Everhour keeps time entry practical, while simple weekly records still need enough detail for billing, payroll, and 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 to record time without building a full operations system first. The practical output is a clear week of work: each day's hours, the project or client connected to the work, and the split between billable and non-billable time. For U.S. employers, covered FLSA records for non-exempt workers must include hours worked each workday and total hours worked each workweek.
An easy app should make the first entry obvious, then keep the rest of the week consistent. A timer works well during active work. Manual entry works when you already know the time spent. The method can vary because the FLSA does not require a specific timekeeping form or system, but the record still has to be complete and accurate.
A usable time record starts with the person, date, project or client, task, start and stop time or duration, billable status, and notes when the entry needs context. U.S. billing and rate fields normally use USD. A clean weekly view should show daily totals and a workweek total so the reviewer can spot gaps before payroll, invoicing, or budget reporting starts.
Covered nonexempt employees under the FLSA must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. Saturday, Sunday, holiday, or regular rest-day work does not create federal overtime premium pay by itself unless weekly overtime is triggered or another law, policy, contract, or agreement applies.
Ease comes from removing repeated choices, not from hiding important fields. A good default flow asks for the project first, keeps the latest task close at hand, and lets you mark billable time while the work is fresh. Reconstructing a full week from memory creates rounded entries, missing context, and client lines that need rework before an invoice goes out.
The easiest setup still needs privacy discipline. Time tracking records can contain personal information, work patterns, and project details. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only what they need, protect it, and dispose of it securely.
A free weekly tracker is enough when you need a simple total, a short client recap, or a quick check before sending hours to someone else. It works best for a single person, a small job, or a temporary process where the record does not need approvals, locked periods, recurring reports, or budget alerts.
A managed workflow matters once tracked time feeds invoices, payroll review, project budgets, and team reporting. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. That structure gives teams a repeatable record instead of a weekly cleanup task.
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.
An easy app should surface the fields you use on every entry: date, person, project or client, task, duration or start and stop time, and billable status. Notes should stay available for exceptions, client detail, or correction context. For covered FLSA records involving non-exempt workers, daily hours worked and total weekly hours must stay clear.
Yes. The FLSA lets covered employers choose any complete and accurate timekeeping method for non-exempt workers. The app must still preserve the information needed to show hours worked each workday and total hours worked each workweek. Payroll records must be kept for at least three years, and basic time and earnings records must be kept for at least two years.
Project or client tracking makes the record more useful for billing, budgets, and workload review. Total hours alone can answer a basic attendance question, but it does not explain which client, task, or budget used the time. A practical app keeps project selection fast so the added detail does not slow daily entry.
The app should make weekly totals visible so overtime review is possible. Under the FLSA, covered nonexempt employees must receive overtime pay for hours worked over 40 in a fixed 168-hour workweek at not less than 1.5 times the regular rate. State rules, local rules, contracts, or employer policies can add requirements.
The most common mistake is recording only a final weekly total. That total loses the daily pattern, project split, billable status, and correction trail needed for payroll review, client billing, or budget analysis. A simple app should make daily entry fast enough that you do not have to rebuild the week from memory.
Everhour Reporting turns logged time into customizable reports with 45+ columns, filters, grouping, date ranges, and conditional formatting. Teams can export reports as CSV, Excel/XLSX, or PDF, which keeps weekly time records usable for billing review, budget checks, and operational reporting.
Track time once, then use Everhour Reporting to group, filter, export, and schedule the records that support billing, budgets, and team review.
14-day free trial · No credit card · Cancel anytime
