Event staffing creates scattered hours across crews and projects. Everhour keeps approved timesheets tied to billing and payroll 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.
An event management timesheet helps you collect work hours for people assigned to an event, production, venue, or client project. The useful output is a record that shows who worked, the date worked, the event or project, the work category, daily hours, weekly totals, and whether the time is billable. That structure gives payroll, billing, and project managers the same source for review.
Covered employers under the FLSA must keep accurate records for nonexempt workers covered by minimum wage or overtime provisions. Those records must include hours worked each workday and total hours worked each workweek. The FLSA does not require one specific timekeeping form or system, so a complete event timesheet can work when it captures the required details accurately.
A usable event timesheet needs more than a name and total hours. Include worker name, event or project name, date, start and stop times or total daily hours, work category, billable status, rate field when billing applies, notes, submitter, approver, and approval date. U.S. billing and rate fields normally use U.S. dollars.
Separate billable and non-billable time before the invoice stage. A coordinator may spend 6 hours on client-billable event work and 1 hour on internal wrap-up. Keeping those entries apart protects the invoice from inflated billable totals and gives the event manager a cleaner view of labor cost, staff capacity, and project margin.
Event work often lands on evenings, weekends, and holidays, but the federal overtime baseline is weekly. 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 employee's regular rate of pay.
The FLSA does not require premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day. A state rule, employer policy, contract, or collective bargaining agreement can add a premium. The timesheet should flag the date and workweek clearly, because hours may not be averaged across two or more workweeks for FLSA overtime purposes.
A free event timesheet is enough for a one-time event, a small crew, or a simple billing backup file. It gives you a fast way to total hours, separate billable work, and collect approval notes before payroll or invoice review. Keep payroll records for at least three years and basic time and earnings records, such as time cards or sheets, for at least two years.
A managed workflow fits recurring events, multiple crews, and client projects where approvals, corrections, and locked records matter. Everhour Timesheets collect weekly project hours and working hours, let users submit time for review, and let managers approve, reject, partially approve, or lock entries before billing, payroll, or reporting uses them.
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 complete record must capture hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions. Start and stop times are a practical way to support that record, but the FLSA does not require a particular timekeeping form or system.
Yes. Billable status should be recorded before totals reach the invoice. Event work often includes client-facing labor and internal coordination in the same week. A separate billable field prevents internal time from becoming a client charge and helps managers compare project labor against the work actually billed.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or rest-day work. Covered nonexempt employees receive federal overtime for hours worked over 40 in a fixed 168-hour workweek, unless an exemption applies. A state law, policy, contract, or collective bargaining agreement can require more.
No. FLSA overtime for covered nonexempt employees is measured by each fixed workweek, a regularly recurring period of seven consecutive 24-hour periods. Hours from two or more workweeks may not be averaged to reduce overtime. Each week needs its own total and review.
Employers must preserve payroll records for at least three years and basic time and earnings records, including daily time cards or sheets, for at least two years. Event teams should keep approved timesheets organized by worker, event, workweek, and approval status so payroll and billing questions can be answered from the record.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for review. Managers can approve, reject, partially approve, and lock entries, giving event teams a controlled record before payroll, billing, or reporting uses the hours.
Track event work, collect weekly submissions, and lock approved entries before payroll or billing review. Everhour gives event teams a cleaner timesheet approval workflow.
14-day free trial · No credit card · Cancel anytime
