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A time card calculation in the Philippines answers a practical payroll question: how many hours should be treated as regular working time, overtime, rest-day work, or night-shift work for a specific employee. Philippine Labor Code working-time provisions apply to employees in establishments and undertakings, with exclusions for government employees, managerial employees, field personnel, dependent family members, domestic helpers, personal-service workers, and workers paid by results as determined by regulation.
The normal hours of work of an employee in the Philippines must not exceed eight hours in a day. That daily threshold matters more than a simple weekly total because ordinary-day overtime starts after eight hours. A correct time card also separates unpaid regular meal time from paid short rest or coffee breaks, then flags rest-day work and hours worked from 22:00 to 06:00.
Start with each workday's start time, end time, and break entries. Employers must give employees not less than one hour of time off for regular meals, so that regular meal period normally reduces the paid time total. Rest periods or coffee breaks from five to twenty minutes are considered compensable working time, so those short breaks stay inside paid hours.
For example, an employee earns ₱230 per hour and records ordinary-day paid totals of 8, 10, 9, 8, and 7 hours, plus 6 hours on a scheduled rest day. Ordinary regular time is 40 hours, which pays ₱9,200. Ordinary-day overtime is 3 hours at 125%, which pays ₱862.50. Rest-day work for the first 8 hours is paid at 130%, so 6 rest-day hours pay ₱1,794. Total pay is ₱11,856.50.
The biggest time card mistake is subtracting every break from paid time. A 60-minute regular meal period is time off, but a shortened meal period of at least 20 minutes is compensable only in specified situations such as non-strenuous non-manual work, establishments operating at least 16 hours a day, emergencies, urgent machinery work, or preventing serious loss of perishable goods.
Labels also change the calculation. Night shift differential adds 10% of the employee's regular wage for each hour worked between 10:00 p.m. and 6:00 a.m. of the following day. Employers must also provide at least twenty-four consecutive hours of rest after every six consecutive normal workdays. A time card that hides rest-day work inside ordinary hours understates the premium.
A one-off calculator is enough when you are checking one employee's weekly totals, confirming a suspected overtime amount, or comparing a handwritten time card against a payroll draft. It works best when the entries are simple: one regular meal break, no rest-day work, no night hours, and no employee category question.
A managed workflow becomes necessary when employees clock in and out daily, supervisors approve corrections, payroll needs locked records, or project hours must connect to billing. Everhour Time Tracking captures task and project hours through timers or manual entries, then feeds those records into timesheets, reports, budgets, invoices, and payroll review before a pay period closes.
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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Compensable hours worked include all time the employee is required to be on duty or at the workplace and all time the employee is suffered or permitted to work. Paid short rest or coffee breaks from five to twenty minutes also count as working time. A regular 60-minute meal period is time off and normally does not count as paid work time.
A regular meal period reduces the paid total because employers must give employees not less than one hour of time off for regular meals. A shortened meal period of at least 20 minutes is different. It is allowed only in specified situations and must be credited as compensable hours worked.
Work beyond eight hours on an ordinary working day must be paid at the regular hourly rate plus at least 25%, or 125% of the ordinary hourly rate. The calculation is daily, so a 10-hour ordinary day creates 2 overtime hours even if the weekly total later needs more review.
Night shift differential applies to each hour worked between 10:00 p.m. and 6:00 a.m. of the following day. The added amount is 10% of the employee's regular wage for those night hours. A time card that records only total daily hours loses the detail needed to calculate that differential.
Working children have separate limits and night-work restrictions. A child below 15 may work up to 4 hours per day and 20 hours per week. A child aged 15 to below 18 may work up to 8 hours per day and 40 hours per week. Those limits are not adult time card rules.
Everhour Time Tracking records task and project hours through one-click timers or manual entries, including tracking inside tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Those entries feed timesheets, reports, budgets, invoices, and payroll review from one time layer.
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 time is locked from regular member edits unless it is withdrawn or rejected.
Track daily hours, breaks, and corrections before payroll review. Everhour turns timer and manual entries into approved timesheets, reports, and billing records that keep payroll handoffs cleaner.
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