Accurate time records start with clear entries, and Everhour gives teams controls for review, approval, and correction.
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.
Set a budget, assign rates, and get alerted before you're over.
Measurement
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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.
This page is for turning a workweek into reliable time records, not rough end-of-week guesses. A useful entry identifies the person, date, project or client, task, time spent, billable status, and notes when the work needs explanation. For U.S. payroll records, covered employers must keep daily hours worked and total hours worked each workweek for employees covered by FLSA minimum wage or overtime provisions.
Accuracy matters because the same hours often feed several workflows. A client invoice needs billable time by project or task. Payroll review needs working time by employee and week. Project management needs actual hours against estimates or budgets. A complete record lets each workflow use the same source instead of rebuilding time from calendar events, chat messages, or memory.
Timer-based tracking records work closer to the moment it happens. Manual entry still has a place, especially for corrections, offline work, or tasks entered after the fact. The accuracy risk appears when a team reconstructs a full week on Friday afternoon. Small misses become larger gaps across projects, clients, and non-billable work.
A practical workflow separates timer entries, manual entries, and past-date corrections so reviewers know how the record was created. Managers should look for missing days, unusually rounded totals, late edits, and project hours that do not match the work assigned. Those checks protect billing and payroll records without turning time tracking into employee monitoring.
U.S. federal overtime under the FLSA is based on the workweek, not a daily total. A workweek is a fixed, regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate of pay.
A reliable weekly record keeps each workweek separate because FLSA overtime hours cannot be averaged across two or more workweeks. The FLSA also does not require premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law, policy, contract, or agreement applies.
A free weekly tracker is enough when you need a quick total, a short personal record, or a simple breakdown by project before sending a small invoice. It works when one person controls the entries, the work is easy to classify, and no approval trail is needed. The key output is a clean set of hours that you can copy into billing, payroll, or a spreadsheet.
A managed workflow becomes necessary when multiple people track time across clients, projects, and pay periods. Everhour Team Management supports that shift with approval workflows, lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Those controls turn individual entries into reviewable records before payroll, billing, or reporting uses them.
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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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 accurate time record shows who worked, the date, the project or client, the task, the amount of time, and whether the time is billable. For employees covered by FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
Timer-based tracking usually captures work closer to the moment it happens, which reduces recall errors. Manual entry remains valid when the entry is complete and accurate. The risk comes from rebuilding a week from memory, especially when work spans several clients, tasks, or non-billable activities.
Accurate time tracking does not require screenshot capture, keystroke logging, or constant surveillance. A sound record can rely on task, project, date, duration, and approval data. U.S. privacy obligations vary by sector and state, and businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act.
The workweek total matters for FLSA overtime review. A workweek is a fixed, regularly recurring 168-hour period, and 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.
Federal rules require employers to 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. State rules, contracts, client requirements, and internal policies can require longer retention.
Everhour Team Management lets admins set lock rules, correct time for team members, apply personal tracking limits, define weekly capacity, and route timesheets through approval. Those controls help managers review entries before payroll, billing, or reports rely on them.
Use Everhour Team Management to lock approved periods, correct entries, apply team rules, and approve timesheets before hours become payroll, billing, or reporting data.
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