Everhour turns employee hours into flexible reports, timesheets, and billing data while teams keep their preferred work structure.
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.
A flexible employee time tracking app helps you capture this week's work across projects, clients, tasks, and work patterns. The goal is a usable record: daily hours worked, total hours worked each workweek, billable status, notes, and approvals where needed. For U.S. employers covered by the FLSA, records for employees covered by the minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek.
The app should support both live timers and manual entries because real teams work in different ways. A designer may track client tasks as they happen, while an operations employee may enter working hours at the end of a shift. Flexibility does not remove the accuracy requirement. It gives you several complete ways to produce the same defensible record.
A practical time record starts with the category you need to review later. Project and client fields support billing. Task fields support estimates and project budgets. Billable and non-billable labels separate chargeable client work from internal work. Employee, date, and workweek fields support payroll review and weekly overtime checks.
For a simple weekly record, an employee can log 3 hours to Client A research, 4 hours to Client A design, and 1 hour to internal admin on the same day. That level of detail gives the bookkeeper a daily total, gives the project manager task-level context, and gives the business owner a clear split between billable and non-billable time.
Flexible tracking fails when every entry is allowed but no review standard exists. Set rules for required fields, late edits, missing notes, and weekly approval before the data moves into payroll, billing, or reporting. A loose workflow should still make incomplete records visible before invoices or pay runs depend on them.
U.S. overtime review needs weekly totals, not daily averages. Under the federal baseline, covered nonexempt 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 regular rate of pay. Hours may not be averaged across two or more workweeks for FLSA overtime purposes.
A free weekly tool is enough when you need a short-term total, a personal log, or a one-off check before sending hours to a client. It works best when the stakes are low, the team is small, and you do not need approvals, locked periods, recurring reports, or a long-term audit trail.
A managed workflow becomes necessary when employee time feeds billing, payroll review, project budgets, or utilization reports every week. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, grouping, filters, date ranges, exports, scheduled email delivery, and role-gated money columns.
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 flexible app supports more than one valid tracking method. It lets employees use timers or manual entries, records time by project, client, task, or working day, and keeps billable and non-billable work separate. The workflow should adapt to different teams while still producing complete daily and weekly records.
Covered employers may use any complete and accurate timekeeping method under the FLSA. The federal rule does not require a specific clock, app, sheet, or form. For employees covered by the FLSA minimum wage or overtime provisions, records must still include daily hours worked and total hours worked each workweek.
Manual edits are useful when an employee forgets to start a timer or needs to correct a record. The mistake is allowing edits without dates, reasons, approval status, or history. Time used for billing, payroll review, or client reporting needs a clear trail from original entry to approved record.
The FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. Under the federal baseline, overtime applies to covered nonexempt employees for hours worked over 40 in a workweek, unless another law, policy, contract, or agreement creates a different rule.
Employers must preserve payroll records for at least three years and basic time and earnings records, such as daily start and stop time cards or sheets, for at least two years. Longer retention may be required by state law, contract terms, internal policy, or litigation hold requirements.
Everhour Reporting lets teams build reports with 45+ columns, metadata filters, grouping, date ranges, and export formats including CSV, Excel/XLSX, and PDF. Managers can review time by client, project, member, billable status, labor cost, budget metrics, invoice status, and other fields without changing how employees log daily work.
Track employee time where work happens, then use Everhour Reporting to group, filter, export, and schedule the records that support billing, payroll review, budgets, and utilization.
14-day free trial · No credit card · Cancel anytime
