Calculate total hours worked from clock-in and clock-out times. Add multiple shifts, lunch breaks, and overtime. See regular vs. overtime hours and weekly pay instantly. Free.
Time Tracking and Paycheck Accuracy
The Department of Labor estimates that wage theft (unpaid wages, off-the-clock work, misclassified overtime) affects millions of US workers annually. Keeping your own time records and verifying your paychecks against hours worked is a basic protection.
The Biweekly Paycheck Math
Most US employers pay biweekly (26 pay periods/year). A $25/hour worker working exactly 40 hours/week: $25 × 80 hours = $2,000 gross per biweekly paycheck. After taxes (roughly 25%–30% for federal + state + FICA): approximately $1,400–$1,500 net. Two months per year have 3 paychecks instead of 2 — useful for budgeting.
Exempt vs. Non-Exempt Classification
Misclassification as “exempt” (and therefore ineligible for overtime) is a common wage violation. To be legitimately exempt under FLSA: you must earn above $684/week ($35,568/year) AND meet a duties test (executive, administrative, professional, outside sales, or computer roles as defined by DOL). Job title alone doesn’t determine exemption — the actual work performed determines it. If you’re classified as exempt but don’t meet the duties test, you may be owed back overtime pay.
Frequently Asked Questions
Subtract start time from end time, then subtract unpaid breaks. Example: Clock in 8:45 AM, clock out 5:30 PM, 30-minute lunch. Convert to minutes: 8:45 = 525 minutes, 5:30 = 1050 minutes. Difference = 525 minutes. Subtract lunch: 525 − 30 = 495 minutes. Divide by 60 = 8.25 hours = 8 hours 15 minutes. For payroll purposes, many companies round to the nearest quarter-hour. The calculator above handles the math instantly for any number of shifts.
Under the federal Fair Labor Standards Act (FLSA), overtime applies to hours above 40 per week for non-exempt employees — paid at 1.5× the regular rate. Some states (California) require overtime after 8 hours in a single day. Double time (2×) in California applies after 12 hours/day or 7 consecutive days of work. Most salaried employees earning above $684/week ($35,568/year) are classified as exempt and aren't covered by FLSA overtime requirements. Check your state's specific rules — many states have more protective overtime laws than federal minimums.
Time-and-a-half = 1.5× your regular hourly rate. If you earn $18/hour, overtime rate = $18 × 1.5 = $27/hour. A week with 45 hours: 40 regular hours × $18 = $720, plus 5 overtime hours × $27 = $135. Total pay = $855 before taxes. For hourly workers with variable schedules, overtime pay can significantly increase weekly earnings during busy periods — running this calculation helps verify your paycheck accuracy.
Federal law (FLSA) doesn't require meal breaks for adults, but most states do. Common state requirements: 30-minute unpaid meal break for shifts over 5–6 hours; paid rest breaks of 10–15 minutes per 4 hours worked (some states). California requires a 30-minute meal break for shifts over 5 hours and a second break for shifts over 10 hours, with a 1-hour pay penalty per missed break. If your employer isn't providing required breaks, they may owe you additional pay. Check your state's Department of Labor website for specific requirements.
Standard calculation: annual salary ÷ 2,080 hours (52 weeks × 40 hours). A $60,000 salary = $60,000 ÷ 2,080 = $28.85/hour. For 50-week estimates (excluding 2 weeks vacation): $60,000 ÷ 2,000 = $30/hour. Quick rule: divide your annual salary by 2,000 for a round-number hourly estimate. This matters for evaluating job offers — a $60,000 salary job requiring 50 hours/week pays effectively $23/hour vs $28.85 at 40 hours. See our [Take-Home Pay Calculator](/calculators/take-home-pay-calculator/) for after-tax hourly rate.
