Restaurants
Split shifts, tip-out by role, predictability pay under fair-workweek laws where you’re covered, and hour limits for the 15-year-old on the host stand. Priced on the shift before you publish.
The schedule is the pay record. Every shift paid right, before payroll runs.
Ana · Line cook · Sat 4–10 pm +4h OT · $90.00 Before publish- 64%
- fewer pay corrections*
- 6.5 hours
- saved per pay period*
Early-access results, 140 companies.*
Included in every Payroll + HR plan · No separate seat fee · No export, no re-key
Already on Shiftmere? Turn on Scheduling
Shiftmere puts scheduling and payroll in one system, so every shift is paid right before payroll runs. Overtime, differentials and premiums are priced as the shift is built, not found after the checks go out.
Mon16Tue17Wed18Thu19Fri20Sat21Sun22
Ana44.0h
10a6p10a6p10a4p10a6p10a6p4p10p
Marcus L.38.0h
7a3p7a3p7a3p7a1p7a3p
Jordan P.32.0h
11a7p11a7p10a6p10a6p
Lena O.40.0h
9a5p9a5p9a5p9a5p9a5p
+4h OT · $90.00
Ana · Line cook · Sat 4–10 pm
Covering Saturday’s close puts Ana at 44 hours. That’s 4 hours of overtime, $90.00. Publish anyway?
Move shiftPublish anyway
| Worker | Hours | Overtime | Est. gross |
|---|---|---|---|
| Ana $15.00 | 44.0 | $90.00 | $690.00 |
| Marcus L. $19.50 | 38.0 | – | $741.00 |
| Jordan P. $17.75 | 32.0 | – | $568.00 |
| Lena O. $22.00 | 40.0 | – | $880.00 |
| Week | 154.0 | $90.00 | $2,879.00 |
“We used to find the overtime on Thursday, after the checks were cut. Now my GMs see it on Sunday night, while they can still move a shift. Our corrections went from a stack to a handful.”
How it works
Payday shouldn’t be where the schedule gets checked.
Scheduling apps know the shift but not the pay. Payroll systems know the pay but meet the shift two weeks late. If you run an hourly workforce, you live in the gap between them, and that gap is where overtime, differentials and premiums go wrong. Shiftmere closes it: the schedule and the payroll are the same record, so the rules are applied when the shift is built, not discovered when the check is wrong.
In the schedule
Ana
Line cook · Sat, Nov 21
4–10 pm · 6.0h
Week total 44.0h
In the payroll run
Ana
Job 210 · Line cook
2.0h × $15.00 = $30.00
OT 4.0h × $22.50 = $90.00
Same record. No export, no import, no re-key.
One shift, from Sunday night to payday.
- Build. Schedule by location, role and job code, on the employees and pay rates already in Shiftmere. No second employee list.
- Check. Every shift shows what it costs as you place it: overtime, differentials, premiums, and predictability pay where your locations are covered. Roles that need a license only accept staff who hold one.
- Publish. Publish the week. Shiftmere starts the notice clock and keeps every later change, and what it owed, on the record.
- Pay. Worked hours, rates, premiums and job codes go straight into the payroll run. Your payroll owner reviews the same numbers the manager saw on Sunday.
What changes
Three things your payroll run stops waiting for.
-
6.5 hours
saved per pay period* · reconciling went from 9.0 hours to 2.5 hours per biweekly pay period
One record.
The shift is the pay record. A manager builds a shift. The hours, the rate, the differential and the job code flow into payroll without an export, an import or a re-key. Your payroll owner checks one system instead of making two agree.
-
64%
fewer pay corrections* · corrections and off-cycle checks fell from 4.2 to 1.5 per 100 paychecks
Rules at the moment of scheduling.
Overtime, premiums and differentials are calculated as the shift is placed, not after it is worked. Before they publish, the manager sees “this shift puts Ana into 4 hours of overtime” or, where a fair-workweek law covers the location, “moving this shift owes one hour of predictability pay”, with the cost in dollars. Night differentials count toward the overtime rate, the way the FLSA requires, so the number on the schedule is the number on the check.
-
140 companies
scheduled 18,600 people on Shiftmere Scheduling before launch*
Ready for the audit.
Every schedule change, premium owed and wage paid is on one timeline. Fair-workweek notice records, certified payroll in the WH-347 format, differential history by worker. One export, not three systems stitched together.
Built for the way your people work
The rules change by industry. The record doesn’t.
Healthcare clinics
Night and weekend differentials counted in the overtime rate, on-call and call-back time, and RN shifts that only an RN can fill.
“Night and weekend differentials were the thing we got wrong most, and it was always the same nurses. Now the differential is on the shift before anyone works it.”
Construction
Crews scheduled to prevailing-wage classifications, hours costed to the job, and certified payroll in the WH-347 format from the same record.
“On a prevailing-wage job, the classification and the fringe have to be right on every line of the certified payroll. Having the crew schedule and the WH-347 come from the same record means I’m checking it, not rebuilding it.”
Five months, 140 companies, before anyone else.
18,600
people scheduled on Shiftmere Scheduling by 140 companies before launch
78%
of early-access companies moved their full schedule onto Shiftmere within 30 days
2,400
companies run payroll on Shiftmere, with more than 310,000 people paid in the last 12 months
Book a demo
Included in every Shiftmere plan.
Shiftmere Scheduling comes with every Shiftmere Payroll + HR plan. No separate seat fee for managers or scheduled staff. Built for US employers with 50 to 500 people, from one location to many.
- Overtime, differentials and premiums priced on the shift
- Hours, rates and premiums straight into the payroll run
- Generally available Tuesday, November 10, 2026
Questions payroll asks first
Before you switch it on.
Do we have to replace our scheduling app on day one?
No. Most early-access companies started with one location, checked a full pay period, then moved the rest. 78% had every location scheduled in Shiftmere within 30 days.
Does Shiftmere decide which scheduling laws cover us?
No. You set the coverage for each location, and Shiftmere applies those rules: notice windows, predictability pay, daily overtime where it applies. Coverage under fair-workweek laws depends on your industry, your size and your city, and that call stays with you and your advisors.
Do differentials really change the overtime rate?
Yes. Under the FLSA, a non-discretionary shift differential is part of the regular rate, so a night shift in an overtime week raises what the overtime hours are worth. Shiftmere calculates it that way on the schedule and in payroll.
What does it cost?
Nothing extra. Scheduling is included in every Shiftmere Payroll + HR plan, with no seat fee for managers or scheduled staff.
We already run payroll on Shiftmere. What changes?
Your employees, rates and locations are already there. Turn on Scheduling, build one week, and that week’s hours land in your next payroll run. Live in every account Tuesday, November 10, 2026.