Everhour supports approved timesheets, while the calculation starts with clock spans, unpaid breaks, and weekly totals.
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.
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A time sheet calculator answers one practical question: how many payable hours sit inside a work period after clock spans, unpaid breaks, manual entries, and weekly overtime rules are applied. For a basic entry, subtract clock-in time from clock-out time, subtract any unpaid meal period, then add the net result to the day or workweek total.
For U.S. payroll, the federal baseline uses the FLSA workweek. A workweek is a fixed 168-hour period made of seven consecutive 24-hour periods, and covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek. Hours cannot be averaged across multiple workweeks to erase overtime.
The first input is the work span: start time, end time, and date. U.S. timesheets commonly use month/day/year dates and 12-hour AM/PM time, so 7:30 PM to 2:30 AM needs both dates or an overnight rule. Without that, a calculator can treat the shift as negative time or as the wrong day.
Break treatment changes the paid total. Federal law does not require meal or rest breaks for adult employees. When an employer provides short breaks, usually about 5 to 20 minutes, federal law treats them as compensable hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty for 30 minutes or more.
Use the daily net hours first: clock-out minus clock-in, minus unpaid meal time, plus any allowed manual work time. Then total the seven-day workweek. For covered nonexempt employees under the FLSA federal baseline, regular pay covers up to 40 hours, and overtime pay is at least 1.5 times the employee's regular rate for hours worked over 40.
For example, a covered nonexempt payroll assistant earns $24.80 per hour and records paid daily totals of 9, 8, 8, 10, 7, and 4 hours. The workweek total is 46 hours. Regular pay is 40 hours at $24.80, or $992.00. Overtime is 6 hours at $37.20, or $223.20. Total gross pay is $1,215.20.
A one-off calculator is enough when you need to total one employee's week, check a manual timesheet, or convert a few clock spans into decimal hours. It also works for a quick billing estimate when the rules are simple and the source entries are already settled.
A managed workflow becomes necessary when people submit weekly time, managers approve or reject entries, payroll needs a locked record, or billing needs project hours separated from working hours. Everhour Timesheets support that handoff by collecting weekly project and working hours, routing submissions for approval, and keeping approved time protected from regular edits.
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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Add each day's paid hours after subtracting unpaid meal periods and keeping paid short breaks in the total. For U.S. overtime review, total the hours inside the fixed FLSA workweek. Covered nonexempt employees receive overtime pay for hours worked over 40 in that workweek at not less than 1.5 times the regular rate.
Enter both the start date and end date, or use a calculator that recognizes the shift crosses midnight. A 10:00 PM to 6:00 AM shift is 8 hours before break deductions. Without the end date, a timesheet can read the end time as earlier than the start time and produce the wrong total.
Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked under federal law. A 15-minute rest break stays in the paid total. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty for 30 minutes or more.
Federal time-clock rounding can use the nearest 5 minutes, tenth, or quarter-hour only when the rounding is neutral over time and does not underpay employees for actual hours worked. A rounding rule that always trims early starts, late stops, or small overages creates payroll risk for covered nonexempt employees.
The FLSA does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. A state law, employer policy, union agreement, or employment contract can add a premium rule. The federal calculation still starts with hours worked in the fixed workweek.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock submitted time before payroll, billing, or reporting uses the record.
Everhour protects submitted and approved time from regular member edits, with rejected or withdrawn entries returning for correction. That locked approval state gives admins a cleaner record when payroll totals, billing hours, or weekly reports need a reviewed source.
Submit weekly time, approve entries, and protect reviewed records before payroll or billing. Everhour Timesheets give teams a clearer path from worked hours to approved totals.
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