Work & Payroll
Payroll Time Card Calculator
Enter start and finish times across the work week, subtract unpaid breaks, split regular and overtime hours, and estimate gross pay for planning.
Calculator
Working calculator
37.50 weekly paid hours37.50 regular · 0.00 OT @ 1.5× · 0.00 OT @ 2× · 0.00 premium/special-rate h · $1500.00 estimated gross pay
Advanced pay settingsRates, thresholds, overtime bands and jurisdiction notes
UK statutory holiday accrual4.53 hours accrued from 37.50 paid hours at 12.07%.For zero-hours/casual-style UK work, this is usually more relevant than a statutory wage multiplier. Contract premiums can still exist, but they are employer/contract-specific.
Jurisdiction planning noteUSA (FLSA): weekly overtime after 40 hours at minimum 1.5×; no federal premium for weekends, nights or holidays. Canada: province-specific; statutory holiday work often uses a 1.5× hourly premium, while weekly overtime thresholds can vary from 40 to 44 hours. UK: no statutory premium for bank holidays, nights or weekends; zero-hours/casual-style workers accrue statutory paid holiday at about 12.07% of hours worked. Australia: Modern Awards/EBAs can set casual loading and penalty rates, including Retail Award examples of 150%, 175% and 250%. This is a check model, not legal payroll advice. Individual arrangements may be unique: always check the actual employment contract, employer policy, Award/EBA, union agreement, state/province law and written workplace arrangement.
Live result37.50 paid hours37.50 regular · 0.00 OT @ 1.5× · 0.00 OT @ 2× · 0.00 premium/special-rate h · $1500.00 estimated gross pay
Formula used
Paid shift hours = max(0, shift length hours − unpaid break minutes ÷ 60). Weekly paid hours = sum of paid shift hours. Overtime hours = max(0, weekly paid hours − regular-hours threshold). Regular hours = weekly paid hours − overtime hours. Estimated gross pay = regular hours × hourly rate + overtime hours × hourly rate × overtime multiplier.
This is the method behind the answer, so the result can be checked rather than simply trusted.What-if check
Weekly paid hours check
All seven days are included, so Saturday, Sunday and selected special-rate rows show in the proof instead of disappearing from the weekly picture.
| Threshold | Regular | Overtime |
|---|---|---|
| 35 h | 35.00 h | 2.50 h |
| 37.5 h | 37.50 h | 0.00 h |
| 40 h | 37.50 h | 0.00 h |
| 44 h | 37.50 h | 0.00 h |
| Day | Elapsed | Paid after break | Special rate? |
|---|---|---|---|
| Monday | 8.00 h | 7.50 h | No |
| Tuesday | 8.00 h | 7.50 h | No |
| Wednesday | 8.00 h | 7.50 h | No |
| Thursday | 8.00 h | 7.50 h | No |
| Friday | 8.00 h | 7.50 h | No |
| Saturday | 0.00 h | 0.00 h | No |
| Sunday | 0.00 h | 0.00 h | No |
Visual proof
Weekly paid hours split
The bar shows the ordinary paid-hours split. Premium/special-rate hours are called out separately because they are part of paid time, not extra hours added on top.
Visual grid
This result is a slice of the working week
Hours and minutes are micro-time. Mapping them onto a week shows how a simple total becomes part of payroll, breaks, overtime thresholds and workday rules.
Micro-timehours, minutes, shiftsHuman scaledays, weeks, projectsMacro-timemonths, years, calendars
Mapped result37.50 paid hours
Mon7.5hTue7.5hWed7.5hThu7.5hFri7.5hSatrestSunrest
A sterile total becomes clearer when it is placed on the weekly grid: workdays, rest days, breaks and thresholds all become visible.
CalculationTime
Payroll Time Card Report
Pay period / worker
| Pay period | May 11, 2026 to May 17, 2026 | Worker | Not entered |
|---|---|---|---|
| Job/client | Not entered | Prepared by | Not entered |
Payroll settings
| Base rate | $40.00/hour | Estimated gross pay | $1500.00 |
|---|---|---|---|
| Weekly paid hours | 37.50 | Regular / OT1 / OT2 | 37.50 / 0.00 / 0.00 |
| Pay-rule mode | Custom / general planning mode | ||
| Planning multipliers | First overtime 1.5× · second overtime 2× · public holiday preset 2.5×. Check the applicable law, state/province rule, Award, EBA, contract, union agreement and employment type. | ||
Time card
| Day/date | Start | Finish | Break | Paid hours | Pay rule applied | Rate breakdown |
|---|---|---|---|---|---|---|
| Monday May 11, 2026 | 09:00 | 17:00 | 30 min | 7.50 | Normal base rate 100% | 7.50h @ $40.00 · $300.00 gross |
| Tuesday May 12, 2026 | 09:00 | 17:00 | 30 min | 7.50 | Normal base rate 100% | 7.50h @ $40.00 · $300.00 gross |
| Wednesday May 13, 2026 | 09:00 | 17:00 | 30 min | 7.50 | Normal base rate 100% | 7.50h @ $40.00 · $300.00 gross |
| Thursday May 14, 2026 | 09:00 | 17:00 | 30 min | 7.50 | Normal base rate 100% | 7.50h @ $40.00 · $300.00 gross |
| Friday May 15, 2026 | 09:00 | 17:00 | 30 min | 7.50 | Normal base rate 100% | 7.50h @ $40.00 · $300.00 gross |
| Saturday May 16, 2026 | 00:00 | 00:00 | 0 min | 0.00 | Normal base rate 100% | 0.00h @ $40.00 · $0.00 gross |
| Sunday May 17, 2026 | 00:00 | 00:00 | 0 min | 0.00 | Normal base rate 100% | 0.00h @ $40.00 · $0.00 gross |
| Weekly total | 37.50 | Custom / general planning mode | $1500.00 estimated gross pay | |||
Method
Paid shift hours = max(0, shift length hours − unpaid break minutes ÷ 60). Weekly paid hours = sum of paid shift hours. Overtime hours = max(0, weekly paid hours − regular-hours threshold). Regular hours = weekly paid hours − overtime hours. Estimated gross pay = regular hours × hourly rate + overtime hours × hourly rate × overtime multiplier.
- Convert all seven start and finish rows into elapsed shift hours, including Saturday and Sunday. The current week totals 40.00 elapsed hours before unpaid breaks.
- Subtract unpaid breaks: 2.50 break hours are deducted, leaving 37.50 paid hours.
- Apply the selected rule mode: daily band plus selected premium/special-rate rows. The visible split is 37.50 regular hours, 0.00 first-overtime hours, 0.00 second-overtime hours and 0.00 premium/special-rate hours.
- Premium/special-rate rows are included in total paid hours; they are not extra hours added on top. They change the rate applied to those hours so Saturday, Sunday or special-day work does not disappear from the proof.
- Using the current base rate of $40.00/hour, the gross estimate applies the selected overtime and special-rate multipliers for a displayed estimate of $1500.00 before taxes, allowances, deductions or final payroll compliance checks.
Assumptions
- Weekly entries use start and finish times; the calculator converts each day into elapsed hours before deducting unpaid breaks.
- The same unpaid break deduction is applied to every shift that has entered hours.
- The pay-rule mode, base rate, overtime multipliers and public-holiday multiplier are user-entered planning values, not legal payroll determinations.
- This calculator does not decide legal payroll entitlement, daily overtime, penalty rates, allowances, taxes, superannuation, national insurance, leave loading or jurisdiction-specific rounding rules. Its examples apply daily rules before weekly threshold rules where a jurisdiction mode requires that order.
Notes
Use this space on the printed report for client, supplier, classroom, job-location, measurement, quote or approval notes.
Formula
Paid shift hours = max(0, shift length hours − unpaid break minutes ÷ 60). Weekly paid hours = sum of paid shift hours. Overtime hours = max(0, weekly paid hours − regular-hours threshold). Regular hours = weekly paid hours − overtime hours. Estimated gross pay = regular hours × hourly rate + overtime hours × hourly rate × overtime multiplier.
Worked example
Five 09:00–17:00 shifts with 30 unpaid break minutes each give 40.00 elapsed hours, 2.50 unpaid break hours and 37.50 paid hours. At $40.00/hour, the default gross-pay estimate is 37.50 × 40 = $1500.00 before taxes, allowances, deductions or jurisdiction-specific payroll rules.
Professional note
Master’s Tip: keep the original daily time-card entries beside the weekly total. Apply the governing payroll rule only after raw paid hours are visible, because daily overtime, weekly overtime, break rules and rounding can change the payable result.
Regional and unit assumptions
Standard or basis: this page uses transparent general arithmetic for a weekly time-card total. The default 8-hour daily regular band, 3-hour first overtime band and 1.5× / 2× / 2.5× multipliers are planning examples, not a legal standard or certification. Australia Retail Award casual penalty examples include 150% for evenings/Saturdays, 175% for Sundays and 250% for public holidays. US federal FLSA generally uses weekly overtime after 40 hours for non-exempt workers and does not require automatic weekend/night/public-holiday premium pay. Canada is province-specific and statutory holiday work can involve premium pay plus separate holiday pay. UK law generally does not mandate premium hourly rates for weekends, nights or bank holidays; for zero-hours/casual-style work, statutory holiday accrual at about 12.07% of hours worked is often the more relevant planning metric. Contract premiums can exist but are employer-specific. Users must check the relevant law, Award, EBA, contract, union agreement, state/province rule and employment type.
Assumptions and limitations
- Weekly entries use start and finish times; the calculator converts each day into elapsed hours before deducting unpaid breaks.
- The same unpaid break deduction is applied to every shift that has entered hours.
- The pay-rule mode, base rate, overtime multipliers and public-holiday multiplier are user-entered planning values, not legal payroll determinations.
- This calculator does not decide legal payroll entitlement, daily overtime, penalty rates, allowances, taxes, superannuation, national insurance, leave loading or jurisdiction-specific rounding rules. Its examples apply daily rules before weekly threshold rules where a jurisdiction mode requires that order.
Methodology & Accuracy
How this calculator is checked
CalculationTime pages are built around visible arithmetic: the formula, assumptions, worked example and practical limitations are shown so the result can be checked rather than simply trusted.
Formula used
Paid shift hours = max(0, shift length hours − unpaid break minutes ÷ 60). Weekly paid hours = sum of paid shift hours. Overtime hours = max(0, weekly paid hours − regular-hours threshold). Regular hours = weekly paid hours − overtime hours. Estimated gross pay = regular hours × hourly rate + overtime hours × hourly rate × overtime multiplier.
Standard or basis
Standard or basis: this page uses transparent general arithmetic for a weekly time-card total. The default 8-hour daily regular band, 3-hour first overtime band and 1.5× / 2× / 2.5× multipliers are planning examples, not a legal standard or certification. Australia Retail Award casual penalty examples include 150% for evenings/Saturdays, 175% for Sundays and 250% for public holidays. US federal FLSA generally uses weekly overtime after 40 hours for non-exempt workers and does not require automatic weekend/night/public-holiday premium pay. Canada is province-specific and statutory holiday work can involve premium pay plus separate holiday pay. UK law generally does not mandate premium hourly rates for weekends, nights or bank holidays; for zero-hours/casual-style work, statutory holiday accrual at about 12.07% of hours worked is often the more relevant planning metric. Contract premiums can exist but are employer-specific. Users must check the relevant law, Award, EBA, contract, union agreement, state/province rule and employment type.
Where a calculator follows a named legal, trade or industry standard, that standard is cited visibly. Otherwise the page uses transparent general arithmetic and states its limits.Master's Tip
Master’s Tip: keep the original daily time-card entries beside the weekly total. Apply the governing payroll rule only after raw paid hours are visible, because daily overtime, weekly overtime, break rules and rounding can change the payable result.
Related calculators
Questions
How do I total a weekly time card?
Convert each shift into paid hours by subtracting unpaid breaks, add the paid shifts together, then compare the weekly total with the regular-hours threshold you need to check.
Does this calculate legal overtime?
No. It separates regular and overtime hours using the threshold you enter. Legal entitlement can depend on daily rules, weekly rules, contracts, awards, jurisdiction and payroll policy.
Are breaks deducted before overtime?
Yes. This calculator subtracts unpaid breaks from each entered shift before weekly regular and overtime hours are split.
Can I use this for gross pay?
Yes, as a simple planning estimate. Enter a base hourly rate and overtime multiplier, then confirm taxes, allowances, penalty rates and official payroll rules separately.
What if one day has no shift?
Leave that shift length at 0. Break minutes are only deducted from shifts with entered hours.
Calculation note
Time cards turn daily attendance records into payroll arithmetic. The useful first step is not a legal decision; it is a transparent weekly total that preserves shift hours, break deductions, regular hours, overtime hours and a simple gross-pay estimate.
Weekly totals should preserve daily evidence
A single weekly number is convenient, but payroll checks are easier to audit when the daily shift entries and break deductions remain visible. This calculator keeps the shift inputs in the printable report so the total can be traced.
Regular and overtime hours are rule-dependent
The arithmetic can split hours above a threshold, but the threshold itself comes from a workplace rule, contract, award or law. Daily overtime and weekly overtime can produce different answers from the same raw shifts.
Gross pay is not take-home pay
Simple gross pay multiplies hours by rates before deductions. Taxes, social insurance, superannuation, benefits, allowances, penalty rates and payslip rules can all change the final amount.