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 |
UK has no statutory overtime rate. Hours over 37.5/week are flagged but paid at your contract rate.
Reg. 07380272 · England & Wales · Est. 2010
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Gross Weekly Pay
£562.50
No statutory UK OT rate — overtime is flagged for awareness only.
Everything you need to know about using the time card calculator
How does the time card calculator work?
Enter your hourly rate and 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 37.5 per week are flagged as overtime.
Is there a statutory overtime rate in the UK?
No. Unlike some other countries, the UK has no legal requirement for employers to pay a premium rate for overtime hours. Whether you receive time-and-a-half, double time, or plain time for overtime depends entirely on your employment contract or any collective agreement that applies to your workplace. This calculator flags overtime hours for awareness but pays them at your standard hourly rate (1.0×).
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. Under the Working Time Regulations 1998, workers aged 18+ are entitled to a 20-minute rest break if working more than 6 hours per day, though many employers provide longer breaks.
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.
HMRC-Aligned: Based on HMRC rates for 2025/26. This calculator provides estimates only — refer to GOV.UK for official guidance on overtime and working time.
How time tracking works, what your rights are, and how hours affect your pay
What are the legal limits on working hours?
Under the Working Time Regulations, you cannot be forced to work more than 48 hours per week on average, calculated over a 17-week period. You can choose to opt out of this limit in writing, but your employer cannot pressure you to do so. Night workers have stricter limits — no more than 8 hours in any 24-hour period on average.
How many breaks are you entitled to?
If you work more than 6 hours in a day, you are entitled to a 20-minute uninterrupted rest break. You are also entitled to 11 consecutive hours of rest between working days and one full day off per week (or two days off per fortnight). Under-18s get a 30-minute break after 4.5 hours. Your employer does not have to pay you for rest breaks unless your contract says otherwise.
How does overtime pay work in the UK?
There is no legal right to overtime pay in the UK — it depends entirely on your contract. Some employers pay time-and-a-half (1.5x) for weekday overtime and double time (2x) for weekends or bank holidays. Others pay overtime at your normal rate. If you earn £15 per hour, time-and-a-half would be £22.50 per hour. Always check your contract or company handbook for your overtime rate.
What is the National Minimum Wage for 2025/26?
From April 2025, the National Living Wage (for workers aged 21 and over) is £12.21 per hour. For 18–20 year olds, it is £10.00 per hour. Under-18s get £7.55 per hour, and apprentices get £7.55 per hour in their first year. On a 37.5-hour week at £12.21, your gross weekly pay would be £457.88, or about £23,810 per year.
Do you get paid for time spent travelling?
Your normal commute from home to your workplace is not counted as working time and is not paid. However, if your employer asks you to travel to a location that is not your normal workplace — such as a client site or a training venue — that travel time should count as working time. Whether it is paid depends on your contract, but it must not bring your hourly rate below the minimum wage.
What records must your employer keep?
Employers must keep records of hours worked by each employee for at least two years. These records must be accurate enough to show compliance with the Working Time Regulations and National Minimum Wage. If there is a dispute about your hours or pay, these records are the main evidence. You should keep your own records too — note your start and finish times each day.
How do zero-hours contracts affect time tracking?
On a zero-hours contract, you have no guaranteed minimum hours. Your employer offers work as needed, and you can accept or decline. You are still entitled to the National Minimum Wage for every hour worked, rest breaks, and holiday pay (5.6 weeks pro-rata). Track your hours carefully, as your holiday pay and any benefits are calculated based on hours actually worked.
How does holiday pay relate to your hours?
Full-time workers get 5.6 weeks (28 days) of paid holiday per year, including bank holidays. Part-time and irregular-hours workers get holiday pro-rata based on hours worked. Since April 2024, employers can use a 12.07% accrual method for irregular workers — for every hour worked, you accrue 0.1207 hours of holiday. On £12.21 per hour, each hour worked earns you about £1.47 in holiday pay.
HMRC-Aligned: Based on 2025/26 HMRC rates and thresholds. For personal advice, speak to a qualified accountant or tax adviser.
Reviewed by M. Samiuddin Quadri, ACCA — Chartered Certified Accountant at Gladstone & Co. · Updated for the 2025/26 tax year.
Disclaimer: This calculator provides estimates based on current HMRC rates and thresholds for the 2025/26 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 or tax adviser before making financial decisions. Read our terms