Everhour organizes weekly time records for payroll and billing, while you keep daily entries complete and accurate.
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.
You came here to turn start times, stop times, breaks, and project work into a usable hours total. For a simple weekly record, enter each workday separately, subtract unpaid breaks, and keep the result tied to the person, date, project, or client. U.S. users normally record pay and billing amounts in U.S. dollars for payroll, invoices, debts, taxes, and dues.
Covered employers under the FLSA must keep accurate records for non-exempt workers, but federal law does not require one specific timekeeping form or system. For employees covered by FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A complete weekly total starts with those daily records.
Payroll time and billing time often start from the same work entry, but they answer different questions. Payroll needs working hours by person and workweek. Billing needs project, client, task, rate, billable status, and enough description to support the invoice. A single entry such as "March 5, 2026, 2.5 hours, client website QA, billable" can feed both workflows when the fields stay clean.
The FLSA overtime baseline 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 of pay. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes. A billing report can span any date range, but payroll overtime review needs the workweek boundary.
End-of-week reconstruction creates predictable errors: missed short tasks, rounded breaks, client work assigned to the wrong project, and daily totals that no longer match the person's actual schedule. Timers capture work as it happens. Manual entries still work when the person records the date, start and stop times or duration, break time, project, and billable status before memory fades.
Weekend and holiday work needs the same careful handling. 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 or agreement applies. A complete record should still show the actual day worked, because state rules, employer policy, contracts, or client billing terms can change the result.
A one-off total is enough when you need a fast number for a single week, a draft invoice, or a personal check against a schedule. It stops being enough when multiple people submit time, managers approve entries, payroll needs a locked record, or client billing relies on project-level detail. Payroll records must be kept for at least three years, and basic time and earnings records such as daily time cards or sheets must be kept for at least two years.
Everhour Timesheets fit the managed workflow: weekly project hours and working hours can be submitted for review, then approved, rejected, partially approved, or locked before payroll, billing, or reporting uses them. That approval trail matters when a weekly total becomes a recurring business record instead of a one-time calculation.
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 usable time total starts with the person, date, workday hours, unpaid breaks, and total hours for the workweek. Project, client, task, billable status, and notes make the same record useful for invoicing and budget review. For FLSA-covered non-exempt workers, employer records must include daily hours worked and total hours worked each workweek.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific timekeeping form or system. A paper sheet, spreadsheet, timer app, or timesheet system can work if the records are complete, accurate, and preserved for the required period.
Daily hours show where the weekly total came from. They also help catch missed breaks, duplicate entries, and work assigned to the wrong day. For employees covered by FLSA minimum wage or overtime provisions, records must include both hours worked each workday and total hours worked each workweek.
No. The FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. Federal overtime applies when covered non-exempt employees work over 40 hours in a fixed 168-hour workweek, unless another law, policy, contract, or agreement adds a different premium.
The most common mistake is rebuilding the week from memory after the work is done. That produces rounded entries, missing short tasks, and weak project detail. Record time as work happens, or add manual entries the same day with the date, duration, break time, project or client, and billable status.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for manager review. Admins can approve, reject, partially approve, and lock submitted entries so payroll, billing, and reporting use reviewed records instead of loose weekly totals.
Turn weekly totals into reviewed time records. Everhour Timesheets give teams submitted, approved, rejected, partially approved, and locked entries for cleaner payroll and billing review.
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