Everhour keeps weekly timesheets organized, while an easy app helps teams capture hours without extra admin work.
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.
Use this page to build a clean weekly record of work time. The practical outcome is a timesheet that shows who worked, which days they worked, which projects or tasks received time, and which totals need review before payroll or client billing. For U.S. teams, covered employers must keep accurate records for non-exempt workers, including hours worked each workday and total hours worked each workweek.
An easy timesheet app should help you finish the week without reconstructing time from memory. The record still needs enough detail to support decisions: daily totals, weekly totals, project or client labels, billable status when relevant, and notes for unusual entries. If rates appear on the sheet, U.S. users normally expect time-based billing and payroll fields in U.S. dollars.
Start with a fixed workweek, because FLSA overtime uses a fixed, regularly recurring period of seven consecutive 24-hour periods. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes. A useful weekly timesheet keeps each day separate, then totals the week so payroll can identify hours worked over 40 in that workweek for covered non-exempt employees.
Project rows work well when the main question is where time went. Clock-time rows work better when start and stop times matter for payroll review or company policy. A simple layout can still separate billable and non-billable work. For example, a designer can enter 3 hours for Client A revisions, 2 hours for internal meetings, and 3 hours for Client B production on the same day.
An easy app earns its place by reducing repeated typing. The fastest workable setup uses saved people, projects, tasks, and billable categories, then lets each person add daily time in a few clicks. Sensible defaults matter: the current week should open first, common projects should stay easy to reach, and totals should update before the sheet goes to review.
Speed should not remove review fields that protect the record. Covered non-exempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the employee's regular rate of pay, unless exempt. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work unless the weekly overtime rule is triggered or another law or agreement applies.
A one-off timesheet tool is enough when you need a weekly total, a quick project breakdown, or a simple attachment for a client or manager. It also works for freelancers who already know their rate, track only a few projects, and do not need approvals. The record should stay available long enough for payroll, billing, and audit needs.
A managed workflow becomes necessary when multiple people submit time, managers approve or reject entries, periods need locking, and reports feed payroll or invoices. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted time before billing or payroll review. That gives the timesheet a status, not just a total.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Summer 2026
Best Ease Of Use
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Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific form, app, or timekeeping system. The method can be paper, spreadsheet, timer-based, or app-based as long as the records are complete and accurate.
A weekly timesheet should show hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. Project, client, task, and billable totals help with billing and budgets, but daily and weekly hour totals are the key payroll review fields.
Start and stop times are useful when your payroll process, company policy, or recordkeeping method relies on them. Federal rules require accurate records, including daily and weekly hours for covered non-exempt workers, but they do not force every employer to use the same timekeeping form. The chosen method must support accurate totals.
Weekend work should be visible by day, but the FLSA does not require overtime premium pay solely because covered non-exempt employees work on Saturday, Sunday, a holiday, or a regular rest day. Weekly overtime review still matters because covered non-exempt employees must receive overtime pay for hours worked over 40 in a workweek unless exempt.
Employers must 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. A timesheet app should make old weeks easy to retrieve for payroll questions, billing disputes, corrections, and audits.
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 time so payroll and billing use reviewed entries instead of unfinished drafts.
Move from a weekly timesheet total to a reviewed workflow. Everhour gives teams submitted timesheets, manager approval, locked entries, and clean payroll or billing review.
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