Everhour records task and project time, while Norway requires written employee hour records with actual hours and breaks.
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.
Norwegian employers must keep written records of hours worked by each employee. The record must be available to the Labour Inspection Authority and employee representatives, so a loose weekly total is not enough for a defensible file. Each workday needs actual working hours and breaks, recorded in writing and kept current.
The practical job is simple: capture when employees work, where the time belongs, and which hours need review before payroll, billing, or overtime approval. For teams with client work, project codes and task notes also matter because the same time record often supports internal capacity planning and external billing.
A useful employee time record separates clock time, break time, project time, and absence. A day can show 08:00 to 16:00, a 30-minute break, 7.5 working hours, and the project or department charged for the work. That structure helps payroll review totals without guessing whether lunch, travel, or unassigned time is included.
Norway's Working Environment Act sets normal working hours at 9 hours per 24-hour period and 40 hours per 7-day period unless a lower or averaged arrangement applies. High-strain arrangements such as shifts, nights, Sundays, or round-the-clock work may use 38 or 36 hours per 7-day period, and 37.5 hours per week is a common agreed arrangement.
Employee time tracking in Norway needs a clear boundary between required working-time records and workplace control measures. Basic records of actual hours and breaks support compliance and payroll. Monitoring behavior, activity, location, or productivity creates a different privacy question and needs a stronger reason.
Norway's Personal Data Act with the GDPR governs employer handling of employee personal data in control measures unless another law provides otherwise. Workplace control measures must be objectively justified by the undertaking's circumstances and must not place undue strain on employees. Employees also need information and consultation before such measures begin.
A free time record is enough for a small team that needs a weekly hour file, a payroll check, or a one-off review of actual hours and breaks. It works when one person can verify entries, correct mistakes, and move the approved totals into payroll or an invoice without losing context.
A managed workflow becomes necessary when time feeds multiple clients, projects, approvers, and cost reports. Everhour Time Tracking lets employees use timers or manual entries against tasks and projects, then routes that time into timesheets, reporting, budgeting, invoicing, and payroll review with approvals, locked periods, reminders, and timer rules.
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.
Yes. Norwegian employers must keep an account of hours worked by each employee, and the record must be available to the Labour Inspection Authority and employee representatives. The Labour Inspection Authority also states that employers must record all working hours and breaks in writing so there is an updated overview of actual hours worked.
A practical record should show the employee, date, start time, end time, breaks, actual working hours, project or department, and approval status. Overtime review also needs enough detail to separate normal hours from extra hours, especially when the employee works shifts, nights, Sundays, or a lower weekly normal-hour arrangement.
Norwegian overtime is for exceptional and time-limited needs. An employer may normally order overtime up to 10 hours in a fixed 7-day period, 25 hours in any 4 consecutive weeks, and 200 hours in a fixed 52-week period. Overtime work must receive a supplement of at least 40 percent of the agreed hourly rate.
Breaks matter because Norway requires an updated written overview of actual working hours and breaks. A record that only shows a daily total can hide whether the employee received rest time, whether paid time was counted correctly, and whether the workday exceeded the applicable normal-hour limit.
Employers should avoid treating timekeeping as permission for broad employee surveillance. Norway allows required working-time records, but control measures need objective justification, must avoid undue strain, and trigger employee information and consultation duties. The Personal Data Act and GDPR also govern handling of employee personal data in that context.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then feeds timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep reviewed time separate from draft entries.
Track approved hours, breaks, tasks, and project time in one workflow. Everhour connects time entry to review, reporting, invoicing, and payroll preparation.
14-day free trial · No credit card · Cancel anytime
