Enter start and finish times across the work week, subtract unpaid breaks, split regular and overtime hours, and estimate gross pay for planning.
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.
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.
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.
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.
Methodology & Accuracy
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.
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: 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: 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.
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.
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.
Yes. This calculator subtracts unpaid breaks from each entered shift before weekly regular and overtime hours are split.
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.
Leave that shift length at 0. Break minutes are only deducted from shifts with entered hours.
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.
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.
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.
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.