Overtime threshold varies by province.
Your gross hourly pay rate.
| Day | Hours | Break (min) | Net Hrs |
|---|---|---|---|
| Mon | 7.5 | ||
| Tue | 7.5 | ||
| Wed | 7.5 | ||
| Thu | 7.5 | ||
| Fri | 7.5 | ||
| Sat | 0.0 | ||
| Sun | 0.0 |
Canada: overtime threshold varies by province. Current province threshold shown.
Gross Weekly Pay
$750.00
In Ontario, overtime applies after 44 hours/week at 1.5× the regular rate.
Everything you need to know about using the time card calculator
How does the time card calculator work?
Enter your hourly rate, select your province, and fill in your daily working hours along with any break time for each day of the week. The calculator subtracts break time from hours worked to give you net billable hours per day, then totals everything to show your gross weekly pay and an estimated monthly figure (weekly pay × 52 ÷ 12). Hours beyond the province-specific weekly threshold are calculated as overtime at 1.5× the regular rate.
How does overtime work in Canada?
In Canada, overtime rules vary by province and territory. Most provinces require employers to pay at least 1.5 times the regular rate for hours worked beyond the weekly threshold. For example, Ontario and Alberta set the threshold at 44 hours per week, while British Columbia and Quebec use 40 hours. Federally regulated employees follow the Canada Labour Code which sets the standard at 40 hours. This calculator automatically adjusts the overtime threshold based on your selected province.
How are breaks handled?
Break time in minutes is subtracted from your hours worked to give net billable hours for each day. For example, if you work 8 hours and take a 30-minute break, your net hours are 7.5. Most Canadian provinces require employers to provide a 30-minute unpaid eating break after every 5 consecutive hours of work. Some provinces, like Ontario, do not require employers to pay for break time unless the employee must remain available during the break.
How is monthly pay calculated?
Monthly pay is estimated by multiplying your gross weekly pay by 52 (weeks per year) and dividing by 12 (months per year). This gives an average monthly figure that accounts for the fact that most months contain slightly more than 4 weeks. It is an estimate — your actual monthly pay may vary depending on the number of working days in each calendar month.
Note: This calculator provides estimates based on provincial employment standards for 2025/26. Overtime rules may differ for specific industries or under collective agreements. Refer to your provincial employment standards legislation or the Canada Labour Code for official guidance.
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How time tracking works for Canadian employees and employers
Are employers required to track employee hours?
Yes. Under federal and most provincial employment standards, employers must keep accurate records of hours worked by each employee. In Ontario, employers must record the start and end time for each shift, total hours worked each day and week, and overtime hours. Records must be kept for at least three years (five years in some provinces).
How do breaks factor into time tracking?
Most provinces require a 30-minute unpaid meal break after every five hours of work. This break is generally not counted as work time unless the employee is required to remain available. Some provinces also require paid rest breaks of 10 to 15 minutes during the shift. Check your province's rules — they vary across Canada.
How are hours converted to pay?
Total hours worked multiplied by the hourly rate gives gross pay for the period. On a bi-weekly timecard showing 80 hours at $28 per hour, gross pay is $2,240. Overtime hours (above the provincial threshold) are calculated at 1.5 times the rate. The employer then deducts income tax, CPP, and EI from the gross amount to arrive at net pay.
What about split shifts and on-call time?
A split shift is when work is divided into two or more parts in a day. Some provinces require minimum pay guarantees for split shifts. On-call time may or may not count as work time — if you are required to stay at the workplace, it generally counts. If you can go about your personal activities and just need to be reachable, it usually does not count.
How do statutory holidays affect time cards?
If you do not work the statutory holiday, you receive public holiday pay (usually an average day's wages). If you work the holiday, you typically receive your regular pay plus premium pay at 1.5 times your rate. Some provinces offer the option of a paid day off in lieu instead. Time cards should clearly mark statutory holidays.
What if there is a dispute about hours worked?
If you disagree with the hours recorded on your time card, first raise the issue with your employer in writing. Keep your own records of hours worked, including screenshots of schedules, texts, and emails. If the dispute is not resolved, you can file a complaint with your provincial employment standards office or the federal labour program if you work in a federally regulated industry.
Can employers round time entries?
Some employers round time entries to the nearest 5 or 15 minutes. This is generally acceptable as long as the rounding is neutral over time — that is, it does not consistently favour the employer. If rounding always shortens your hours, it may violate employment standards. Many employers now use digital time-tracking systems that record exact minutes to avoid rounding disputes.
CRA-Aligned: Based on 2025 CRA rates and thresholds. For personal advice, speak to a qualified accountant or tax professional.
Disclaimer: This calculator provides estimates based on current CRA rates and thresholds for the 2025 tax year. It does not constitute professional tax, financial, or legal advice. Your actual liability may differ depending on your individual circumstances. Always consult a qualified accountant before making financial decisions. Read our terms