Cloud time tracking keeps team hours accessible across devices. Everhour adds structured timesheets 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.
A cloud time tracker helps you record work as it happens, then review it from a browser, mobile app, desktop app, or connected project tool. The practical job is simple: capture hours by person, date, project, client, and task so the same record can support billing, payroll review, budgets, and team planning.
For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The FLSA does not require a specific timekeeping form or system. A cloud tracker works when the records stay complete, accurate, and available for review.
A useful cloud time record starts with the worker, date, start and stop time or total duration, project, task, client, billable status, and notes when context affects approval. Teams that bill in U.S. dollars usually need rate fields in USD, plus a clear split between billable and non-billable time before creating an invoice or client report.
Weekly totals need the same care as daily entries. Covered nonexempt 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, unless exempt. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Cloud access improves review because managers and workers see the same current records, but it also makes policy choices visible. Decide who can edit past entries, who approves submitted time, which periods get locked, and which reports show rates or costs. A tracker without permissions and review rules turns shared access into repeated cleanup work.
Privacy also belongs in the setup. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies keeping sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely. California employee time-tracking data may also fall under CCPA obligations for covered businesses.
A free weekly total is enough for a quick personal check, a small one-off job, or a simple client estimate. It stops being enough when several people track against the same client, managers approve time before billing, payroll needs a clean weekly record, or project budgets depend on current hours instead of reconstructed notes.
A managed workflow connects tracked time to review and handoff. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for approval, and let admins approve, reject, partially approve, or lock entries. That structure gives a team one cloud record for payroll review, billing 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.
Yes, if the records are complete and accurate. The FLSA requires covered employers to keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek, but it does not require a particular timekeeping form or system. The system must preserve the information needed for wage-and-hour review.
A practical record includes the worker, date, project, task, client, billable status, hours worked, and notes needed for approval. U.S. payroll review for covered nonexempt employees also needs daily hours worked and total weekly hours worked. Billing workflows usually need rates, invoice status, and a split between billable and non-billable time.
Yes. The record must preserve weekly totals clearly enough to identify hours worked over 40 in a fixed 168-hour workweek for covered nonexempt employees. FLSA overtime must be paid at not less than one and one-half times the regular rate of pay. Saturday, Sunday, holiday, or rest-day work does not create federal overtime by itself.
No. Payroll hours measure compensable work time, while billable hours measure time charged to a client under a contract or policy. Non-billable meetings, internal work, training, and rework may count for payroll review even when they do not appear on an invoice. A cloud tracker should keep both classifications visible.
Employers must 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. A cloud tracker should support access to historical records after payroll closes, because export timing and locked periods do not replace retention duties.
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, which gives payroll and billing reviewers a controlled record instead of a shared spreadsheet with open edits.
Everhour can run standalone or inside project tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can track time on tasks where the work happens, then use the same logged time for timesheets, reports, budgets, and invoices.
Track approved hours in Everhour Timesheets, then use the same reviewed records for payroll checks, billing review, and cleaner project reporting.
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