{"id":6178,"date":"2025-06-19T13:20:00","date_gmt":"2025-06-19T10:20:00","guid":{"rendered":"https:\/\/everhour.com\/blog\/?p=6178"},"modified":"2026-04-08T10:54:23","modified_gmt":"2026-04-08T07:54:23","slug":"employee-time-tracking-is-required-by-law","status":"publish","type":"post","link":"https:\/\/everhour.com\/blog\/employee-time-tracking-is-required-by-law\/","title":{"rendered":"Efficient Employee Time Tracking for Legal Compliance"},"content":{"rendered":"\n

Employee time tracking (including time tracking for lawyers<\/a>) is vital for every employer. There must be a medium (such as attendance tracker<\/a>, timesheets<\/a> or time tracker<\/a>) to track the number of hours worked by each hourly employee so that each of them is paid accurately for the hours they have logged in.   <\/p>\n\n\n\n\n\n

Is Employee Time Tracking Required by Any Law?<\/h2>\n\n\n\n

Yes, employee time tracking<\/a> is a part of record-keeping requirements under FLSA (Fair Labor Standards Act) and many states\u2019 laws. <\/p>\n\n\n\n

As per FLSA – a federal law, employers must have accurate records of each hourly employee with detail of their number of hours worked per day and per workweek, date and time when the workweek began, hourly pay rate, regular earnings, overtime hours worked, and overtime earnings. It is also required for the employers to keep three years record of each employee\u2019s working hours as per the same law.  <\/p>\n\n\n\n

Why Is Employee Time Tracking Necessary for an Employer?<\/h2>\n\n\n\n

Under federal law, hourly employees who work beyond 40 hours per workweek must receive overtime pay for the extended working hours. Many state laws calculate the overtime pay as one and half times their regular hourly pay rate. <\/p>\n\n\n\n

Whenever employees claim for their overtime pay, employers can easily scan through their records and analyze whether or not that employee has worked overtime. If employers lack a complete and accurate record, then they cannot prove if the employee has actually been overworked for the hours claimed. In this scenario, employers can be liable for the overtime pay and additional penalties by the court.  <\/p>\n\n\n\n

Hence, record-keeping of employee time tracking protects the employer<\/a> against any overtime pay claims.  <\/p>\n\n\n\n