End-of-week recall creates gaps; Everhour gives teams timer-based tracking, approvals, and locked timesheets.
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.
Automated time tracking helps you replace reconstructed timesheets with entries tied to actual tasks, projects, clients, and workdays. For U.S. employers covered by the FLSA, records for nonexempt workers must include hours worked each workday and total hours worked each workweek. The law requires accurate records, but it does not require one specific clock-in form or system.
The practical job is straightforward: capture start and stop activity, classify the time, review gaps, and close the week with a record that supports billing, payroll, and project reporting. A fixed FLSA workweek is 168 hours, and covered nonexempt employees must receive overtime pay for hours worked over 40 in that workweek at at least 1.5 times the regular rate.
Automation works only after you define the record structure. Set project, client, task, billable status, rate, workday, and workweek fields before people begin tracking. U.S. billing and payroll rate fields normally use U.S. dollars. A clean entry should show the person, date, task or project, time worked, billing status, and any correction note needed for review.
The workflow should cover three steps: capture time, submit the weekly record, and approve or correct it. Timers catch work as it happens. Manual entries cover legitimate missing time after the fact. Reminders prompt people before the week closes. Approvals give managers one place to confirm totals before payroll, billing, or reporting uses the data.
Automation reduces re-keying and recall errors, but it does not decide whether time is billable, payroll-ready, or assigned to the right client. A timer attached to the wrong task still creates a wrong record. A reminder sent on Friday still needs a person to confirm missing entries, breaks, project changes, and notes that explain unusual daily totals.
Privacy also belongs in the setup. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act, and FTC guidance says companies should collect only what they need, protect it, and dispose of it securely. California employees and job applicants can fall under CCPA obligations for covered businesses, so employee time data needs clear handling rules.
A free weekly total is enough when you need a quick view of hours for one person, one client, or one short project. It works for checking whether entries add up, preparing a simple invoice note, or comparing planned hours against actual work for a single week. It stops being enough once multiple people, projects, rates, or approvals enter the process.
A managed workflow gives the record a life after capture. Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock entries before billing or payroll review, so tracked time becomes a controlled record instead of a loose weekly total.
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.
Automated time tracking can replace manual timesheets when the system still captures complete and accurate records. For FLSA-covered nonexempt workers, employer records must show hours worked each workday and total hours worked each workweek. Timers, reminders, and approvals can support that requirement when people review and correct entries before the period closes.
Automated entries should include the person, date, project or client, task, start and stop time or duration, billable status, and correction notes when needed. Team records also need a consistent workweek definition, since FLSA overtime for covered nonexempt employees is based on a fixed 168-hour workweek and hours cannot be averaged across multiple workweeks.
Automation does not change overtime rules. 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 regular rate. The system should identify weekly totals, but payroll review still needs the correct worker classification, rate, jurisdiction, and any applicable policy or contract rules.
Weekend and holiday work should be labeled clearly when that helps payroll, billing, or scheduling review. The FLSA does not require premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day, unless the weekly overtime rule is triggered or another law, agreement, or policy applies.
The fastest failure is letting timers run without required context. A timer that records 6 hours with no project, client, task, or billable status creates cleanup work and weakens the record. Require key fields before submission, use reminders for missing time, and lock approved periods so later edits do not quietly change payroll or billing records.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval. Managers can approve, reject, partially approve, and lock time entries, giving payroll and billing review a controlled weekly record instead of scattered timer logs.
Track work as it happens, submit weekly timesheets, and lock approved entries before payroll or billing review. Everhour gives teams a clearer path from time capture to approved records.
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