Hospitality schedules change by shift, role, and location. Everhour keeps time records organized across teams.
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.
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A hospitality timesheet helps you record who worked, when they worked, which role or location the time belongs to, and whether the hours belong to payroll, billing, or internal job costing. Restaurants, hotels, venues, and service teams need daily records because shifts often cross departments, supervisors, and pay periods.
Under the FLSA, covered employers have to maintain accurate records for non-exempt workers, while the law leaves the format open. For employees covered by the FLSA minimum wage or overtime provisions, the record needs each workday's hours worked and the total hours worked for the workweek.
A usable timesheet should include the employee name, date, work location or department, role, start time, end time, unpaid break time, total daily hours, total weekly hours, and manager approval. If rates appear on the sheet, U.S. payroll and billing records normally use U.S. dollars.
Covered non-exempt 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. A hospitality timesheet should keep each workweek separate because FLSA overtime hours may not be averaged across two or more workweeks.
Weekend, holiday, or rest-day work does not create a federal overtime premium by itself under the FLSA. The weekly overtime rule still controls for covered non-exempt employees unless another law, contract, or employer policy gives a higher premium. A timesheet should label those shifts clearly without treating every weekend hour as federal overtime.
Hospitality teams also need consistent break and correction notes. A late clock-out, missed punch, or changed role should leave a reviewable trail before payroll closes. 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.
A free hospitality timesheet works for a small team that needs one clean weekly record, one supervisor review, and one payroll handoff. It is enough when shifts are simple, corrections are rare, and one person owns the final totals.
A managed workflow becomes necessary when multiple locations, managers, roles, or pay periods create repeated corrections. Everhour Team Management supports approval workflows, lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults.
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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A hospitality timesheet should show hours actually worked each workday and total hours worked each workweek. Include start time, end time, unpaid breaks, role, department or location, and manager approval. Paid time not worked can appear separately when payroll policy requires it, but it should not be mixed into worked-hour totals without a clear label.
Yes, for employees covered by the FLSA minimum wage or overtime provisions, employer records must include daily hours worked and total hours worked each workweek. Weekly totals also help identify whether covered non-exempt employees crossed 40 hours in the fixed 168-hour workweek.
No. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. A premium line belongs on the timesheet when weekly FLSA overtime applies or when a state rule, contract, collective bargaining agreement, or employer policy requires extra pay.
No. FLSA overtime for covered non-exempt employees is based on each fixed 168-hour workweek. Hours may not be averaged across two or more workweeks for FLSA overtime purposes, even when one week is slow and the next week is busy.
An edited shift with no note, approver, or date creates the biggest review problem. A corrected hospitality timesheet should show the original issue, the corrected time, and the person who approved the change. That trail helps payroll explain missed punches, late clock-outs, and role changes after the schedule closes.
Everhour Team Management gives admins lock rules, approval workflows, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and team-wide time policy defaults. Managers can review submitted time before payroll or billing uses it.
Everhour Reporting turns logged time, project data, costs, and budgets into customizable reports. Teams can group and filter time by member, project, client, billable time, labor costs, date range, and other columns, then export reports in CSV, Excel/XLSX, or PDF.
Use Everhour Team Management to approve timesheets, lock closed periods, correct entries, manage capacity, and keep hospitality time records ready for payroll review.
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