Everhour turns tracked hours into reviewable timesheets, while U.S. teams still need complete daily and weekly records.
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 digital system should turn daily work into clear records: person, date, project or client, task, start and stop time, total hours, billable status, and notes when they matter. For U.S. employers, the federal baseline is record accuracy, not a mandated clock format. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require one specific form or system.
For employees covered by the FLSA minimum wage or overtime provisions, records must show hours worked each workday and total hours worked each workweek. That makes digital tracking useful when it keeps daily entries organized and rolls them into weekly totals without averaging separate workweeks. The result should answer two practical questions quickly: who worked, and where the hours belong.
A complete digital time record separates project time from working time when both matter. A consultant may log 6.5 billable hours to Client A, 1 hour to internal admin, and 0.5 hours to a non-billable client call on the same day. Payroll needs the working total. Billing needs the client and billable split. Project managers need the task detail.
Rate and currency fields also need a clear purpose. U.S. billing and payroll records normally use U.S. dollars. Covered non-exempt workers are entitled to the federal minimum wage of $7.25 per hour, effective July 24, 2009, though state or local minimum wages may be higher. A digital record should preserve the hours and context before any separate pay, invoice, or overtime calculation happens.
Digital tracking creates employee data, so access and retention matter. U.S. privacy duties are sectoral and state-dependent, with federal enforcement under Section 5 of the FTC Act for unfair or deceptive practices. FTC guidance says companies that keep sensitive personal information about customers or employees should collect only what they need, protect it, and dispose of it securely.
Corrections need a visible path. A system that lets anyone rewrite old entries without review creates billing disputes and payroll cleanup. A practical setup keeps edits tied to a person and date, locks closed periods when review is complete, and limits access to sensitive reports. California adds a major privacy example: covered businesses may have CCPA obligations for California employee time-tracking data.
A free weekly total is enough when you need a quick personal check, a rough project recap, or a one-off invoice draft. It stops being enough when several people track time across clients, managers approve hours, payroll needs reviewed records, or accounting needs a clean handoff. At that point, the system of record matters more than the stopwatch.
Everhour fits that managed workflow by turning tracked hours into weekly timesheets for review before payroll, billing, or reporting. Team members can submit time, and managers can approve, reject, partially approve, or lock entries after review. That approval trail turns digital tracking from a running total into a controlled operating 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.
Federal law does not require a digital time system. The FLSA requires covered employers to keep accurate records for non-exempt workers, and the method can be digital, paper, mechanical, or another complete and accurate system. The record still needs the required detail, including daily hours worked and total hours worked each workweek for covered employees.
A useful digital tracker preserves the employee or contractor name, date, project or client, task, start and stop times when used, daily total, weekly total, billable status, and notes for exceptions. Covered employer records for employees under the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek.
Covered non-exempt employees must receive overtime pay for hours worked over 40 in a workweek under the FLSA. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Federal overtime is triggered for covered non-exempt employees when hours worked exceed 40 in a workweek, unless another law, policy, contract, or collective bargaining agreement provides a different premium rule.
Online time records can contain employee personal information, work patterns, client assignments, and billing details. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. A practical digital setup limits collection to needed fields, restricts access, protects stored records, and disposes of records securely when retention duties end.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review time before payroll, billing, or reporting. Team members submit time, and managers can approve, reject, partially approve, or request corrections before the records move forward.
Everhour can lock submitted and approved time so regular members cannot change reviewed entries without the proper workflow. That lock helps preserve the reviewed record after managers approve timesheets for payroll, billing, or reporting.
Move from loose weekly totals to reviewed records. Everhour Timesheets support submitted, approved, rejected, partially approved, and locked time entries before payroll or billing.
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