Everhour keeps time tracking clear and reviewable, so weekly hours can move from entries to approved timesheets.
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.
An easy time tracker helps you capture the workweek as it happens: daily hours, total weekly hours, project or client, task, and billable status. For U.S. employers covered by the FLSA minimum wage or overtime provisions, records for non-exempt workers must include hours worked each workday and total hours worked each workweek.
The goal is a clean weekly record, not a complicated surveillance system. A freelancer needs invoice-ready billable time. A manager needs submitted hours that match the week. A bookkeeper needs records that show regular time, billable work, and any hours that need payroll review before payment or invoicing.
A simple setup starts with five fields: person, date, project or client, task, and time. Add billable status when the same week includes internal and client work. Add notes only when they explain a billing decision, a correction, or a handoff that someone will need later.
For example, a useful entry reads: March 5, 2026, Alex, Website redesign, QA fixes, 2.5 hours, billable. That gives a reviewer enough context to approve the time, include it in a client invoice, or compare it with a project budget. Extra categories slow people down unless someone uses them in payroll, billing, or reporting.
Easy time tracking works best when the lowest-friction path still produces a complete record. A timer captures work while it happens. Manual entry covers meetings, offline work, and corrected time. A weekly review catches missing days, unusually high totals, and entries assigned to the wrong client before the hours reach payroll or billing.
U.S. federal overtime review still uses the workweek. 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. Saturday, Sunday, holiday, or rest-day work does not create federal overtime premium pay by itself unless the weekly rule is triggered or another law or agreement applies.
A free weekly tracker is enough when you need a quick total, a one-time client recap, or a small set of hours to copy into another system. It is also enough when one person controls every entry and the record does not need formal approval before payroll or billing.
A managed workflow becomes necessary when several people submit time, managers approve or reject entries, and accounting needs a protected record. Everhour Timesheets collect weekly project hours and working hours, then support approval, rejection, partial approval, and locked submitted or approved time before payroll, billing, or reporting.
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 low-friction tracker should ask for date, person, project or client, task, time, and billable status when billing matters. Those fields support weekly totals, client invoices, and basic review without forcing people to classify every minute into narrow categories. Notes belong on entries that need explanation, such as corrections, billing context, or unusual work.
Yes. Timers capture work during the day, while manual entries cover work that was not timed, such as meetings, calls, or offline tasks. The useful control is review visibility: a manager or owner should see which entries were added later, which entries came from timers, and which entries need correction before payroll or billing.
Averaging hours across two workweeks creates risk under the FLSA. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. For FLSA overtime purposes, hours may not be averaged across two or more workweeks. Covered non-exempt employees need overtime review after more than 40 hours in that workweek.
Yes. U.S. 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 simple tracker should let you keep or export records long enough for payroll, wage-and-hour, and billing review.
Collect only the data needed for the timekeeping purpose. U.S. privacy obligations depend on sector and state, and Section 5 of the FTC Act prohibits unfair or deceptive practices. FTC guidance says companies keeping sensitive personal information about customers or employees should collect what they need, protect it, and dispose of it securely.
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 or approved time, which gives payroll and billing teams a cleaner record before hours move into reports or invoices.
Use Everhour Timesheets when simple tracking needs manager review, locked records, and cleaner payroll or billing handoff from approved weekly hours.
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