Time Card

Totaling a Work Week Into Regular and Overtime Hours

A time card calculator adds up a full work week of daily clock-in and clock-out times into a total, split into regular and overtime hours. Enter each day’s clock-in and clock-out time (and any unpaid break), leave days you didn’t work blank, and this calculator totals the week and shows what you’re owed if you enter an hourly rate — including any overtime premium.

Unlike this site’s Hours Worked Calculator, which handles a single shift, this one is built for the whole week at once: each day is calculated the same way (including handling an overnight shift that crosses midnight), then the seven daily totals are added together before regular and overtime hours are split out.

The Formula

Each day’s hours come from the same subtraction as a single shift:

$$\text{Hours} = (\vA{\text{Clock-Out}} - \vB{\text{Clock-In}}) - \vC{\text{Unpaid Break}}$$

The week’s total is the sum of every day worked. That total then splits into regular and overtime hours at your chosen threshold (40 hours per week by default):

$$\vF{\text{Regular Hours}} = \min(\vE{\text{Total Hours}}, \vD{\text{Overtime Threshold}})$$ $$\vG{\text{Overtime Hours}} = \max(0, \vE{\text{Total Hours}} - \vD{\text{Overtime Threshold}})$$

Total pay adds regular pay to overtime pay, with overtime paid at your chosen multiplier (1.5×, or “time and a half,” by default):

$$\text{Total Pay} = (\vF{\text{Regular Hours}} \times \text{rate}) + (\vG{\text{Overtime Hours}} \times \text{rate} \times \text{overtime multiplier})$$

Worked Example

Five 9-hour days (8:00 AM to 5:00 PM, no break) at a $20/hour rate, with the default 40-hour overtime threshold and 1.5× multiplier:

1. Total Hours: $5 \times 9 = \vE{45} \text{ hours}$ for the week.
2. Regular Hours: the first $\vF{40}$ hours.
3. Overtime Hours: the remaining $\vE{45} - \vD{40} = \vG{5} \text{ hours}$.
4. Regular pay: 40 × $20 = $800.
5. Overtime pay: 5 × $20 × 1.5 = $150.
6. Total pay: $800 + $150 = $950.

Key Factors to Consider

• Overtime rules vary by jurisdiction, and not every worker is entitled to overtime pay at all. The 40-hour/week and 1.5x multiplier defaults reflect the U.S. federal standard under the Fair Labor Standards Act, but state law can set a stricter threshold (like daily overtime rules in some states), and certain job classifications are exempt from overtime entirely — check the specific rules that apply to a given job and location before assuming the federal default applies.
• Unpaid meal breaks and paid short breaks are typically treated very differently under labor law, and it’s easy to mix them up. A longer unpaid meal break generally isn’t counted as worked time (which this calculator’s break field subtracts), while short paid rest breaks usually ARE counted as worked time and shouldn’t be deducted — using the wrong category can meaningfully skew a total.
• An overnight shift that crosses midnight needs to be entered carefully to compute correctly. A shift like 10 PM to 6 AM spans two calendar days but is really one continuous work period — this calculator’s per-day handling accounts for a shift crossing midnight, but double-checking how a specific overnight shift was entered avoids an accidental miscount.
• Double-time pay (common for holidays or extreme overtime in some jurisdictions/union contracts) is a separate premium rate this calculator doesn’t model by default. Some employment agreements pay double time (2x) rather than time-and-a-half for hours worked beyond a certain threshold or on specific holidays — check a specific employment agreement for whether this applies, since this calculator’s default overtime multiplier is adjustable but doesn’t automatically detect a double-time scenario.

Common Mistakes

• Entering only one of a day’s two times instead of leaving both blank. A day off needs both the clock-in and clock-out fields left empty — filling in just one (a half-remembered shift, for example) isn’t enough information to compute hours, so the calculator flags it rather than guessing.
• Subtracting a paid rest break the same way as an unpaid meal break. Only time that isn’t paid should go in the break field — a short paid break is still worked time and shouldn’t reduce the day’s total, unlike a longer unpaid lunch.
• Assuming the 40-hour/1.5× overtime default applies everywhere. These are the U.S. federal defaults, not a universal rule — some states apply daily overtime thresholds, some jobs are overtime-exempt entirely, and other countries use different rules altogether.

Useful to Know

• Just need one shift’s total instead of a full week? Hours Worked Calculator handles a single clock-in/clock-out pair.
• Want to see what a full paycheck looks like after taxes and deductions? Paycheck / Salary Calculator takes gross pay the rest of the way to take-home pay.