Breaks affect the hours
Unpaid breaks do not count toward overtime or receive pay. Paid breaks recorded as work count; other paid rest can count or remain base-paid without advancing thresholds, depending on policy.
Understand break calculations →EMPLOYEE OVERTIME TRACKING
The hours add up.
Know how they count.
Give managers a clearer view of regular and premium hours. Set the policies your company uses, apply them to eligible employees and review the full workweek behind the result.
Get started →See plans & pricingTHE WEEK BEHIND THE TOTALIllustrative example
Regular hoursPremium hours
Mon9h
Tue9h
Wed9h
Thu9h
Fri8h
REGULAR40 hours
FIRST TIER4 hours at 1.5×
The first 36 hours fall on Monday through Thursday. Friday's first four hours reach 40; the remaining four enter the configured premium tier.
See the pay estimate at a $20 hourly base rate
Regular pay: 40 × $20 = $800. Premium-hour pay: 4 × $20 × 1.5 = $120. Total hourly estimate: $920, including $40 in additional premium above base pay for all 44 hours. This example excludes taxes, deductions and other adjustments; it is not a saved payroll run or a payment.
CONTROLLED BY YOUR MANAGEMENT TEAM
Your company.
Your configured rules.
Overtime tracking is optional. Authorized managers enable it, define policies and explicitly choose employee eligibility. A job title or pay type alone does not configure eligibility for you.
Talk through your setup →| Control | What it does |
|---|---|
| A fixed workweek | Choose the weekday and start time used to calculate the week, independently of pay periods. The boundary is fixed after the first save. |
| Policy assignments | Set company defaults and employee overrides for eligibility and the applicable named policy. |
| Daily and weekly thresholds | Configure first and second tiers. Set a threshold to zero when it should not apply. |
| Consecutive workdays | Configure premium treatment for consecutive days within a workweek, with an optional second tier. |
| Premium multipliers | Set the two tier multipliers. Hours receive the highest applicable premium; overlapping premiums do not stack. |
| Weekly qualification | Choose whether hours already receiving daily or consecutive-day premiums help reach weekly thresholds. |
READ THE RESULT WITH CONTEXT
The details behind
the premium.
Paid credits have their own treatment
Leave and holiday credits can be configured to advance weekly qualification. The credits themselves stay base-paid and do not qualify as daily or consecutive-day work. Actual work on a holiday follows the configured work rules.
Estimates and saved payroll are different
Overtime hourly estimates use current employee base rates. They do not reconstruct historical rates or calculate salary payroll, taxes or deductions. Review the relevant source data and rates when preparing a saved payroll run.
Explore payroll integrations →Before you enable it.
When do policy changes take effect?
Policies and employee assignments use effective-dated versions at full workweek boundaries. Changes affecting locked dates require authorized reopening. Earlier policy history is retained.
Can a correction affect hours later in the week?
Yes. Changing earlier time or breaks can change when later hours cross a threshold. Protections account for the affected workday and the remainder of the workweek, including when it crosses a pay-period boundary.
What happens to submitted time after a change?
Relevant time, policy or credit changes can mark affected submissions as changed and tracked exports as needing review. Existing payment records can receive a change flag. These changes do not issue a payment.
Can managers receive approaching-overtime reminders?
Yes, when the overtime policy alerts and the corresponding company reminder option are enabled. Delivery follows configured recipients, quiet hours and individual notification preferences.
What happens if tracking is turned off?
Turning overtime off for a later workweek preserves earlier rules and credits. Existing credit corrections remain subject to locks; new credits require tracking to be enabled for the current week.
Does the software decide which rules our business needs?
No. Management chooses employee eligibility, thresholds and policies. The example on this page demonstrates the calculation; it does not determine which overtime requirements apply to your business.
Put reviewed hours to work.
Pair overtime tracking with a clear timesheet review process.
Explore timesheet approvals →