Timesheets show hours worked; Everhour helps turn approved time records into planning, payroll, and review workflows.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A timesheet calculator with overtime answers one practical payroll question: how much gross pay is owed when a covered nonexempt employee's recorded hours exceed the overtime threshold for the pay period being reviewed. Under the United States federal baseline, the FLSA requires overtime after 40 hours worked in one fixed workweek, not after a pay period total, monthly total, or project total.
The key output is usually three numbers: regular hours, overtime hours, and total gross pay before deductions. If the timesheet includes vacation, holiday, sick, or other paid time not worked, do not automatically count that time as hours worked under the FLSA. Payment for time not worked is generally set by employer policy, contract, state law, or a representative agreement.
The FLSA workweek is a fixed 168-hour period made of seven consecutive 24-hour periods. It can start on any day and at any hour, but it must be fixed and regularly recurring. Each workweek stands alone, so 35 hours in one week and 45 hours in the next week cannot be averaged into two 40-hour weeks to avoid overtime.
This matters when a timesheet spans two calendar weeks or a semimonthly payroll period. Split the entries by the employer's fixed workweek first, then total the hours worked inside each workweek. Federal law does not require overtime merely because work happens on Saturday, Sunday, a holiday, or a rest day, unless those hours push the covered nonexempt employee over 40 in that workweek or another applicable rule is more protective.
For a simple hourly timesheet, regular pay equals regular hours multiplied by the regular hourly rate. Overtime pay equals overtime hours multiplied by at least 1.5 times the regular rate. If a covered nonexempt employee works 50 hours in one fixed FLSA workweek at a $26.40 regular hourly rate, the timesheet has 40 regular hours and 10 overtime hours.
The calculation is direct: 40 × $26.40 = $1,056.00 in regular pay. The overtime rate is $26.40 × 1.5 = $39.60, so 10 overtime hours × $39.60 = $396.00. Total gross pay is $1,452.00. For more complex weeks, the regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek.
A one-off calculator is enough when you have one employee, one hourly rate, one fixed workweek, and a clean total of hours worked. Use it for checking a payroll line, estimating a correction, or explaining why a timesheet crossed the 40-hour federal baseline. The calculator result is only as reliable as the timesheet inputs.
A managed workflow matters when managers need approved hours, overtime review, planned capacity, time off context, and a payroll handoff. Everhour Resource Planning shows work on visual timelines with member and project views, weekly capacity, availability gaps, scheduled time off, and planned-vs-actual comparisons, which helps teams see when overtime is becoming a scheduling issue before payroll 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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Under the FLSA federal baseline, count hours actually worked by covered nonexempt employees inside one fixed workweek. Do not automatically count vacation, holidays, or other paid time not worked as FLSA hours worked. Those paid benefits are generally controlled by employer policy, contract, state law, or a representative agreement.
No. Under the FLSA, each fixed workweek stands alone for covered nonexempt employees. An employer cannot average a short week and a long week to avoid overtime. If one workweek has 38 hours and the next has 46 hours, the 46-hour week contains 6 federal overtime hours.
No. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For the federal baseline, the trigger is hours worked over 40 in the fixed workweek for a covered nonexempt employee, unless state law, policy, contract, or another agreement gives a greater benefit.
The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek. If the employee has multiple pay rates or eligible bonus compensation, base-wage-only math can understate overtime. Use the workweek's actual includable compensation before multiplying overtime hours by at least 1.5.
The most common mistake is using the pay period total instead of the fixed FLSA workweek. A semimonthly or biweekly timesheet can contain more than one workweek, and each workweek must be tested separately. Another frequent error is counting paid holiday time as hours worked under federal overtime when no work occurred.
Everhour Resource Planning shows assignments on visual timelines with member and project views, weekly capacity, availability gaps, and scheduled time off. Managers can compare planned capacity with actual tracked time, then adjust assignments before repeated overtime becomes a payroll pattern.
Everhour Timesheets let users submit weekly project hours or working hours for approval, and managers can approve, reject, partially approve, or lock submitted time. That approval flow gives payroll reviewers a cleaner record before overtime totals move into final pay calculations.
Use a calculator for the check, then manage capacity where overtime starts. Everhour Resource Planning connects schedules, availability, time off, and planned-vs-actual hours into one practical overtime control.
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