Most US workers are paid every two weeks — but overtime law works one week at a time. This card keeps both weeks on one screen and scores each week separately.
| Day | Clock in | Clock out | Break (min) |
|---|---|---|---|
| Day | Clock in | Clock out | Break (min) |
|---|---|---|---|
Being paid biweekly does not change how overtime is earned. The Fair Labor Standards Act measures overtime in a single workweek (a fixed 168-hour period your employer sets). Hours cannot be averaged across the two weeks of a pay period.
Example: 45 hours in week 1 and 35 in week 2 is 80 hours total — but it is not "80 regular hours." Week 1 contains 5 overtime hours at 1.5×, week 2 contains none. Averaging would quietly cost you 5 premium hours, and it is the single most common timesheet mistake US workers make. This calculator applies the rule correctly and shows each week's split before combining the pay.
The flagship weekly time card: clock in/out and breaks for 7 days, overtime split at 40 hours, gross pay, print and CSV — plus Save My Week on your device.
Free — try itFrom hours to every paycheque shape: weekly gross split into regular, overtime and double time, then converted to biweekly, monthly and annual equivalents.
Free — try itThe federal rule in one box: weekly hours and your rate in, regular hours, overtime hours at 1.5× and total gross pay out.
Free — try itA whole month of shifts on one sheet, totalled for the 1st–15th and 16th–end semi-monthly pay periods, with overtime still scored per workweek.
Free — try itNo. Under the FLSA, overtime is calculated per workweek. Averaging a 45-hour week with a 35-hour week to call it 80 regular hours is not permitted for most private-sector employees (some public-sector and hospital arrangements have special rules).
A workweek is a fixed, recurring period of 7 consecutive days (168 hours) chosen by your employer — for example Sunday 12:00 AM to Saturday 11:59 PM. It does not have to match the calendar week or the pay period.
40 regular + 10 overtime hours for the first week, and 30 regular hours for the second — 70 regular and 10 overtime hours in total, not 80 regular hours.
Yes. Set each day's break minutes, choose whether breaks are paid, and enter overnight shifts as-is (10:00 PM to 6:00 AM counts as 8 hours into the next day).
Each of the two weeks is scored completely on its own, exactly as the Fair Labor Standards Act measures overtime: inside one workweek, the first 40 hours are regular and any hours past 40 are overtime at 1.5×. Only after both weeks are scored separately are their regular hours, overtime hours and pay added together for the pay-period total. The hours are never averaged across the two weeks.
At $20/hour with unpaid 30-minute breaks: in Week 1 you work Monday to Friday, 9:00 AM to 6:30 PM — 9 hours a day, 45:00 total, split as 40:00 regular + 5:00 overtime, gross $950.00. In Week 2 you work Monday to Friday, 9:00 AM to 4:30 PM — 7 hours a day, 35:00 total, all regular, gross $700.00. The pay period shows 80:00 hours (75:00 regular + 5:00 overtime) and a gross of $1,650.00. Averaging the two weeks into “80 regular hours” would pay $1,600.00 — the separate scoring is worth $50.00 here.
No. Each workweek stands alone: a 35-hour week cannot donate its unused 5 hours to a 45-hour week. The 45-hour week keeps its 5 overtime hours at 1.5× no matter what the other week looks like — that is the rule this card enforces.
They count only when their “Worked” box is ticked; an unticked day contributes zero hours even if times are filled in. Tick the box for any weekend day you actually worked and it joins that week's total — and its overtime count — like any other day.
Yes. The Print button produces a clean copy of both weeks, and the CSV button downloads a file with one row per day — week, day, hours in h:mm, decimal hours and overtime hours — ready to open in Excel or Google Sheets or to attach to a payroll email.
The card lays each week out Monday to Sunday, and overtime is counted within that layout. Your employer sets an official workweek (any fixed 168-hour period), and if theirs starts on a different day, the overtime line can fall on different days — the weekly totals method stays the same, but the official record is your employer's.
With breaks set to unpaid, each day's break minutes come off before the weekly count. Set breaks to paid and those minutes stay in the day's paid time — which can push a week over 40 hours sooner and create overtime that the unpaid setting would not show.
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