Everhour connects time tracking with billing workflows, so approved hours can move from work records to client invoices.
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 billing and time tracking app helps you capture work as it happens, separate billable and non-billable time, and turn approved entries into invoice-ready records. The practical goal is a cleaner handoff: fewer reconstructed hours, fewer missing task notes, and fewer disputes over which client, project, or task received the work.
For U.S. teams with employees, billing records and payroll records are related but separate. Covered employers must keep accurate records for non-exempt workers under the FLSA, including hours worked each workday and total hours worked each workweek. Client billing can use different categories, rates, or descriptions, but payroll review still needs complete daily and weekly hour records.
Each time entry should identify the person, date, client, project, task, time spent, billable status, and rate source. Comments matter when the client needs context. A vague line such as "design work, 3 hours" invites follow-up. A clearer line names the task, such as "Homepage wireframe revisions, 3 hours, billable, $85 per hour."
Invoice preparation becomes easier when the app keeps USD rate fields separate from time fields. Time shows the work performed; rates show the billing agreement. A fixed-fee project can still use tracked time for margin review, while a time-and-materials project needs approved billable hours tied to the correct client rate before invoicing.
Client billing rules do not replace wage-and-hour rules. Under the FLSA federal baseline, 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 of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Weekend or holiday work needs the same separation. The FLSA does not require overtime 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 client may pay a premium rate by agreement, but that billing choice does not erase payroll obligations.
A simple weekly tracker is enough when you need a one-time total, a small invoice, or a short project record. It works when one person controls the hours, the client accepts basic detail, and no manager needs to approve entries before payroll, billing, or reporting.
A managed workflow fits recurring client work, multiple contributors, or payroll review. Everhour can collect weekly project and working hours, route submitted time for approval, and keep approved time locked for regular members. That approval trail gives managers cleaner billing inputs and a more reliable record before invoices, payroll checks, or operational reports use the 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.
One app can hold both, but the records need distinct purposes. Billing time explains what a client should pay for, including project, task, rate, and billable status. Payroll time supports wage-and-hour review, including daily hours worked and total hours worked each workweek for covered non-exempt employees under the FLSA.
The strongest invoice support comes from dated entries with a client, project, task, person, billable status, time spent, and short work note. Rate source also matters. A client can challenge a vague total more easily than a line that ties the hours to an agreed project, task, and billing method.
Manual entries work when the person records time promptly and adds enough detail for review. End-of-week reconstruction creates more risk because task order, exact time spent, and non-billable interruptions fade. A good workflow labels manual and timer-based entries separately so reviewers can spot patterns and ask for corrections before invoicing.
A billing app does not need to turn every invoice into a payroll calculation, but teams with employees need records that support payroll review. Under the FLSA federal baseline, covered non-exempt employees must receive overtime pay after 40 hours worked in a workweek. Client billing rates and payroll overtime rules serve different purposes.
Federal FLSA rules require covered 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. Client contracts, tax records, state rules, or company policy can require longer retention.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for manager review. Managers can approve, reject, partially approve, and lock submitted entries before the data feeds billing, payroll review, or reporting.
Everhour embeds time tracking in tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time on the task where work happens, while the logged hours flow into Everhour for billing and reporting.
Use Everhour Timesheets to collect weekly project and working hours, review submissions, and lock approved entries before they become invoices or payroll inputs.
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