Calculate hours worked each day, subtract breaks, and get your weekly total — instantly.
Lunch/Break Duration (minutes)
Day
Start Time
End Time
Hours
Monday
—
Tuesday
—
Wednesday
—
Thursday
—
Friday
—
Saturday
—
Sunday
—
Total Weekly Hours
0.00
Hours worked this week
Weekday Hours
—
Mon–Fri
Weekend Hours
—
Sat–Sun
Overtime Hours
—
over 40 hrs
Days Worked
—
this week
Avg Hours/Day
—
on worked days
Break Time
—
total deducted
HOURLY PAY ESTIMATE
Hourly Rate:
$
—
Tracking Work Hours for Payroll
Accurate time tracking protects both employees and employers. The FLSA requires employers to track all hours worked for non-exempt (hourly) employees. Overtime kicks in at 40 hours per workweek at 1.5× the regular rate.
Common work schedules
Standard (9–5): 8 hrs/day × 5 days = 40 hrs/week (minus 30-min lunch = 37.5 billable)
4×10: 10 hrs/day × 4 days = 40 hrs/week — no overtime if structured correctly
Part-time: Under 30 hrs/week — varies by employer ACA threshold
Compressed 9/80: 80 hours in 9 days (every other Friday off)
Do lunch breaks count as work time?
A bona fide meal break (usually 30+ min) where the employee is completely relieved of duties does NOT count as work time and is unpaid. Breaks under 20 minutes generally DO count as paid work time under FLSA.
Work Hours FAQ
Under federal FLSA, overtime (1.5× pay) is required for non-exempt employees working over 40 hours in a workweek. Some states (California, Alaska, Nevada) have daily overtime rules: 1.5× after 8 hours in a day, double time after 12 hours. Always check your state law.
Not automatically. To be FLSA-exempt, an employee must (1) be paid a salary of at least $684/week ($35,568/year as of 2024), AND (2) primarily perform executive, administrative, or professional duties. Being called "salaried" or "manager" doesn't automatically make you exempt.