Everhour organizes time tracking and timesheet approval, while a biweekly template keeps two payroll weeks readable and complete.
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 |
|---|
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A biweekly timesheet template gives you one place to record 10 to 14 calendar days of work, depending on the pay period and schedule. The useful output is a complete time record with employee name, pay period dates, daily hours, weekly totals, project or client notes, and approval status. For U.S. employers, covered FLSA records for nonexempt workers must include hours worked each workday and total hours worked each workweek.
The template should not treat two weeks as one blended bucket. Federal FLSA overtime for covered nonexempt employees is measured by workweek, with overtime pay due for hours worked over 40 in a fixed 168-hour workweek at not less than one and one-half times the employee's regular rate. A biweekly layout can cover two weeks, but the totals need a separate line for week 1 and week 2.
A practical biweekly timesheet starts with the pay period, employee details, role or department, and supervisor approval. Each day needs a date, start time, end time, unpaid break time, total hours worked, and an optional project or client field. Teams that bill clients should add billable and non-billable columns so the same record can support invoices without changing the payroll record.
Use weekly subtotals before the final period total. For example, week 1 can show 42 hours and week 2 can show 36 hours, with 78 hours for the full period. The period total helps payroll reconcile gross hours, but the weekly split keeps overtime review accurate. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
The most common mistake is using a single 80-hour threshold for a two-week period. That shortcut hides overtime in one week when the second week is lighter. A covered nonexempt employee who works 45 hours in week 1 and 35 hours in week 2 has 80 total hours, but the first week still needs overtime review under the federal weekly baseline.
Another mistake is treating weekend or holiday work as automatic federal overtime. 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 good template records the actual date worked, then leaves the premium decision to the applicable rule.
A free biweekly template is enough for a small team that needs a clean payroll handoff, a one-off contractor record, or a simple client backup document. It works when someone can enter hours on time, review the two weekly totals, confirm breaks, and keep the approved file with the correct payroll period.
A managed workflow fits better when tracked time needs approval, locking, correction history, and handoff to billing or payroll every pay period. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time. That structure matters when multiple people, projects, and billing rules share one reporting process.
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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A biweekly timesheet should include employee name, pay period dates, each workday, daily hours worked, weekly totals, break deductions, project or client fields, and approval details. For covered FLSA records for nonexempt workers, employer records must show hours worked each workday and total hours worked each workweek.
No. Under the FLSA federal baseline, covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek. A workweek is a fixed 168-hour period, and hours may not be averaged across two or more workweeks for FLSA overtime purposes.
Daily start and stop times create a clearer record than a single daily total, especially when unpaid breaks, edits, or approval questions arise. Federal rules allow any complete and accurate timekeeping method, but basic time and earnings records such as daily time cards or sheets must be preserved for at least two years.
A separate weekend column is optional. The date already shows whether work happened on Saturday or Sunday. The key payroll decision is whether weekly overtime, state law, policy, contract, or another agreement creates premium pay. The FLSA does not require extra pay for weekend work by itself.
Employers covered by the FLSA must preserve payroll records for at least three years and basic time and earnings records for at least two years. A biweekly timesheet should be stored with the matching pay period, approval record, and any corrections so payroll and billing reviews can trace the final totals.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review submitted time before payroll or billing. Managers can approve, reject, partially approve, and lock entries, which keeps the approved pay period protected from regular member edits.
Everhour connects tracked project time to reports that group hours by client, project, member, date range, and billable status. Saved reports can be exported as CSV, Excel/XLSX, or PDF, giving billing teams a period-specific file to review before invoicing.
Track biweekly hours with an approval workflow that protects submitted records. Everhour turns weekly project and working hours into reviewed timesheets for cleaner payroll and billing.
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