Free timesheet calculator

Calculate weekly or bi-weekly employee timesheets with overtime and lunch breaks, or automate timesheet calculations.

Never calculate employee time data by hand again. This free time card calculator fulfills the needs of managers and hourly employees. After employees track time for the week, insert their hours worked to calculate their expected pay. Include their overtime and breaks to ensure their hours and wages meet Fair Labor Standards Act (FLSA) regulations.

TIME CARD CALCULATOR

Type of time card

Days in a week

Overtime after

Pay Rates

Base Hourly

Overtime rate

TIMESHEET DETAILS

Clock in

Clock out

Break

Total

Monday

0 hrs
+

Clock in

Clock out

Break

Total

Tuesday

0 hrs
+

Clock in

Clock out

Break

Total

Wednesday

0 hrs
+

Clock in

Clock out

Break

Total

Thursday

0 hrs
+

Clock in

Clock out

Break

Total

Friday

0 hrs
+

Clock in

Clock out

Break

Total

Saturday

0 hrs
+

Clock in

Clock out

Break

Total

Sunday

0 hrs
+

Clock in

Clock out

Break

Total

Monday

0 hrs
+

Clock in

Clock out

Break

Total

Tuesday

0 hrs
+

Clock in

Clock out

Break

Total

Wednesday

0 hrs
+

Clock in

Clock out

Break

Total

Thursday

0 hrs
+

Clock in

Clock out

Break

Total

Friday

0 hrs
+

Clock in

Clock out

Break

Total

Saturday

0 hrs
+

Clock in

Clock out

Break

Total

Sunday

0 hrs
+

Clock in

Clock out

Break

Total

Total Hours

0


Regular Hours

0

Overtime Hours

0

Total Gross Pay

$0.00

How to calculate your employees’ time

To calculate an employee’s time and pay, multiply their weekly hours worked by their base hourly rate. Include breaks under 20 minutes as paid time. If an employee takes an unpaid lunch break, exclude those minutes from the calculation. If an employee is eligible for overtime pay, multiply any hours worked over 40 in a week or eight in a day by 1.5 or 2 times their base hourly rate. An employee’s overtime rate depends on your state’s overtime rules. For even simpler calculations, use an automated timesheet tracker to do the math for you.

How to use the calculator

1. Select your time card details

First, you’ll need to set up the calculator. For each employee, select the type of time card and the number of days in their week. Select five days to see Monday through Friday. Or select seven days to see Monday through Sunday. Use the weekly time card to see one week of time entries. Or use the bi-weekly time card to see two weeks of time entries.

 2. Add hourly and overtime rates

Next, select the employee’s overtime rule—whether they receive overtime pay for hours worked over eight in a day or 40 in a week. If the employee is not eligible for overtime, select “Exempt.” Then add the employee’s base hourly pay rate, and select their overtime rate.

3. Add times worked—don’t forget overtime and breaks

For each day the employee worked, add their clock in and clock out times. Those should include overtime hours. For each day the employee took an unpaid break, add those minutes in the box provided. Unpaid break minutes are subtracted from the total time. As you fill in the clock in and clock out times, the tool calculates the employee’s total hours (regular and overtime) and total gross pay.

4. Download and save or print the data

Enter your email address in the box provided to download a CSV of your employee’s times worked. Then open the file in Microsoft Excel, Google Sheets, or another application.

Common issues calculating time cards

Paying employees accurately is crucial to running a reputable business. Employee time cards don’t just show an employee’s productivity. They also show workers are being paid according to their classification. Not paying the federal minimum wage or overtime to eligible employees puts you at risk of a labor law violation. As you’re calculating employee time cards, look out for these common issues.

1. Misclassified employees  

Most often, employees are classified as exempt from overtime because they’re paid a salary. But not all salaried employees are exempt automatically. If you’ve misclassified an employee, you may not be paying them the overtime they’re eligible for. Misclassifying employees leaves you vulnerable to unpaid back wages, in addition to potential attorney fees.

2. Failure to pay overtime

Labor lawsuits rose 417% between 1997 and 2017. And 79% of wage and hours infractions resulted in back wages paid to employees. Any nonexempt employee who works in excess of 40 hours per week or eight hours in a day must be paid overtime. Managers can discipline employees for not following company overtime policies. But business owners can’t deny nonexempt employees overtime pay.

3. Mismanaged employee breaks

Federal law doesn’t require lunch breaks, but 21 states have their own meal and rest break rules. Typically, the DOL considers breaks under 20 minutes to be paid time. Meal and rest breaks over 30 minutes are not paid time. If you’re not tracking breaks in your employees’ time card calculations correctly, you’re at risk for a wage and hour lawsuit.

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