Everhour gives teams customizable time tracking and reporting, while employee records still need complete daily and weekly hours.
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 customizable employee time tracking app helps you decide which details belong on each time entry: employee, date, project, client, task, hours, billable status, notes, and approval status. The goal is a record that matches the way work is assigned and reviewed, without forcing every team into the same timesheet layout.
For U.S. wage-and-hour records, flexibility has a boundary. The FLSA requires covered employers to keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek. A custom field set can support that recordkeeping, but it should never hide the daily and weekly totals that payroll review needs.
Start with the decisions that affect reporting. Client work usually needs client, project, task, billable status, rate, and invoice status. Internal work often needs department, initiative, task type, and non-billable reason. Teams that review capacity need working hours, time off context, and weekly totals by person.
Custom fields work best when each field has a clear owner and use. A project manager may need task and estimate data, while accounting needs billable time and USD rate fields. Too many optional fields create inconsistent reports. Too few fields force people to explain work in comments, which makes filtering and exporting harder.
A flexible app should support the required record first, then add detail for the business workflow. Covered non-exempt employee records need daily hours worked and total hours worked each workweek. Federal overtime under the FLSA applies after 40 hours worked in a fixed 168-hour workweek for covered non-exempt employees, at not less than 1.5 times the regular rate.
Custom labels should not blur payroll categories. Billable time, non-billable time, paid time not worked, and hours actually worked answer different questions. Weekend or holiday work does not create a federal overtime premium by itself under the FLSA, unless weekly overtime is triggered or another law, policy, contract, or agreement applies.
A one-off weekly tracker is enough when you need a clean total, a simple client summary, or a quick check before sending hours for review. It works when the team is small, the fields are stable, and the result does not need to feed budgets, payroll review, invoices, or recurring management reports.
A managed workflow becomes necessary when time entries need approvals, locked periods, custom reports, billing handoff, or exports by client, project, and person. Everhour Reporting supports customizable reports with 45+ columns, grouping, filters, date ranges, exports, and scheduled email delivery, so tracked employee time can become a repeatable reporting process.
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 practical setup includes employee, date, project, task, hours, billable status, notes, and approval status. U.S. employers covered by the FLSA also need records that show hours worked each workday and total hours worked each workweek for non-exempt workers covered by minimum wage or overtime provisions.
Yes, different teams can use different fields when the reporting structure stays consistent. Sales support, product work, and client delivery often need different labels. The mistake is letting teams rename the same concept several ways, such as client, account, customer, and company, then expecting one clean export.
Custom categories do not change the federal overtime rule. For covered non-exempt employees, FLSA overtime applies to hours worked over 40 in a fixed 168-hour workweek, at not less than one and one-half times the regular rate. Categories help explain work, but payroll still needs accurate daily and weekly hours.
Yes, separate billable and non-billable time when client billing, utilization, or project profitability matters. A single total hides whether hours should appear on an invoice, remain internal, or count toward a budget review. The separation also gives managers a cleaner way to compare client work against administrative time.
Yes, employee time data is personal information in many business contexts. At the federal level, Section 5 of the FTC Act prohibits unfair or deceptive practices, and FTC guidance says companies should collect only needed sensitive personal information, protect it, and dispose of it securely. State rules can add obligations.
Everhour Reporting lets teams build reports with 45+ columns, metadata filters, grouping, date ranges, and formatting. A manager can group employee time by project, client, member, billable status, labor cost, budget metric, or invoice status, then export the report as CSV, Excel/XLSX, or PDF.
Everhour can run as a standalone tracker or embed time controls inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Employees track time where tasks live, while entries flow into one reporting layer for review.
Track employee hours with reports that match payroll, billing, and project review. Everhour turns daily entries into customizable reporting, exports, and scheduled delivery for repeatable team visibility.
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