Everhour connects employee time tracking to project budgets, billing, and reporting while keeping daily work records organized.
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 employee time tracker helps you collect work hours by person, day, project, client, or task. The practical goal is a usable record: who worked, what work they performed, when the time occurred, and whether the time belongs to billable work, internal work, payroll review, or budget tracking.
For U.S. wage-and-hour records, 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 the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek.
Start with employee name, date, project or client, task description, start and stop time or total duration, billable status, and notes for exceptions. Teams that bill clients should also track rate type or billing category in U.S. dollars. Payroll teams need daily totals and weekly totals before approval.
A good weekly record separates regular work patterns from exceptions. For example, an employee may log 6 hours to client implementation, 1.5 hours to internal support, and 0.5 hours to non-billable administration on Monday. That split gives managers a payroll total, a client billing trail, and a cleaner project budget picture from the same workday.
Federal FLSA overtime is based on a fixed workweek of 168 hours, which is seven consecutive 24-hour periods. Unless exempt, covered 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. Hours cannot be averaged across two or more workweeks for FLSA overtime purposes.
Employee time data is personal information, so the tracker should collect records that support the business purpose and protect them after collection. At the federal level, U.S. businesses must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only what they need, secure it, and dispose of it safely.
A free employee tracker is enough when you need a clean weekly total, a quick client recap, or a basic payroll handoff for a small group. It works best when one person reviews the entries, checks obvious gaps, and saves the record with the rest of the payroll or billing file.
A managed workflow becomes necessary when employee hours affect project budgets, recurring retainers, approvals, or client-level spending limits. Everhour Project Budgeting tracks time and money budgets as people log work, supports recurring budget periods, and can send threshold alerts when projects approach defined limits.
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.
For employees covered by the FLSA minimum wage or overtime provisions, employer records must show hours worked each workday and total hours worked each workweek. The record should also make payroll review practical by identifying the employee, date, and work period or total duration.
Manual entry is acceptable under the FLSA if the employer keeps complete and accurate records for non-exempt workers. A timer improves accuracy for work captured as it happens, while manual entries still need review for missing days, rounded estimates, and late corrections.
Employee trackers should record the level of detail that the business actually uses. Payroll review may only need daily and weekly hours, while client billing and project budgets usually require project, client, task, billable status, and notes for work that needs explanation.
The FLSA does not require overtime premium pay solely because an employee works Saturday, Sunday, a holiday, or a regular rest day. Federal overtime applies when covered non-exempt employees work over 40 hours in a workweek, unless another law, policy, contract, or agreement creates a different premium rule.
Employers should avoid collecting time-tracking data that has no clear payroll, billing, security, or operational purpose. California employees and job applicants may have CCPA rights for employment data when the business is covered, and the employment-data exemptions expired on December 31, 2022.
Everhour Project Budgeting connects logged employee time to hour-based or money-based budgets. Teams can use one-time or recurring budget periods, receive email alerts at defined thresholds, and apply budget protection rules that stop timers or prevent additional logging after a budget is exceeded.
Everhour Timesheets let employees submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members so payroll or billing records do not change after review.
Move from one-off weekly totals to budget-aware tracking. Everhour connects employee hours to recurring budgets, threshold alerts, and billing workflows, giving managers cleaner project control.
14-day free trial · No credit card · Cancel anytime
