Everhour tracks task and project hours, while an overtime log helps you review weekly pay before payroll closes.
Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.
Total hours including overtime
Typically 40h/week
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.
An overtime log template answers one practical question: how many hours in a fixed workweek should be paid at the regular rate and how many should be paid at an overtime premium. For the United States federal baseline, the FLSA requires covered nonexempt employees to receive overtime pay for hours worked over 40 in a fixed 168-hour workweek.
A useful log separates date, start time, stop time, unpaid breaks, total hours worked, regular hours, overtime hours, regular rate, and overtime premium. It should not treat vacation, holiday, or other paid time not worked as hours worked for FLSA overtime unless a policy, contract, state law, or applicable agreement says otherwise.
The most important field is the workweek, because each FLSA workweek stands alone. A compliant template should identify the recurring seven-consecutive-day period used by the employer, such as Monday 12:00 a.m. through Sunday 11:59 p.m. Hours from two workweeks cannot be averaged together to avoid overtime under the federal baseline.
The log also needs worker classification notes. Covered nonexempt employees use the overtime calculation, while exempt status requires a separate duties and pay review. For example, standard executive, administrative, and professional exemptions require job-duties tests and salary-basis pay of at least $684 per week; job titles alone do not determine exempt status.
Start with total hours actually worked in the workweek. Under the FLSA federal baseline, covered nonexempt employees receive straight-time pay for the first 40 hours and at least 1.5 times the regular rate for hours over 40. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek.
For example, a covered nonexempt employee works 48 hours in one fixed workweek at a $22.75 regular rate. Regular pay is 40 hours times $22.75, or $910.00. Overtime hours are 8 hours. The overtime rate is $22.75 times 1.5, or $34.13. Overtime pay is $273.00, making gross weekly pay $1,183.00.
A one-off calculation is enough when you need to check a single workweek, confirm a pay stub line, or estimate overtime before approving a schedule. It is also enough when the employee has one hourly rate, no bonuses or other compensation affecting the regular rate, and no state rule or contract term that gives greater rights than the federal baseline.
A managed workflow is needed when overtime review repeats every pay period. That means approved time records, locked periods, reminders, corrections, and a payroll handoff. Everhour Time Tracking supports timer and manual entries, approval controls, lock rules, and task or project context, so overtime review starts from recorded hours instead of a recreated spreadsheet.
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.
An overtime log template should track the fixed workweek, daily hours worked, unpaid breaks, total weekly hours, regular hours, overtime hours, regular rate, overtime rate, and gross pay. It should also keep notes for classification, policy exceptions, state rules, or contract terms that change the result.
No. An overtime log calculates pay after worker status is known. Under the FLSA federal baseline, covered nonexempt employees receive overtime after 40 hours in a workweek. Exempt status requires the applicable duties and pay tests; a job title or salary label does not settle the question.
Enter weekend and holiday hours as hours worked, then apply the correct rule. The FLSA does not require overtime pay merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. A state law, employer policy, contract, or union agreement can require more generous premium pay.
No. Each FLSA workweek stands alone for overtime calculations. A template can show multiple weeks on one sheet, but each fixed 168-hour workweek needs its own subtotal. Do not average a 35-hour week and a 45-hour week to erase 5 overtime hours.
The most common mistake is logging total paid time instead of hours actually worked. The FLSA does not require payment for time not worked, including vacations or holidays, and those hours generally do not count as hours worked for federal overtime unless a policy, contract, or state law provides otherwise.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then feeds timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules so weekly overtime review is based on controlled time records.
Everhour shows submitted time in timesheets so managers can approve, reject, or partially approve entries before payroll or billing use. Submitted and approved time is protected from regular member edits, which keeps corrections visible instead of hidden in an overwritten log.
Track approved hours, lock completed periods, and review weekly overtime from the same time records. Everhour gives teams a cleaner handoff from daily work logs to payroll review.
14-day free trial · No credit card · Cancel anytime
