Everhour records team time through timers or manual entries, giving collaborative work a shared record for review and billing.
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 collaborative time tracker helps a team record who worked, which project or client received the time, which task was involved, and whether the hours are billable. The goal is a shared record that supports invoices, budgets, payroll review, and project planning without forcing every manager to rebuild the week from chat messages or memory.
For U.S. employers, time tracking also supports wage-and-hour recordkeeping. The FLSA requires covered employers to keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek. It does not require one specific timekeeping system, so the practical test is whether the record is complete, accurate, and reviewable.
A team should track time at the level where decisions happen. Client services teams usually need client, project, task, billable status, rate, and notes. Internal teams often need project, task, owner, date, and approval status. Payroll review needs daily and weekly totals, while billing review needs a clean split between billable and non-billable time.
Manual entries and running timers serve different purposes. Timers capture work as it happens, while manual entries fix missed starts, offline work, or approved corrections. A useful collaborative setup labels the entry method, keeps comments tied to the task, and gives managers a clear way to reject vague entries before they reach an invoice or payroll file.
Shared tracking fails when every entry becomes a status update. The tracker should answer operational questions, not replace project communication. A good task entry says enough to explain the work, such as "Client A, website redesign, homepage QA, billable, 2.25 hours." It does not need a long narrative unless the client, contract, or manager requires it.
Privacy also matters because time entries can contain personal information. U.S. businesses handling employee or customer information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only needed sensitive information, secure it, and dispose of it properly. California employee time-tracking data may also fall under CCPA obligations for covered businesses.
A free weekly total is enough when you need a quick check, a simple work log, or a one-off summary before sending hours to someone else. It stops being enough when several people need approvals, locked periods, budget checks, billing rates, or a single reporting layer across clients and projects.
Everhour Time Tracking turns the same basic habit into a managed workflow. Team members can use live timers or manual entries, managers can approve timesheets, admins can lock completed periods, and tracked task hours can feed reporting, budgeting, invoicing, and payroll review. That structure matters when collaborative time data becomes a source record, not just a note.
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.
A collaborative tracker should record the person, date, project, client when relevant, task, hours, billable status, entry method, and approval status. U.S. employers covered by the FLSA also need accurate records for nonexempt workers that show hours worked each workday and total hours worked each workweek.
Yes. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific timekeeping form or system. Manual entries work when the team submits them promptly, includes enough task detail, and uses approvals or corrections before the hours feed payroll, billing, or reports.
Yes. Billable status keeps client invoices separate from internal work, admin time, training, rework, and project management that a contract does not allow on the invoice. That split also helps managers compare actual project effort with the hours a client can be charged.
Weekend work alone does not create federal overtime premium pay under the FLSA. Covered nonexempt employees must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in a fixed 168-hour workweek, unless another law, policy, or agreement adds a different rule.
Federal rules require 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. State rules, contracts, audits, and client record requirements can require longer retention.
Everhour Time Tracking lets team members record task and project hours with live timers or manual entries, including inside supported tools such as Asana, ClickUp, Jira, Trello, GitHub, and Monday. Admins can use reminders, approvals, locked periods, and timer rules before time feeds timesheets, reports, budgets, invoices, or payroll review.
Track approved task and project hours in Everhour, then carry them into timesheets, reporting, budgets, invoices, and payroll review without rebuilding the week from scattered updates.
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