Everhour tracks employee time across tasks and projects, while comprehensive setup keeps payroll, billing, and reporting details organized.
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 comprehensive employee time tracking app helps you capture the hours employees work, the projects they support, and the time categories that matter after the week closes. For U.S. employers covered by the FLSA, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The system can be digital, manual, or mixed, as long as the records are complete and accurate.
Use the weekly view to separate project time, working hours, billable work, non-billable work, time off, and notes that explain unusual entries. A project manager needs task-level detail for budgets, while payroll needs workday and workweek totals. A client invoice needs billable time tied to the right client or project. One record should support each follow-up without forcing the same hours into separate spreadsheets.
Clock-in and clock-out times show attendance, but comprehensive tracking also answers where the time went. Each entry should identify the employee, date, project, task, client when relevant, billable status, and any rate or cost field needed for payroll, billing, or margin review. U.S. users normally expect time-based billing and rate fields in U.S. dollars because U.S. currency is legal tender for debts, public charges, taxes, and dues.
A filled-in week can include 32 hours on client implementation, 5 hours on internal meetings, 3 hours on support, and 2 hours of approved time off shown separately from hours actually worked. That split prevents a billing report from treating internal meetings as client revenue and prevents a payroll review from confusing paid time not worked with worked time. The entry method matters less than the audit trail behind it.
A comprehensive app should let admins define workweeks, approvals, edit locks, reminders, and project rules before employees start entering time. Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours, and hours may not be averaged across two or more workweeks for FLSA overtime purposes. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at at least 1.5 times the regular rate.
Weekend and holiday entries need careful labeling because the FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. A state rule, policy, contract, or collective agreement can still add a premium. Privacy controls also matter. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and covered California businesses may have CCPA obligations for employee time-tracking data.
A free weekly tracker is enough when you need a quick total, a draft timesheet, or a one-off summary for a small project. It works best when one person controls the entries and the next step is simple, such as copying approved hours into an invoice or payroll worksheet. The risk grows when several employees edit time, supervisors approve entries, or client billing depends on task-level detail.
A managed workflow fits teams that need continuous tracking across projects and clients. Everhour Time Tracking supports live timers and manual entries, embeds tracking inside supported project tools, and sends time into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules so completed weeks stay usable after the immediate total is calculated.
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 complete record identifies the employee, date, daily hours worked, total workweek hours, project or task, billable status, and review status. For employees covered by the FLSA minimum wage or overtime provisions, employer records must include hours worked each workday and total hours worked each workweek. Add client, rate, and notes when billing or project reporting depends on them.
Manual entry is enough when employees enter time promptly, managers review it consistently, and records remain complete and accurate. Timers reduce end-of-week reconstruction because they capture time as work happens. A comprehensive workflow often uses both: timers for active work, manual entries for corrections, meetings, or time recorded after the fact.
The app needs the correct workweek and worker classification before overtime reports are useful. Under the FLSA federal baseline, covered nonexempt employees 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. State rules, policies, contracts, or agreements can add stricter requirements.
Approval workflows, locked periods, reminder rules, and edit permissions prevent late changes from turning payroll or billing records into moving targets. A manager should approve or reject submitted time before reports feed invoices, budgets, or payroll review. Locking completed periods also protects the record after corrections are finished.
Comprehensive time tracking records work time, project allocation, billing status, and review history. Employee surveillance tracks behavior beyond the time record, such as excessive activity monitoring. Privacy duties depend on the data collected and the jurisdiction. FTC guidance tells companies that keep sensitive personal information about employees to collect only what they need, secure it, and dispose of it safely.
Everhour Time Tracking captures task and project hours through live timers or manual entries, including tracking inside supported tools such as Asana, ClickUp, GitHub, Jira, Monday, Notion, Trello, and Basecamp. Those entries can feed timesheets, reporting, budgets, invoicing, and payroll review from the same time layer.
Everhour supports approvals and locked periods so submitted or approved time stays protected from regular member edits. Managers can review weekly project hours or working hours, approve or reject entries, and keep the final record stable before payroll, billing, or reporting uses it.
Move from one-off weekly totals to Everhour Time Tracking with timers, manual entries, approvals, reminders, and locked periods that keep employee hours ready for reporting, billing, and payroll review.
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