Everhour tracks task and project time, while FLSA recordkeeping requires complete daily and weekly hours for covered nonexempt employees.
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 |
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Use this page to understand the time records a covered employer needs before payroll review, overtime checks, billing, or an internal audit. The FLSA does not require a specific time clock, app, spreadsheet, or paper form. It requires covered employers to keep accurate records for nonexempt workers, including hours worked each workday and total hours worked each workweek.
A usable record connects the employee, date, workday hours, workweek total, and pay period. For U.S. payroll and billing, rate and amount fields normally use U.S. dollars. The timekeeping method can be manual or digital, but the record must be complete enough to show the daily and weekly hours used for wage and overtime decisions.
FLSA overtime for covered nonexempt employees is weekly. 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. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, totaling 168 hours.
A compliant workflow separates daily hours from the final weekly total because both matter. Monday through Friday entries of 8, 9, 8, 8, and 9 hours show each workday and a 42-hour workweek. Those entries support the weekly overtime review. Averaging 42 hours in one workweek with 38 hours in another does not erase overtime under the FLSA.
A common mistake is treating a time tracker as compliant because it has a timer. The safer test is whether the record preserves the fields the employer needs: daily hours worked, total hours worked each workweek, the fixed workweek used for overtime, and enough detail to support payroll changes, corrections, and approvals.
Another mistake is assuming weekend or holiday work automatically receives federal overtime premium pay. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. The federal baseline turns on hours worked over 40 in the fixed workweek, unless another law, policy, contract, or agreement gives the worker a stronger rule.
A free weekly total is enough for a quick personal check or a simple draft timesheet. It is not enough when a team needs consistent entries, manager review, locked periods, corrections, and exportable records. Employers must preserve payroll records for at least three years and basic time and earnings records, such as time cards or sheets, for at least two years.
Everhour fits the managed workflow when tracked time must feed timesheets, reports, budgets, invoices, or payroll review. Teams can record hours with live timers or manual entries, attach time to tasks and projects, and use approvals, reminders, lock rules, and automatic timer stop settings to keep the record usable after the week closes.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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No. The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific timekeeping form or system. A paper timesheet, spreadsheet, time clock, or app can work if the records include required details such as hours worked each workday and total hours worked each workweek.
The core time fields are daily hours worked and total hours worked each workweek. A useful record also identifies the employee, dates, pay period, and the fixed workweek used for overtime review. Payroll teams need those fields before applying the federal overtime baseline for covered nonexempt employees.
No. A workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods. FLSA overtime for covered nonexempt employees applies after 40 hours in that workweek, and hours may not be averaged across two or more workweeks to avoid overtime.
No. The FLSA does not require overtime premium pay solely because covered nonexempt employees work on Saturday, Sunday, a holiday, or a regular rest day. Federal overtime applies when hours worked exceed 40 in the fixed workweek, unless a state law, policy, contract, or agreement provides a stronger rule.
Employers must preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be preserved for at least two years. A digital tracker should keep exportable records long enough to support payroll review, wage questions, and audits.
Everhour Time Tracking captures task and project hours through live timers or manual entries, then routes those entries into timesheets, reports, budgets, invoices, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep weekly records consistent before payroll or billing uses them.
Everhour embeds time tracking controls inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can keep work in their project system while time flows into one reporting layer for review across tasks, projects, clients, and team members.
Track approved hours with Everhour Time Tracking, then carry task and project time into timesheets, reports, invoices, and payroll review with records that stay usable after approval.
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