టైమ్‌షీట్ కాలిక్యులేటర్

Free weekly timesheet calculator with lunch break and overtime

This timesheet calculator adds up your work hours for the week from each day's clock-in time, clock-out time, and break duration, then computes regular pay, overtime pay, and gross pay from your hourly rate. Fill in the grid and every result updates instantly — no login, no spreadsheet, no upload.

It covers the key use cases that most free competitors miss together: automatic lunch-break deduction, standard overtime above a configurable threshold (default 40 h/week at 1.5×), overnight-shift support, and a CSV export that drops straight into payroll software.

How work hours are calculated

For each day the calculator converts your clock-in and clock-out to minutes, subtracts the clock-in value and any break minutes, then divides by 60 to get decimal hours. If the end time is earlier than the start, an overnight shift is assumed and 1,440 minutes is added before the subtraction. Daily totals are summed to produce the weekly figure.

Results appear in two formats side by side: decimal hours (e.g. 8.75) for payroll systems, and H:MM (e.g. 8:45) for at-a-glance reading — exactly the format you need when a client asks you to put 7 hours and 45 minutes on a timesheet.

Overtime calculation — how it works

Once weekly hours exceed the overtime threshold you set (US standard: 40 h/week), every additional hour is paid at 1.5× the regular rate. For example, 44 hours at $20/hr means 40 regular hours × $20 = $800 plus 4 overtime hours × $30 = $120, totalling $920 gross — a $120 premium over a straight 44 × $20 calculation.

The Pay Summary panel shows regular hours, overtime hours, regular pay, overtime pay, and gross pay in one place so you can hand the numbers to payroll or include them on a client invoice without further arithmetic.

How this compares to Clockify, Toggl, and other timesheet tools

Clockify and Toggl Track are solid time-tracking apps but both require an account to use — even the free tier asks for sign-up and stores your work hours in their cloud. QuickBooks Time (formerly TSheets) is paid. Calculatehours.com is free but has no overtime calculation or pay estimate.

This tool does none of that. No sign-up, no cloud storage, no paid tier. The entire calculation runs in your browser and nothing leaves your device. If you need a fast weekly total with overtime and pay on a device you don't own — a work computer, a library computer — that matters.

Hours and minutes to decimal — the conversion table

Payroll software expects decimal hours, not H:MM. The conversion is divide minutes by 60. Common values: 15 min = 0.25, 20 min ≈ 0.33, 30 min = 0.50, 45 min = 0.75. So 8 h 30 min = 8.50, 7 h 45 min = 7.75, 9 h 20 min ≈ 9.33. The Hours column shows the decimal for every row, and the weekly total is also in decimal form ready to paste.

This is the most common stumbling block when putting hours on a timesheet: writing 7:45 instead of 7.75 causes payroll errors. The calculator eliminates the manual conversion entirely.

Biweekly and daily timesheet calculations

A biweekly payroll period covers two consecutive work weeks. Run the calculator for week one, note the total, then run it for week two and add them. A standard biweekly full-time total is 80 hours (2 × 40). Overtime in most US states is still calculated on a weekly basis, so both weeks are assessed independently against the 40-hour threshold.

For daily calculations, the Hours column gives you each day's net hours after breaks. A typical 9-to-5 day with a 30-minute lunch is 8.50 hours; a 9-to-5:30 day with the same break is 8.00 hours. The day label column includes Saturday and Sunday so shift workers can record a full seven-day week.

Save, export, and print — your data stays on your device

Click Save to store the entire timesheet in your browser's localStorage. The next time you open the page your entries reload automatically — useful for recording the same schedule week after week. Click Export CSV to download a comma-separated file with day labels, in/out times, break minutes, hours, and pay columns that open in Excel, Google Sheets, or any payroll platform.

Click Print for a clean single-page summary you can hand to a manager or attach to an invoice. The print layout hides the controls and shows only the data. Nothing is ever uploaded to a server. Sensitive employee schedules and pay rates remain on your device even when the Save feature is used — localStorage is browser-local and never transmitted.

Converting HH:MM to decimal hours for payroll

Payroll systems perform arithmetic on time values, and you cannot multiply a wage rate by a fraction expressed in hours and minutes. Decimal hours are the universal currency of payroll: divide the minutes component by 60 and add to the whole hours. So 7 hours 45 minutes becomes 7 + (45 ÷ 60) = 7.75 hours, and 8 hours 30 minutes becomes 8.50. Writing 7.45 instead of 7.75 is one of the most common payroll entry errors — it understates wages by 18 minutes per occurrence, which compounds significantly across a team.

US payroll also commonly applies quarter-hour rounding, which the FLSA permits as long as it is applied neutrally over time. Under the most widespread rule, punch times from 0–7 minutes past the quarter hour round down to that quarter; times from 8–14 minutes past round up to the next quarter. So a clock-out at 5:07 PM rounds to 5:00, and a clock-out at 5:08 PM rounds to 5:15. A separate convention used heavily in healthcare timekeeping is the "7-minute rule": shifts are rounded to the nearest quarter-hour, meaning anything up to 7 minutes and 59 seconds is discarded while 8 minutes or more triggers a round-up. Whichever rounding policy an employer adopts, the FLSA requires consistent application so that rounding does not systematically benefit the employer at the expense of employees.

When no employer rounding policy applies — freelancers, contractors, and anyone billing by exact minutes — the safest approach is to use the raw decimal produced from the actual punch times. This calculator shows the unrounded decimal in the Hours column so you can apply your own rounding policy before entering the figure into payroll software or an invoice.

FLSA overtime rules and how the calculations work

The Fair Labor Standards Act (FLSA) requires that non-exempt employees in the United States receive at least 1.5 times their regular rate of pay for every hour worked beyond 40 in a single workweek. A workweek is defined as a fixed, regularly recurring period of 168 consecutive hours — seven 24-hour periods — and it can begin on any day of the week the employer designates. Overtime is assessed per workweek, not per pay period, which is why a biweekly paycheck can contain two separate weekly overtime calculations even though it covers a single payment cycle.

When an employee works at two different pay rates during the same week — for example, $18/hour for regular duties and $22/hour for a different role — overtime pay must be calculated using the weighted-average method. Add the straight-time earnings from all hours at all rates, divide by total hours worked to get the blended regular rate, then multiply only the overtime hours by 0.5× that blended rate (since the straight-time portion has already been paid). For example: 30 hours at $18 ($540) plus 15 hours at $22 ($330) = $870 total straight-time over 45 hours; blended rate = $870 ÷ 45 = $19.33; overtime premium = 5 overtime hours × $9.67 = $48.33; gross = $870 + $48.33 = $918.33.

Exemptions from overtime are based on salary threshold and job duties, not job title. As of the 2020 rule, employees must earn at least $684 per week ($35,568 annualized) and meet specific executive, administrative, or professional duties tests to qualify as exempt. Common FLSA violations include failing to count time spent on mandatory pre-shift activities (donning protective equipment, booting a company device), travel time between job sites during the workday, and required training sessions. These periods all count toward the 40-hour threshold and must be included in a timesheet to ensure accurate overtime detection.

Time tracking methods and accuracy trade-offs

Paper timesheets are the lowest-cost method and carry the highest fraud risk. "Buddy punching" — one employee clocking in on behalf of an absent colleague — is estimated to cost US employers billions of dollars annually. Manual digital entry (spreadsheets or simple apps) reduces transcription errors from illegible handwriting but still relies on employee memory, meaning entries made hours after the fact are often approximate. Both methods are legally valid under FLSA but require employers to retain records for at least two years.

Physical time clocks enforce presence at a fixed terminal, and modern variants add biometric fingerprint scanners that make buddy punching nearly impossible. Geofenced mobile apps achieve a similar result for field workers by restricting clock-in to a defined GPS radius around the job site. At the highest end of the accuracy spectrum, automatic time tracking tools such as Toggl Track, Harvest, and Clockify monitor active application windows and idle time, generating a log without requiring any manual punch — though this approach is typically used by knowledge workers who bill by the hour rather than by employers tracking hourly staff.

GPS tracking of remote employees sits in a legally and ethically contested space. While geofenced clock-in for on-site verification is broadly accepted, continuous location monitoring throughout a shift raises questions under state privacy laws in California, Illinois, and New York. Employers implementing any electronic monitoring method should review applicable state statutes and notify employees in writing. Whatever method is in use, the timesheet calculator downstream is the same: punch times go in, decimal hours and pay come out.

Freelancer billing and project time tracking

Independent consultants face a calculation problem that salaried employees do not: only a fraction of their working hours are actually billed to clients. The gap between billable and non-billable hours — which includes proposal writing, internal administration, professional development, and un-billed revision rounds — directly reduces effective hourly income. A consultant charging $150/hour who achieves only 70% billable utilization earns an effective rate of $105/hour. Tracking total hours alongside billable hours on a weekly timesheet makes the utilization ratio visible and creates pressure to recover or eliminate the unbillable overhead.

The rounding convention for invoicing differs from payroll rounding. Most independent contractors round up to the nearest 15 minutes on each task — a 7-minute email exchange becomes 0.25 hours on the invoice. Some clients specify rounding to the nearest 6-minute increment (0.1 hour), which is common in legal billing. Neither convention is mandated by law; the key is to state it explicitly in the contract and apply it consistently. Whatever increment is used, the underlying decimal produced by this calculator is the starting point before any invoice rounding is applied.

The time budget is the project-management counterpart to the invoice. Before a project begins, experienced freelancers estimate the number of hours each deliverable requires and compare running actuals against those estimates week by week. If a 20-hour content strategy engagement has consumed 18 hours by the halfway mark, the budget signal prompts a scope conversation before the overrun turns into an unpaid loss. Running a weekly timesheet with task notes — even a simple one — creates the actuals record that makes this comparison possible and helps identify which project types are systematically underquoted.