Time Card Calculator with Breaks & Overtime
Turn a clock-in, clock-out and unpaid break into paid hours and pay — splitting daily regular and overtime hours at your chosen threshold and multiplier.
How it works
shift minutes = clock-out − clock-in (add 24 h if it goes past midnight) · paid hours = (shift minutes − unpaid break) ÷ 60 · regular = min(paid, overtime threshold) · overtime = paid − regular · pay = regular × rate + overtime × rate × multiplier
A day’s time card is the span between clock-in and clock-out, minus any unpaid break, converted to decimal hours. Anything up to your daily overtime threshold is paid at the regular rate; hours beyond it are paid at the overtime multiplier — usually 1.5× ("time-and-a-half"). If clock-out is earlier than clock-in the shift is assumed to cross midnight, so an overnight shift is handled correctly. This is a daily split; weekly overtime rules (such as over 40 hours a week) are calculated differently.
Worked example
Clocking in at 8:00 AM and out at 5:30 PM is a 9.5-hour span. Subtract a 30-minute unpaid break for 9.00 paid hours. With overtime after 8 hours, that is 8.00 regular hours plus 1.00 overtime hour. At $22/hour the regular pay is $176.00 and the overtime hour at 1.5× is $33.00 — $209.00 for the day.
Frequently asked questions
How are overnight shifts handled?
If your clock-out time is earlier than your clock-in time, the tool assumes the shift runs past midnight and adds 24 hours, so a 10:00 PM to 6:00 AM shift correctly counts as 8 hours rather than a negative span.
Is the break paid or unpaid?
It is treated as unpaid and subtracted from the shift before pay is worked out. If your breaks are paid, set the break to 0 so all clocked time is paid.
Does this apply daily or weekly overtime?
Daily. Overtime starts once your hours on that single day pass the threshold you set (commonly 8). Weekly overtime — pay above 40 hours in a week — follows a different rule and is calculated over the whole week, not one shift.
Related calculators
Estimate only — overtime rules vary by country, state and contract. Confirm your pay against local labor law and your employer’s policy.