Everhour reporting keeps approved hours usable after small-business time cards turn into payroll, overtime, and billing checks.
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.
A small-business owner usually needs one clear answer from a time card: how many paid hours belong in payroll for the workweek. That starts with start times, end times, unpaid meal periods, and paid short breaks. For covered nonexempt employees, the federal baseline also requires overtime pay for hours worked over 40 in a fixed 168-hour workweek.
The result matters before payroll is approved, before a client invoice uses staff hours, and before a manager treats an automatic meal deduction as unpaid. Federal law does not require adult meal or rest breaks, but state law or company policy can. If a break exists, the pay treatment depends on its length and whether the employee was completely relieved of duty.
Convert each shift into decimal hours, subtract only unpaid bona fide meal periods, then add the paid daily totals for the workweek. Time from 8:15 AM to 5:00 PM with a 30-minute unpaid meal equals 8.25 paid hours. A shift across midnight needs the same arithmetic, with 24 hours added when the end time is earlier than the start time.
For example, a covered nonexempt office coordinator at a small business earns $24.50 per hour and records paid daily totals of 9, 8, 10, 8, and 7 hours. The weekly total is 42 hours. Under the federal weekly method, 40 hours are paid at $24.50 and 2 overtime hours are paid at $36.75, for total gross wages of $1,053.50 before deductions.
Small businesses need to confirm FLSA coverage before treating overtime as optional. A business is generally covered on an enterprise basis at $500,000 or more in annual sales or business done, and employees can still have individual coverage when their work involves interstate commerce. For covered nonexempt employees, overtime is calculated workweek by workweek, without averaging two busy weeks and slow weeks together.
Break handling creates frequent payroll errors. Short breaks of about 5 to 20 minutes are compensable hours worked and count toward weekly overtime. A bona fide meal period is generally unpaid only when it is typically at least 30 minutes and the employee is completely relieved from duty. Automatic lunch deductions need correction when an employee keeps answering phones, serving customers, or working through the meal.
A one-time calculator is enough when you need to total a single week, verify an employee's decimal hours, or spot-check overtime before payroll. Keep the daily hours, weekly total, pay rate, straight-time earnings, overtime earnings, deductions, total wages, workweek start, and pay period dates with the payroll file. Covered employers retain payroll records for at least three years and time cards or wage-computation records for at least two years.
A managed workflow fits when the same time card process repeats every pay period. Everhour Reporting can group approved time by employee, project, client, date range, and metadata, then export reports in CSV, Excel/XLSX, or PDF. That gives owners a cleaner path from clocked hours to payroll review, overtime visibility, job costing, and billing without rebuilding the same spreadsheet each week.
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.
Covered nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed workweek. The federal overtime rate is at least one and one-half times the employee's regular rate of pay. The workweek is 168 fixed hours, and hours cannot be averaged across multiple workweeks to avoid overtime.
An automatic lunch deduction is valid only when the full unpaid meal period was actually taken and the employee was completely relieved from duty. A bona fide meal period is generally at least 30 minutes. If the employee answers calls, helps customers, drives, cleans, or performs other duties while eating, that time remains hours worked.
Short breaks provided by an employer, usually about 5 to 20 minutes, are compensable hours worked under the federal rule. Those minutes count toward the weekly total used for overtime. Federal law does not require adult lunch, coffee, meal, or rest breaks, although state law or an employer policy can create break requirements.
Federal rounding can use the nearest 5 minutes, tenth of an hour, or quarter-hour only when it averages out over time and fully pays employees for actual hours worked. Quarter-hour rounding may round minutes 1 through 7 down and 8 through 14 up. A system that always rounds down risks minimum-wage and overtime underpayment.
Covered employers must keep accurate records that include hours worked each day, total hours worked each workweek, pay rate, straight-time earnings, overtime earnings, deductions, total wages, pay period dates, and the workweek start day and time. Payroll records are retained at least three years, and time cards or other wage-computation records are retained at least two years.
Everhour Reporting turns approved time into customizable reports with 45+ columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. Owners can review employee hours, overtime visibility through Team Hours and custom reports, project costs, and billing data before payroll or invoicing uses the totals.
Use approved time card totals as a repeatable reporting workflow. Everhour organizes hours by employee, project, client, and period, then exports the records owners need for payroll review and billing.
14-day free trial · No credit card · Cancel anytime
