Everhour organizes billable hours for client work, while approvals and timesheets keep records ready for review.
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.
Use this page when you need a clean way to record time that can be charged to a client. A useful record names the client, project, task, date, time spent, rate, and billing status. That structure lets you separate work that belongs on an invoice from admin time, internal meetings, training, or corrections that should stay non-billable.
A billable record also needs enough detail for a client or manager to understand the charge without rereading your notes. A line such as `March 5, 2026, Acme redesign, homepage QA, 1.5 hours, billable, $90/hour` is clearer than a weekly total with no task context. Clear entries reduce billing disputes and make later payroll or project review faster.
A practical setup starts with three labels: client, project, and task. The client identifies who pays, the project groups related work, and the task explains the activity. Billable and non-billable status should be set at the entry level because one project can include both charged work and internal coordination.
Teams should also decide whether rates come from the project, the person, or the task. U.S. users normally record time-based billing and rate fields in U.S. dollars. Fixed-fee projects still benefit from billable tracking because the record shows whether the agreed scope matches the time actually spent.
Client billing records and employee wage records serve different purposes. A client invoice asks which hours are chargeable under the agreement. Payroll asks which hours were worked and how the worker must be paid. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek.
Covered employers may use any complete and accurate timekeeping method for nonexempt workers. Federal overtime for covered nonexempt employees applies after more than 40 hours in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Saturday, Sunday, holiday, or rest-day work does not create federal overtime premium pay by itself unless weekly overtime or another law or agreement applies.
A one-off tracker is enough when you need to total a week of client work, prepare a simple invoice backup, or clean up a small batch of entries. It works best for a freelancer, owner, or manager who only needs a short record and can review every line manually before sending it.
A managed workflow becomes necessary when several people track time across clients, submit weekly hours, need approval, or pass records to billing and payroll. Everhour Timesheets collect project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time before invoices or payroll review.
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.
Billable time is work that your client agreement allows you to charge. Common examples include project execution, client-approved meetings, research tied to the deliverable, revisions within scope, and implementation work. Internal admin, training, sales calls, and general business operations usually stay non-billable unless the contract says otherwise.
Daily tracking produces cleaner records because entries are tied to the work as it happens. Weekly totals are easier to prepare, but they lose task detail and increase recall errors. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include daily hours worked and total hours worked each workweek.
Non-billable time should stay in the tracker when it affects project profitability, payroll review, workload planning, or scope analysis. Mark it as non-billable instead of deleting it. A complete record shows the full cost of serving a client while keeping the invoice limited to approved billable work.
Billable time does not determine overtime pay by itself. For covered nonexempt employees under the FLSA, overtime is based on hours worked over 40 in a fixed 168-hour workweek, not on whether those hours were billed to a client. State rules, policies, contracts, or collective bargaining agreements can add separate requirements.
The most common mistake is mixing invoice logic with payroll logic. A manager may exclude internal project work from a client invoice, but that exclusion does not erase hours actually worked by an employee. Keep billing status, work hours, rates, and approval status as separate fields so each review uses the right record.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval, rejection, or partial approval. Submitted and approved time can be locked, which protects reviewed records before billing or payroll work begins.
Use Everhour Timesheets to collect weekly project and working hours, review submitted entries, and lock approved time before invoices or payroll checks depend on Everhour records.
14-day free trial · No credit card · Cancel anytime
