-clock rounding to the nearest 5 minutes, tenth, or quarter-hour is accepted only if it averages out over time and does not cause employees to be underpaid for actual hours worked. A neutral quarter-hour rule can round some punches up and others down. A one-way practice that always reduces paid time creates payroll risk.
A one-off calculation is enough for a single pay check, a disputed day, or a quick gross-pay estimate before payroll closes. Keep the inputs visible: dates, clock times, unpaid break minutes, paid hours, rate, regular hours, overtime hours, and gross pay. That record lets a manager or bookkeeper reproduce the total without guessing.
A managed workflow becomes necessary once multiple employees submit time every week. Everhour Time Tracking captures task and project hours through timers or manual entries, works inside common project tools, and feeds timesheets, reporting, budgeting, invoicing, and payroll review. Admin controls such as approvals, locked periods, reminders, and timer rules turn payroll math into a repeatable review process.
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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G2
Summer 2026
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Subtract the clock-in time from the clock-out time, then subtract only unpaid break time. Keep paid short breaks in the total. Convert the result to decimal hours for payroll by dividing minutes by 60, so 8 hours and 45 minutes becomes 8.75 hours. Add each paid shift total inside the same fixed workweek.
Payroll subtracts a break only when it is unpaid. Under the federal baseline, short breaks an employer provides, usually about 5 to 20 minutes, are compensable hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved of duty for at least 30 minutes. State law or employer policy can require stricter treatment.
A payroll calculator should not average overtime across multiple workweeks under the FLSA federal baseline. An FLSA workweek is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. Covered nonexempt employees receive overtime for hours worked over 40 in that workweek, even if a later week has fewer hours.
Weekend hours do not automatically create extra pay under the FLSA federal baseline. Federal law does not require premium pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. A state rule, union agreement, employment contract, or employer policy can create a weekend premium, so payroll should check those sources separately.
The largest mistakes are subtracting paid short breaks, treating 1 hour and 30 minutes as 1.30 hours, missing work performed before or after a scheduled shift, and averaging overtime across workweeks. Hours worked include required duty time and additional work the employer allows or permits, including unscheduled work performed before or after a shift.
Everhour Time Tracking captures task and project hours through timers or manual entries, including entries made inside supported project tools. Those hours feed timesheets, reporting, budgeting, invoicing, and payroll review, while admin controls cover approvals, locked periods, reminders, and automatic timer stop rules.
Everhour Timesheets let users submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and submitted or approved entries stay locked unless withdrawn or rejected, which keeps payroll review from changing after sign-off.
Track approved hours, lock reviewed periods, and keep payroll inputs connected to the work they came from. Everhour turns weekly time tracking into cleaner payroll review.
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