Custom time tracking gets messy across clients and tasks. Everhour keeps weekly hours structured 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.
You came here to shape time tracking around real work: client projects, internal tasks, billable hours, non-billable work, weekly review, and handoff to billing or payroll. A flexible setup lets you decide which fields matter before people start logging time, so the final records match the way work is estimated, approved, invoiced, or reviewed.
For U.S. employers, customization still has boundaries. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it 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.
Start with the fields that drive action after time is logged: person, date, project, client, task, duration, billable status, rate, notes, and approval status. A consulting team may need client, project, and billable status on every entry. An internal operations team may care more about department, task type, and weekly capacity.
Keep optional fields limited to information someone will use. Extra categories create cleaner reports only when people apply them consistently. A good setup separates billable and non-billable time, keeps project and client names stable, and avoids duplicate labels such as "admin," "internal," and "office" for the same kind of work.
Customization fails when each person invents a private system. One person logs "design," another logs "creative," and a third logs time only to the client name. Reports then understate tasks, inflate client totals, or require manual recoding before billing. Shared field names matter more than a large menu of categories.
For payroll review, weekly structure also matters. 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 may not be averaged across two or more workweeks for FLSA overtime purposes.
A free weekly total works for a small job, a single invoice, or a quick check before sending hours to a client. It starts to strain when multiple people submit entries, managers need approvals, clients require project-level detail, or payroll needs a clean record of regular hours and overtime context.
A managed workflow gives the time record a lifecycle. Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock submitted entries before billing, payroll review, or reporting uses the totals.
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 tracker should include person, date, project, client, task, duration, billable status, notes, and approval status. Teams that bill by time also need rates and invoice status. Employers tracking non-exempt workers under the FLSA need records that show hours worked each workday and total hours worked each workweek.
Separate categories are useful when departments perform different kinds of work, but shared reporting fields need consistent names. Use one approved label for the same activity across the team. Duplicate labels make client totals, budget reports, and billing exports harder to trust because the same work appears in separate buckets.
Yes, billable and non-billable time should be separate fields when time supports invoicing, project profitability, or utilization review. Billable time shows what can go to a client. Non-billable time shows internal work, rework, meetings, training, or administration that affects capacity and margins.
A tracker used for U.S. payroll review should preserve daily hours and weekly totals for employees covered by FLSA minimum wage or overtime provisions. Unless exempt, covered employees must receive overtime pay after 40 hours worked in a workweek. State rules, contracts, or employer policies can require additional fields.
The biggest mistake is letting free-text labels replace controlled project, client, task, and billable fields. Free text captures context, but it does not produce reliable totals. Use notes for explanations and structured fields for reporting, billing, approvals, and payroll review.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for review. Managers can approve, reject, partially approve, and lock entries, so billing and payroll review use submitted records instead of loose weekly totals.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with columns, grouping, filters, date ranges, and exports. Teams can analyze client work, billable time, labor costs, invoice status, budget metrics, and integration fields without rebuilding reports from scratch.
Turn flexible tracking into an approval workflow. Everhour Timesheets organize weekly project and working hours, protect reviewed entries, and support cleaner billing and payroll review.
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