Everhour Timesheets turns daily time entries into weekly records for payroll, billing, and approval 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.
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You came here to turn start times, stop times, breaks, and project entries into a total you can use. The immediate job is simple: list each work period, subtract unpaid breaks, add the remaining time, and carry the daily total into the correct workweek. A clean record also keeps the original times visible, so payroll, billing, or a client review can trace the total back to the day.
For U.S. payroll records, the FLSA sets a federal baseline for covered employers. Records for employees covered by the FLSA minimum wage or overtime provisions must include hours worked each workday and total hours worked each workweek. The law does not require one specific timekeeping form, so a complete and accurate spreadsheet, timecard, timesheet, or digital system can all work.
Mixed units create most hour-total mistakes. Convert each entry into one unit before adding it. For a payroll decimal, divide minutes by 60, so 30 minutes becomes 0.50 hours and 45 minutes becomes 0.75 hours. For a readable timesheet, keep the final result as hours and minutes, then convert only the amount used for pay, billing, or spreadsheet formulas.
Keep unpaid breaks out of hours actually worked. Paid time not worked may belong on a payroll or attendance record, but it should not inflate worked-hour totals used for billable time, project budgets, or FLSA overtime review. Rate fields for U.S. users normally use U.S. dollars, and any pay calculation needs the correct hourly rate tied to the worker, job, or contract.
A daily total is only half the record. FLSA overtime for covered nonexempt employees is based on a workweek, not a pay period average. A workweek is a fixed, regularly recurring period of 168 hours, made of seven consecutive 24-hour periods. Hours worked in two or more workweeks cannot be averaged together for FLSA overtime purposes.
Covered employees must receive overtime pay for hours worked over 40 in a workweek, unless exempt, at not less than one and one-half times the employee's regular rate of pay. The FLSA does not require overtime premium pay solely because work happened on Saturday, Sunday, a holiday, or a regular rest day, unless the weekly overtime rule is triggered or another law, policy, or agreement applies.
A one-off total works when you need to check a single day, prepare a small invoice, or reconcile one weekly timesheet. It stops being enough when several people, clients, projects, approvals, or payroll deadlines depend on the same data. At that point, the record needs a durable trail: who entered the time, which project it belongs to, who approved it, and which period is locked.
Everhour Timesheets supports that managed workflow by collecting weekly project hours and working hours by person. Team members can submit time, and managers can approve, reject, partially approve, or lock entries before payroll, billing, or reporting uses them. That structure keeps the calculation tied to the review process instead of leaving a final number detached from its source.
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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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.
Convert minutes to decimal hours only after the worked time for the entry is clear. Divide minutes by 60, then add the decimal to the whole hours. Keep the original hours-and-minutes entry in the record when possible, because a reviewer can read it faster than a decimal-only total.
The FLSA federal overtime rule for covered nonexempt employees applies after 40 hours worked in one fixed workweek. A workweek is 168 hours, made of seven consecutive 24-hour periods. Covered employers cannot average hours across two or more workweeks to avoid overtime under the FLSA baseline.
Records for employees covered by the FLSA minimum wage or overtime provisions must show hours worked each workday and total hours worked each workweek. A weekly total alone leaves out the daily record that supports payroll review, overtime checks, and later corrections.
The FLSA requires covered employers to keep accurate records for nonexempt workers, but it does not require a specific form or system. A paper timecard, spreadsheet, app, or integrated time tracker can work if the record is complete, accurate, and preserved for the required period.
The most common calculation error is mixing paid time, unpaid breaks, and hours actually worked in one total. Separate those categories before adding the week. Payroll, billing, project budget, and overtime review often need different totals from the same underlying time entries.
Everhour Timesheets collects weekly project hours and working hours by person, then lets team members submit time for review. Managers can approve, reject, partially approve, or lock entries before payroll, billing, or reports use those hours.
Everhour tracks time against tasks and projects, either in its own workspace or inside supported tools such as Asana, ClickUp, Jira, Trello, GitHub, Linear, Monday, Notion, and Basecamp. Those entries feed reports for project, client, billable time, and team review.
Move from one-off hour totals to reviewed weekly timesheets. Everhour Timesheets connects submitted hours, approvals, locked entries, payroll review, and billing preparation in one time workflow.
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