Accounting firms need defensible weekly time records. Everhour adds team controls for approvals, corrections, capacity, and locked periods.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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.
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An accounting firm timesheet gives partners, managers, and administrators one weekly view of staff time across client work, internal work, and time off. The practical goal is a record that supports invoicing, utilization review, payroll checks, and workload planning. Each entry should show the person, date, client or project, task, billable status, hours, and notes that explain the work at a reviewable level.
For U.S. firms with covered nonexempt employees, records must include hours worked each workday and total hours worked each workweek under the FLSA. The federal baseline does not require a specific timekeeping format, but the method must be complete and accurate. A spreadsheet, online timesheet, or integrated time tracker can work if it captures the required fields and preserves the record.
Accounting firm time records need more structure than a plain weekly total. A tax prep entry, audit workpaper review, client email, staff meeting, training session, and administrative task should not collapse into one line. The firm needs task-level detail because the same 2 hours can affect a client invoice, a budget, a realization report, or a non-billable utilization review.
A clear line item uses a consistent pattern: client, engagement, service type, task, billable status, and hours. For example, a staff accountant can record 1.5 hours to "Acme LLC, 2025 tax return, document review, billable" and 0.5 hours to "internal, weekly planning, non-billable." That level of detail helps reviewers spot missing client codes, vague descriptions, and time posted to the wrong engagement.
A firm timesheet should collect the time data needed for billing, payroll, project review, and staffing decisions. Extra detail creates privacy and data-security work without improving the record. U.S. businesses that handle employee personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only what they need, protect it, and dispose of it securely.
State rules can add obligations. California privacy rights extend to California residents who are employees and job applicants, and CCPA employment-data exemptions expired on December 31, 2022. For covered businesses, employee time-tracking data can fall inside California privacy obligations. A practical firm policy defines required time fields, limits sensitive notes, controls manager access, and applies consistent retention rules.
A one-off weekly timesheet is enough when you need a quick staff total, a client billing backup, or a clean record for a small engagement. It loses value when managers must chase late submissions, correct entries after billing review, compare capacity across teams, or prevent edits after a payroll period closes.
A managed workflow fits recurring client work, deadline season, and multi-team review. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide policy defaults. Those controls turn individual entries into a review process that managers can use before payroll, invoices, and reporting rely on the same hours.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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An accounting firm timesheet should include employee name, date, client or internal project, engagement or task, billable status, hours, and a short work note. For U.S. covered nonexempt employees, the record also needs hours worked each workday and total hours worked each workweek under the FLSA.
Daily entries give reviewers a better record than a reconstructed Friday summary. Covered employers must keep accurate records for nonexempt workers, including daily hours worked and total weekly hours worked. Weekly summaries can support review, but the underlying record still needs enough daily detail to support payroll, billing, and corrections.
FLSA overtime for covered nonexempt employees uses a fixed workweek of 168 hours, made of seven consecutive 24-hour periods. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at at least 1.5 times the regular rate.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. The federal overtime rule turns on hours worked over 40 in a workweek for covered nonexempt employees, unless another law, policy, contract, or agreement creates a different premium rule.
Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. Accounting firms often need these records for payroll review, client billing support, and internal profitability analysis, so retention rules should match the firm's legal and business requirements.
Everhour Team Management lets firms set lock rules, correct time as admins, apply personal tracking limits, define weekly capacity, manage approvals, assign roles, and group teams for review. Managers can close periods after review so payroll and billing reports use approved entries instead of editable drafts.
Track staff hours with approvals, lock periods, capacity settings, and admin corrections. Everhour gives accounting firms cleaner timesheet control before billing and payroll decisions depend on the data.
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