Everhour gives software teams tracked project hours, approvals, and billing-ready records without turning time tracking into surveillance.
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 for software developers helps you turn work time into client-ready records. The practical job is simple: record time against the right project or task, separate billable from non-billable work, and keep enough detail to support an invoice, budget review, or payroll check.
For U.S. teams with covered nonexempt employees, billable tracking does not replace wage-and-hour records. Covered employers must keep accurate records for employees covered by the FLSA minimum wage or overtime provisions, including hours worked each workday and total hours worked each workweek.
Developer time records work best when each entry has a date, person, project, task, duration, billable status, and notes that explain the work at a useful level. A task-level record keeps one client from absorbing time that belongs to another project, and it gives managers a cleaner way to compare actual hours with estimates.
Manual entries and timers both work when the method is complete and accurate. The FLSA does not require a specific timekeeping form or system for covered employers, but records still need to show daily hours worked and weekly totals for covered nonexempt employees.
Client billing and payroll review use overlapping data, but they answer different questions. Billing asks whether a task should appear on an invoice. Payroll asks whether hours actually worked were recorded correctly for the employee category, workweek, and applicable wage rules.
Federal overtime for covered nonexempt employees is weekly. Unless exempt, covered employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the regular rate. Hours cannot be averaged across workweeks for FLSA overtime purposes.
A free weekly tracker is enough when you need a quick total, a short client backup, or a clean review of one developer's recent hours. It is also enough when the work has no approval chain, no recurring budget, and no handoff to payroll or accounting.
A managed workflow becomes necessary when multiple developers track time across clients, projects, and tools. Everhour supports that step with team settings, roles, project assignments, approvals, lock rules, weekly capacity, and admin time correction, so reviewed time can feed billing, payroll review, and reporting.
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 entry includes the date, developer, project, task, billable status, duration, and a short work note. Teams that bill clients also need the billing rate or invoice category in the downstream record. U.S. payroll records for covered nonexempt employees must also preserve daily hours worked and total hours worked each workweek.
Timers capture work as it happens, while manual entry works when developers update records consistently and accurately. A team should choose the method that produces complete records by day, workweek, project, and task. Reconstructed end-of-week entries create more review work because managers must rely on memory instead of contemporaneous records.
Billable tracking records time against work items for billing, budgets, payroll review, and reporting. Employee monitoring is a broader practice that can involve activity surveillance. U.S. privacy obligations depend on sector and state law, and businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. For covered nonexempt employees, the federal baseline requires overtime after more than 40 hours worked in a workweek, unless another law, policy, or agreement creates a different premium.
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. Longer retention can be required by contract, policy, state law, or the needs of a client billing dispute.
Everhour Team Management lets admins set lock rules, review submitted time, correct entries for team members, assign roles, and organize people into groups. That gives software teams a controlled approval workflow before tracked time moves into reports, payroll review, or client billing.
Everhour can run as a standalone tracker or inside supported project tools such as GitHub, Jira, Linear, Asana, ClickUp, Monday, Notion, Trello, and Basecamp. Developers can track time where tasks already live, while managers review the resulting project hours in one reporting layer.
Track approved developer hours with Everhour Team Management, then use lock rules, roles, weekly capacity, and admin corrections to keep billing and payroll review aligned.
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