Everhour supports employee timesheets and approvals, while Ukraine's Labour Code makes accurate working-time records a payroll necessity.
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A Ukrainian employee time tracking setup should show who worked, on which date, for which project or work category, and under which time type. Ukraine does not have an EU-style CJEU rule that requires objective daily working-time recording, but the Labour Code and payroll forms still make records central to payroll control.
State Statistics Committee Order No. 489 approves Form P-5 for recording the use of working time. That form separates regular hours, part-time hours, night hours, overtime, and weekend or holiday work. A practical app setup should mirror those categories closely enough that HR or accounting can review hours without rebuilding the week from notes.
Ukraine's Labour Code sets the normal working-hours standard at no more than 40 hours per week, with lower standards possible by collective agreement. Remote employees may arrange working time at their own discretion unless the contract says otherwise, but total working hours still must stay within the Labour Code's normal or reduced working-time standards.
The same records need separate treatment for overtime and night work. The employer or authorized body must keep records of each employee's overtime work, and overtime may not exceed 4 hours over 2 consecutive days or 120 hours per year. Night time runs from 10 p.m. to 6 a.m., so a timesheet should not bury those hours inside one daily total.
A useful Ukraine setup uses Ukrainian labels where employees need them and hryvnia values for domestic payroll or billing. The Constitution makes Ukrainian the state language and the hryvnia the currency unit, so local defaults reduce payroll cleanup and employee confusion. Client-facing work can still use project names, task notes, and billable categories that fit the contract.
Privacy also belongs in the setup, not after the rollout. Law No. 2297-VI covers information about an identified or identifiable individual, so employee time-tracking data can be personal data. Tracking should stay specific, legitimate, transparent, adequate, and non-excessive, with a valid legal ground for the data collected.
A free weekly tracker is enough for a short engagement, a small contractor team, or a quick check of hours before payroll. It stops being enough when managers need submitted timesheets, corrections, approvals, locked periods, and a repeatable handoff to accounting or billing. Those controls matter most when overtime, night work, and remote schedules appear in the same pay period.
Everhour Timesheets support that managed workflow by collecting weekly project hours and working hours by person. Employees can submit time for review, managers can approve, reject, or partially approve it, and submitted or approved entries stay protected from ordinary edits. That gives payroll and billing teams a cleaner record than a spreadsheet assembled at the deadline.
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Yes. Ukraine's Labour Code requires the employer or authorized body to keep records of each employee's overtime work. Overtime also has limits: no more than 4 hours over 2 consecutive days and 120 hours per year. A time tracking app should separate overtime from ordinary hours so HR can review each employee's totals.
Regular hours, part-time hours, night hours, overtime, and weekend or holiday work matter because Form P-5 uses those categories for recording working time. A single daily total creates payroll cleanup because night work, overtime, and holiday work can carry different review or pay treatment.
Night work should be tagged separately for hours between 10 p.m. and 6 a.m. The Labour Code defines that window, and night work is generally paid at an increased rate of at least 20% of base salary for each night hour. A start time and end time give payroll better evidence than a manual note.
Remote employees may split working time at their own discretion unless the employment contract says otherwise. Total hours still must stay within the Labour Code's normal or reduced working-time standards under Articles 50 and 51. The common mistake is treating remote work as exempt from working-time limits.
Critical infrastructure employers need special care during martial law because normal working time may be increased to 60 hours per week for employees at critical infrastructure facilities. Employees with legally reduced working time at those facilities may not exceed 40 hours per week. A standard 40-hour alert alone can misread those cases.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for review. Managers can approve, reject, partially approve, and lock entries, which helps payroll and billing teams work from reviewed records instead of editable last-minute totals.
Everhour Reporting turns logged time into configurable reports with columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. Managers can review project hours, members, billable time, comments, and budget data before sending records to payroll, finance, or a client.
Track weekly hours, submit timesheets, and lock approved records before payroll or billing. Everhour gives managers an approval workflow that keeps Ukrainian employee time records ready for review.
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