Time Duration Calculator (Hours Between Two Times)
Enter a start time and end time to see exactly how long the shift lasted, in hours and minutes and as decimal hours for payroll. Subtract an unpaid lunch or break, and overnight shifts that cross midnight are handled automatically.
How this calculation works
Both times are read as clock times (HH:MM, 24-hour). The calculator converts each to minutes since midnight, then subtracts start from end to get the raw span worked.
If the end time is earlier than the start time (for example 22:00 to 06:00), the calculator assumes the shift crosses midnight and adds 24 hours to the end time before subtracting — no need to enter a separate date.
Your unpaid break in minutes is subtracted from that raw span to get net time worked. The result is shown as hours and minutes (e.g. 7h 30m) and as decimal hours (7.5) for payroll systems that need a single number.
Worked example
Converting minutes to decimal hours
Payroll software needs a single decimal number, not "hours and minutes". To convert manually, divide the minutes by 60. Some common conversions:
| Minutes | Decimal hours |
|---|---|
| 15 min | 0.25 h |
| 30 min | 0.50 h |
| 45 min | 0.75 h |
| 7h 15m (435 min) | 7.25 h |
| 7h 30m (450 min) | 7.50 h |
| 7h 45m (465 min) | 7.75 h |
Handling overnight and split shifts
Shift workers, security staff, and hospitality employees often clock in before midnight and out after it. Enter the times exactly as they appear on the clock — the calculator detects that the end time is numerically earlier than the start time and automatically rolls it into the next day, so a 23:00–07:00 shift correctly returns 8 hours rather than a negative number.
For a split shift (worked in two separate blocks with an unpaid gap between them, rather than a single continuous break), calculate each block separately with this tool and add the two decimal-hour results together.
Why unpaid breaks matter for compliance
- In many jurisdictions, a genuinely unpaid meal break (where the employee is fully relieved of duty) is excluded from hours worked and does not count toward minimum wage or overtime thresholds.
- A short paid rest break (typically under 20 minutes) is usually still counted as time worked and should not be subtracted here.
- Rules vary by country, state, and industry — check local labor law or your employment contract before deciding which breaks are unpaid.
- Keeping a written record of clock-in, clock-out, and break times protects both employer and employee if hours are ever disputed.