Everhour gives teams controlled time tracking for client billing, approvals, and defensible weekly records.
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
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 billable-hours tracker helps you turn time spent on client work into a record you can bill, review, and defend. The useful output is more than a weekly total. You need entries tied to a client, project, task, date, person, rate, and billable status so the invoice matches the work performed.
Freelancers use this record to prepare client invoices. Agencies and service teams use it to review time before billing, compare budgets with actual work, and separate client-facing labor from internal overhead. Employers also need payroll records when workers are employees, and covered employers must keep accurate records for nonexempt workers under the FLSA.
A clean billable entry names the client, project, task, worker, date, start and stop time or duration, description, billing rate, and billable status. A line such as "Website redesign, homepage QA, 2.25 hours, $95 per hour, billable" gives the reviewer enough context to approve the charge without asking for a reconstruction later.
Teams should also keep daily hours worked and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. Federal law does not require a specific timekeeping system, but covered employers need complete and accurate records. Payroll records must be preserved for at least three years, and basic time and earnings records for at least two years.
The most common billing mistake is treating every productive hour as billable. Client calls, scoped implementation work, and approved revisions often belong on the invoice. Internal training, proposal writing, general admin, and rework outside the agreement usually need a non-billable label unless the contract says otherwise.
Billable status should be chosen at the entry level, not fixed later in a spreadsheet. That keeps the invoice traceable and protects margins because non-billable time still affects project cost. Weekend or holiday work does not automatically require premium pay under the FLSA unless the weekly overtime rule applies, but a client contract can set a separate billing premium.
A one-off weekly total is enough when you need a quick invoice draft, a freelancer log, or a simple client summary. It stops being enough when several people touch the same client, managers approve hours, or tracked time feeds payroll, budgets, and recurring invoices.
A managed workflow keeps the time record alive after entry. Everhour Team Management adds lock rules, approval workflow, roles, project assignments, team groups, weekly capacity, personal tracking limits, and admin time correction, so billable-hour records can move from submission to review without losing control of the source data.
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.
A useful billable-hour entry includes the client, project, task, date, person, time amount, short work description, billing rate, and billable status. Start and stop times help when the same record also supports wage-and-hour review. For U.S. billing, rate fields normally use U.S. dollars.
Internal admin time should still be tracked because it affects project profitability, staffing, and utilization. Mark it non-billable instead of deleting it. A missing non-billable record makes a project look more profitable than it was and hides the real labor cost behind client delivery.
A billable-hours tracker can support payroll review only when it captures the records payroll needs. For employees covered by FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. Client billing categories alone do not satisfy every payroll recordkeeping need.
Overtime changes employee pay when the legal rule applies, but it changes the client invoice only if the agreement allows it. Under the FLSA, unless exempt, covered employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate.
Saturday work does not create a federal overtime premium by itself. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless weekly overtime applies or another law, policy, contract, or agreement creates that premium.
Everhour Team Management supports lock rules, approval workflow, project assignments, team groups, weekly capacity, personal tracking limits, and admin time correction. Managers can review submitted time, keep approved records protected from regular edits, and organize billable hours by the people and projects responsible for the work.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. Teams can group by client, project, member, task, billable time, labor costs, invoice status, and other columns, then export reports as CSV, Excel/XLSX, or PDF.
Use Everhour Team Management to keep billable time submitted, reviewed, locked, and corrected with clear ownership across clients, projects, roles, and team groups.
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