Everhour captures employee time with timers or manual entries, while your calculation turns punches into payroll-ready hours.
Enter your daily hours and rate to instantly calculate total hours, regular pay, and any overtime — no spreadsheet needed.
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Employee hour tracking answers a concrete payroll question: how many paid hours did a person work in a specific period? The calculation starts with clock-in and clock-out times, subtracts unpaid meal periods, keeps paid short breaks in the total, and converts minutes to decimal hours for payroll or billing. The result supports wage calculations, overtime checks, client billing, job costing, and timesheet review.
For U.S. payroll, weekly totals matter because covered, nonexempt employees must receive overtime pay for hours worked over 40 in a fixed FLSA workweek. That workweek is 168 fixed hours, meaning seven consecutive 24-hour periods. Employers cannot average hours across multiple workweeks to erase overtime. State law, employment contracts, and employer policy can add stricter rules.
Start with each work span: end time minus start time. Add separate spans from the same day, then subtract only unpaid meal periods. Federal law does not require lunch or coffee breaks for adult employees, but when an employer provides short breaks, usually about 5 to 20 minutes, those breaks count as compensable hours worked and count toward weekly overtime.
For example, an employee works 43 paid hours in one fixed workweek at $22.40 per hour. Regular pay covers the first 40 hours, or $896.00. Overtime covers 3 hours at one and one-half times the regular rate, so the overtime rate is $33.60 and overtime pay is $100.80. Total gross pay before taxes, deductions, bonuses, or other premiums is $996.80.
The most common tracking mistake is removing time because a schedule says the employee had a meal period. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. An employee who answers calls, watches a counter, handles customers, or performs duties while eating is still working, so that time stays in paid hours.
Unscheduled work also counts when the employer allows or permits it. Required duty time and additional work before or after a shift belong in the total when the employer suffers or permits the work. Rounding can simplify time records, but federal time-clock rounding is accepted only to the nearest 5 minutes, tenth, or quarter-hour if it averages out over time and does not underpay actual hours worked.
A one-off calculation is enough when you need to check one employee, one shift, or one pay-period total. It works for quick edits, audit spot checks, and freelancer invoices where the inputs are already clear. You still need the correct clock times, unpaid break treatment, workweek boundary, and decimal conversion before the number means anything.
A managed workflow is better when employees track hours every day, managers approve time, and payroll or billing teams need a record they can reuse. Everhour Time Tracking supports timers, manual entries, reminders, locked periods, approvals, and automatic timer stop rules, so tracked task and project hours can feed timesheets, reports, budgeting, invoicing, and payroll review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Paid hours include required duty time and additional work the employer allows or permits, including unscheduled work before or after a shift. Short breaks provided by an employer, usually about 5 to 20 minutes, count as compensable hours worked under federal law. Bona fide meal periods generally come out only when the employee is completely relieved from duty.
The FLSA workweek does not have to start on Monday. It is a fixed and regularly recurring period of 168 hours, made of seven consecutive 24-hour periods, and it may start on any day and hour. Covered, nonexempt employees get FLSA overtime for hours worked over 40 in that fixed workweek.
Covered, nonexempt employee hours cannot be averaged across multiple FLSA workweeks to avoid overtime. A 36-hour week followed by a 44-hour week produces 4 overtime hours in the second week, even if the two-week total equals 80 hours. Payroll can be biweekly or semimonthly, but the overtime calculation still uses each fixed workweek.
The FLSA does not require extra pay for Saturdays, Sundays, holidays, or regular rest days unless weekly overtime is worked. Weekend premiums can still come from state law, a union agreement, an employment contract, or employer policy. A federal calculation should separate ordinary weekend hours from overtime hours over 40 in the workweek.
Federal rules allow rounding to the nearest 5 minutes, tenth, or quarter-hour only when the rounding practice is neutral over time and does not underpay employees for actual hours worked. A system that repeatedly rounds late clock-outs down or early clock-ins forward creates wage risk because the recorded total no longer reflects compensable time.
Everhour Time Tracking lets employees use live timers or manual entries against tasks and projects, including inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Admin controls cover reminders, approval workflows, locked periods, and timer behavior before time feeds timesheets, reports, budgeting, invoicing, or payroll review.
Everhour Timesheets lets users submit weekly project hours or working hours for manager review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members, giving payroll and billing reviewers a cleaner record before totals move into reports or exports.
Capture daily work time, review approvals, and lock completed periods before payroll or billing handoff. Everhour turns employee hour tracking into a repeatable workflow with cleaner timesheets.
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